Influence of Culture, Politics, and Power on Organizational Behavior

This document discusses the influence of culture, politics, and power on individuals and team behavior in an organization. It explores the theories of motivation and the concept of effective and ineffective teams. The content also covers the role of culture in organizational behavior and the impact of politics on employee performance. The document provides insights into the importance of power distribution and the allocation of roles and tasks in an organization. It also discusses the concept of organizational culture and its impact on decision-making and leadership. Overall, the document provides a comprehensive understanding of the factors that shape organizational behavior.

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Culture, Politics and power influence individuals and team behavior...................................1
LO2..................................................................................................................................................3
P2 Theories of Motivation...........................................................................................................3
LO3..................................................................................................................................................5
P3 Effective Team and Ineffective Team....................................................................................5
LO4..................................................................................................................................................8
P4 Concepts and philosophies of organizational behavior..........................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Employee motivation is that procedure in which organization motivate of his employee
in the form of bonus, reward and some incentives etc. Motivation as the plan of action in which
desires, argues, effort, aspiration, explain and control the behaviour of human organization.
Organization can motivate the employees by giving their regular feedback, by comparing
employee job description duties with their actual performance and by promoting employees with
their good performance which reduce the cost product to replace workers due to turnover. A
good motivation increase the production of worker and negative motivation reduce the output
and performance but sometimes it can be too difficult to motivate employees because once
person motivation reach a low point it catches like a bad power. Boots is chosen for case study
organization that concern how to motivate employees for achieving goals and objectives. Boots
UK limited is the leading health beauty retailer and pharmacy chain in UK. This report covers
the content of motivation, concept of motivational theories, culture, policies and power on the
behaviour of other in organizational context, concept and philosophies of organizational
behaviour, and how demonstrate cooperate effect with other.
LO1
P1 Culture, Politics and power influence individuals and team behaviour
There are a lot of factors which are influence the performance of an organization like
culture, politics and power which have to be considered so that they can have a better
functioning in market. It is very important for Boots to have a control on these factors so that
they can motivate their employees and make the company give their best in the market.
Handy's cultural model
Charles Handy's gave a cultural model so that the organizations can understand the
organizations culture which would help in the functioning of the organization. There are four
categories which is given by him so that there is a detail understanding which will make the
products and services of Boots more interesting (Larentis, Antonello and Slongo, 2018). This
model was given in 1993 and the four categories are role, person, power and task. The further
report is going to discuss how
 Power
Power distribution is a very important factor in an organization and Boots has a strong
power of delegation of roles and responsibilities in organization so that they can achieve their
1

objectives and goals from time to time. Individuals of a business will have a great influence on
the working of the company in market and also the team work so that the organization can
function better and effectively so that they can have a competitive advantage. Power has to be
distributed between few people so that the functioning of the organization can be in one direction
and will make the company function effectively and efficiently.
 Role
Roles have to be distributed in the organization properly so that there is a sense of
direction which can be given to all and there is a fair and equality in organization. It is very
important to have a healthy environment in the organization because that will help in the
productivity and quality of services and products. Roles should be given to those who are
interested to make the organization achieve their objectives and personal goals with that but not
to those who are interested in just personal objectives.
 Task
Tasks have to be allotted to the people properly so that they can have a better functioning
for a long run in the market. It is very important for Boots to have a well distributed task which
they must do so that there is a clarity of work and this will help the company to have a smooth
functioning (Qiu, Leavitt and Shapiro, 2019).
 Person
There are a lot of experienced employees in the company and it is very important for the
company to have a better functioning which is only possible when there is a sharing of
knowledge that they have. Employees must know how to work as a team so that they can get the
best of results from it which is going to be very helpful for them. Individuals do make a lot of
difference in the company because they are the backbone of Boots.
Influence of politics
Influence of politics in organization is huge in individuals and team behaviour of the
company. Politics can be used in positive and negative aspect of the company which is going to
make a great influence in the company which has to be under control of the company so that the
organization can have a better functioning for themselves. There are a lot of people who do not
give their best but find other ways so that they can find personal success without doing work
which is going to effect Boots in negative manner which is a very bad impact for the long run of
the company (Wiesenfeld and et.al., 2017). The productivity slows down and the organization is
2

not able to meet their aims on time. In an organization achieve the objectives on time is the main
aim which the company must have so that they can have a better functioning for themselves
which would be very helpful. Boots is having experienced employees so that they can have a
better functioning for themselves and the customers best of results can be taken by the company.
Quinn and Rorbaugh- Organizational culture
There are roles which are taken by leaders of the company so that there is a better
functioning for themselves. There are 4 types of these competing value framework which are
clan culture, adhocracy culture, market culture and hierarchical culture. Boots has a hierarchy
culture for themselves so that they can have a better functioning for themselves which is a very
important factor for them (Latham, 2016). This will give the company a proper way to function
and a clarity of the direction they must use so that they can get a competitive advantage. There is
strict control and the decision making process gets easier.
Hofstede Classification
There are a lot of factors which can influence the culture of the organization life the cross
cultural communication which has been discussed in this model of culture. There are 6
dimensions of culture which are influence the culture environment of Boots. Power distance
index is having the right skills for the kind of work which is being allotted which will have a
positive impact in the products and services of Boots (Hwang and Choi, 2017). Individualism vs
collectivism is both present in Boots therefore it is the leading company in United Kingdom and
has a powerful workforce. Uncertainty avoidance are those situations which have to be avoided
by the company so that they can have a better functioning for themselves. Masculinity vs
femininity has to be equal in the organization and having a beauty and health care products are
there in the company which gives the organization a better functioning for themselves. Long
term orientation and short term orientation has to be there in the company so that Boots can have
a better functioning for themselves. Indulgence vs restraint is that there are a lot of factors which
the company can do and they must do but there are a lot of factors which are restricted for the
company to do so that the company can have a better functioning for themselves.
LO2
P2 Theories of Motivation
Motivation is the process of challenging people to human activity for complete the organization
goals. Motivation is the work that manager performs in organization for encouraging employees
3

for getting best result. Motivational activity is a highly complex activity in itself that area affect
large number of factor in organization. For surviving in organization motivation helps for
improving the productivity or output.
Theories of motivation
Content theories of motivation — This theory focus on the importance of human needs of boots
employees that have a variety of needs (Ryan and Deci, 2017). Content theories of motivation
concern Maslow's Hierarchy of Needs, Hertz berg's Two-Factor Theory, Douglas McGregor:
Theory X and Theory Y. In which boots describe Maslow's needs theory which are below here.
Maslow's Hierarchy of Needs-
1. Physiological needs -Maslow's advised physiological needs, it is the most important as all the
other needs. These need for an organization describe biological requirements for human from
that they can survive in the market from the sources of better environment and food etc. If these
needs are not satisfied the human need, organization cannot function optimally.
2. Safety needs —Simply safety need is a protection activity of employees which employees feel
protact from the risk elements, security, order, law, stability, freedom from fear.
3. Love and belongingness needs - human needs is social need that involves human need and
feelings in economy.
Esteem needs- esteem need refer to the need of respect, confidence, self-esteem, achievement
from the other organizational people. An individual of organization satisfactorily meet with their
need, love they can develop feeling.
self-actualization needs- self actualization represent over growth and the highest need of
individual.
Process theory of motivation- Process theory of motivation concern a group of idea that justify
how an entity change and develop. This theory focus of the procedure in which organization
chooses a fix target for the employees and effort from that they can utilize resources and hit the
target.
Techniques of motivation
Intrinsic motivation- Employee who has a genuine interest regarding with their job and that
who get return good response from the boss (Flowerday, 2016). Intrinsic motivation found when
employee perform without any reward only enjoy an activity for learning. Instruction motivation
4

understand the focus on the reward rather than punishment. In intrinsic environment boots
perform with employee according to hobbies and passion and this is long-lasting process on they
other hand it is the lengthy process. Employee with high motivation reducing the total cost of
labour. Intrinsically motivated employee can be much creative that those who require external
causing to get motivated.
Extrinsic motivation- extrinsic motivation is the process in which employee engaged and
participate in organization activity and get reward from they organization. These rewards are the
benefits to the employee and pay extra to the employee. Reward are also helpful for the high
motivation of employee. Extrinsic motivation create the foundation of survival for employee
because each and every employee working for the benefit and external reward on the other hand
external reward are only one that typically does last for a lifetime. Extrinsic motivation come in
the form of financial incentives and incentives boost the employees skills. Extrinsic reward are
very helpful for the for saving money because saving money is just for employee as a motivation
individual employee consider as a extra earning for the personal use.
These all motivation theories are very important to the Boots pharmacy, because with the
support of these theories it'll able to improve performance of its workforce. These theories
provide different ways to management for motivating teams and individuals in their business
environment.
LO3
P3 Effective Team and Ineffective Team
Effective team is a team where all members have highly skilled and talented at their
workplace. This type of team plays gives great contribution in success of Boots Pharmacy. On
the other side, an ineffective team is a team where more members are always unfocused from
their goals or target (Searle and Rice, 2018). Most employees has no skills or talent in this type
of teams. Ineffective team is an unproductive team to Boots.
GROUP
Group basically refers group-work where some people come together to achieve common
goals. It is mainly informal form of teamwork. In a group-work, all volunteers are work together,
share their knowledge with each other for achieving their decided target. There are mainly two
type of group;
5

Formal Group: Formal groups operates by 2 or more than 2 members within an organization.
These groups are created by top-level management of a company or business to achieve a
specific target.
Informal Group: Informal groups are also operates by 2 or more than 2 members, but these
groups are not created by an organization. Informal groups are formulated by members
themselves to fulfil their personal needs.
TEAM
Team is a place where all team members work together for achieving their decided
objectives. Teams are specially formulated by an organization to effectively achieve its goal.
Teamwork is the best way to a company or a business to achieve its target on time. The main
purpose of team is to provide a specific platform to employees where they work together on the
basis of their own skills. In short, it is the finest way to achieve any decided targets within an
organization. These are some major benefits of a teamwork as well.
TYPES OF TEAMS
Project/Self-Managed Teams: Project or self-managed teams is basipetally a small employees
group, where members plan, organize, manage and determine their daily activities. Top-level
management no need to supervise self-managed teams, because team and its leader takes whole
inexpressibility of management (Martins, 2016). Decision-making processes are too longer in
this type of teams, this is main challenge that employees face in this teamwork.
Virtual Teams: Virtual teams are teams where all team members work together but from
different location. Team leader take meeting through online sources, members electronic
technology to communicate with each other. Lack of direction and clarity is the biggest
challenge under these teams which employees have ever face, because team leader and members
are not working from the same location.
Cross Functional Teams: In cross functional teams, all employees which has different skills are
come together for achieving common goals. Teams may include members from marketing,
finance, human resource, operations etc. Lack of communication is a main challenge within
these teams, because a member within these teams is always like to talk only those members
which has skills like them.
Tuckman's Team Development Theory
6

It is a team and group development theory which developed by Bruce Tuckman in 1965.
This theory includes five development stages called forming, storming, performing, norming and
adjourning. A leader within Boots pharmacy is able to systematically manage its teamwork
through these five stages.
 Forming: It is a first stage, where a leader within Boots pharmacy need to clarify all
aspect of teamwork with its members. It is necessary to remove various errors within
workplace (Griep, Wingate and Brys, 2017). The main challenge of this stage is, it is very
time-consuming stage for a leader and members.
 Storming: In this stage, a leader need to motivate their employees for effectively
achieving targets. It is tough challenge to a leader to motivate employees, because people
not motivate easily in personal life.
 Norming: In norming stage, leader informs their team members about work guidelines,
terms & conditions, ethics etc. Convince team members for following these rules &
regulations is main challenge to a leader.
 Performing: In this stage all members become fully motivated and confident to achieve
their targets. Many time operational pressure demotivate members, so it is main challenge
within this stage.
 Adjourning: It is a stage where team become discharge at their work, because a team is
always formulated for achieving a fixed target.
Belbin's Typology
In 1981, this theory of team development first introduced by Meredith Belbin. This
theory will help to the Boots pharmacy to makes effective teamwork in its workplace (Moga,
2017). It includes major 9 team roles which has been discussed below;
Resource Investigator: In this
role, a leader is responsible for
developing outside contacts.
Contribution: Provides growth
opportunities
Weakness: Time-consuming
Teamwork: In which, each
team members need to give its
contribution in work.
Contribution: Co-operation
Weakness: Complicated
Co-ordinator: It is bringing
order within the team.
Contribution: Confidence
Weakness: Improper time-
management
Plant: This role focuses on
promote innovation within
Monitor Evaluator: Critically
assessing decisions within
Specialist: It refers expertise
7

teamwork.
Contribution: Increase
innovation
Weakness: Costly
team.
Contribution: Effective
decisions
Weakness: Lack of drive
in the teamwork.
Contribution: Provides
knowledge
Weakness: Contribute in
narrow area
Shaper: Provides a specific
shape to teamwork.
Contribution: Dynamic work-
zone
Weakness: Sometimes offend
people
Implementer: Maintain self-
discipline in the workplace.
Contribution: New
possibilities
Weakness: Too strict
Completer Finisher: It
systematically completes each
task.
Contribution: Complete work
Weakness: Delegate reluctant
Evaluation
Both Tuckman's team development theory and Belbin's team role theory are very
important theories to the Boots pharmacy. Reason is, top-level management of this company is
able to improve performance of their teams and individuals through these team development
theories.
Factors hat develop effective teamwork
Hard and soft skills like communication skills, problem solving skills, leadership skills,
proper knowledge, literacy etc. are some major factors which makes or develop an effective
team.
Factors that affect effective teamwork
Conflicts between team members, poor leadership, ineffective skills are major factors that
negatively affect an effective teamwork (Yeung, 2018). A leader is always responsible to
maintain healthy relationship between all team members to resolve various conflict within its
teamwork.
LO4
P4 Concepts and philosophies of organizational behaviour
Leadership is a role which is played by the leaders of the company so that they can have a
control on the employees and direct them so that the company can achieve their objectives and
8

goals. There are two styles of leadership which are authoritarian and democratic (Wilson, 2017).
Authoritarian is a limited political freedom given to the people under this style of leadership.
Democratic style has a lot of freedom of the people which is given to the people.
Authoritarian Leadership
Advantages Disadvantages
 Quick decision making in the company
can be provided with this style.
 This is a good method which can be
used for the inexperienced employees
in a company.
 There is a sense of no motivation which
means the company will not be able to
achieve their goals and objectives.
 Employees are not involved in decision
making therefore limitations of creative
ideas in the company.
Democratic Leadership
Advantages Disadvantages
 There is a sense of transparency in the
company because of this style (Grau,
Back and Mejia-Aguilar, 2017).
 Satisfaction of employees with the job
is there which makes the company have
a great advantage.
 Decision making in the company takes
a lot of time.
 Everyone tries to have their say in the
decision making in company.
Behavioural Theory
Behavioural theory is given by B. F. Skinner which explains that there is a need to
motivate the employees by giving them rewards and punishments because that will make the
employees work more. Rewards are given to employees who are giving their best in the company
then they will be able to have a better functioning for themselves. Punishment should be given to
those who are not working so that they get motivated to do their best the next time. This is what
is being followed by Boots so that they can have a better functioning and motivate the employees
from time to time. According to B. F. Skinner the employees learn from their behaviour and the
employee's behaviour can be moulded by the leaders which the right measures are taken.
Situational Leadership Style
9

There are a lot of situations which can come in front of the leaders and the leaders must
be experienced so that they can solve those issues before they majorly effect the company's
functioning. Boots has a good set of leaders in the company which are being able to deal with
their issues and conflicts which are rising in the company. Leaders have to motivate the
employees from time to time so that the organization can make the company have a better
functioning for themselves (Tian and Peterson, 2016).
Path Goal Theory
Employees have to be motivated, Empowerment and satisfied with the work they are
doing in Boots and that is only possible when the leaders give their best in the company. Boots
has a loyal set of leaders in the company which are helping the company have a competitive
advantage in the market which is a very good factor for the company.
CONCLUSION
It can be concluded that culture, power and politics are highly influencing performance of
individual within the Boots pharmacy. There are two major motivation theories called content
and process too important in improve current performance of teams and individual. Various
factors are responsible behind makes an effective team and an ineffective team. For example;
good communication skills for effective team and poor leadership for ineffective team. Different
philosophies and concepts of organizational behaviour has discussed in this report which helpful
in positively influence employees within company. Effective relationship between employee and
employer plays very great role in success of the company. Effective relation is one major factor
which support in makes an effective team. Top-level management of the Boots pharmacy need to
create a positive work culture in their business environment to improve current performance of
teams and individuals.
10

REFERENCES
Books and Journals
Grau, D., Back, W.E. and Mejia-Aguilar, G., 2017. Organizational-behavior influence on cost
and schedule predictability. Journal of Management in Engineering. 33(5). p.04017027.
Hwang, K. and Choi, M., 2017. Effects of innovation-supportive culture and organizational
citizenship behavior on e-government information system security stemming from
mimetic isomorphism. Government Information Quarterly. 34(2). pp.183-198.
Larentis, F., Antonello, C.S. and Slongo, L.A., 2018. Inter-Organizational Culture: Linking
Relationship Marketing with Organizational Behavior. Springer.
Latham, G.P., 2016. Goal setting: A possible theoretical framework for examining the effect of
priming goals on organizational behavior. Current Opinion in Psychology. 12. pp.85-88.
Qiu, F., Leavitt, K.N. and Shapiro, D.L., 2019, July. Social Automatons: Using Simple Artificial
Intelligence for Organizational Behavior Research Designs. In Academy of Management
Proceedings (Vol. 2019, No. 1, p. 11332). Briarcliff Manor, NY 10510: Academy of
Management.
Tian, Q. and Peterson, D.K., 2016. The effects of ethical pressure and power distance orientation
on unethical pro‐organizational behavior: The case of earnings management. Business
Ethics: A European Review. 25(2). pp.159-171.
Wiesenfeld, B.M and et.al., 2017. Construal level theory in organizational research. Annual
Review of Organizational Psychology and Organizational Behavior. 4. pp.367-400.
Wilson, F.M., 2017. Organizational behaviour and gender. Routledge.
Searle, R. H. and Rice, C., 2018. Assessing and Mitigating the Impact of Organisational Change
on Counterproductive Work Behaviour: an Operational. (Dis) trust Based Framework.
Yeung, H. K. K., 2018. The effect of employee’s perception of corporate social responsibility
(CSR) on leader–member exchange, job satisfaction, organisational commitment, and
job behaviour in China. (Doctoral dissertation, University of Newcastle).
Martins, A., 2016. The role of information systems in contributing to leadership efficacy and
organisational behaviour change. Unpublished PhD Thesis. University Fernando
Pessoa.
Griep, Y., Wingate, T. and Brys, C., 2017. Integrating psychological contracts and psychological
ownership: the role of employee ideologies, organisational culture and organisational
citizenship behaviour. In Theoretical Orientations and Practical Applications of
Psychological Ownership. (pp. 79-101). Springer, Cham.
Ryan, R. M. and Deci, E. L., 2017.Self-determination theory: Basic psychological needs in
motivation, development, and wellness. Guilford Publications.
Flowerday, T., 2016. Using motivation to teach motivation.Challenges and innovations in
educational psychology teaching and learning. pp.109-22.
Online
Moga, B. 2017. Belbin Team Roles: Theory and Practice. [Online]. Available Through:
<https://activecollab.com/blog/collaboration/belbin-team-roles-theory-practice>.
11