Organizational Behaviour: Influence of Culture, Power, and Politics on Performance

Organizational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Analysing of Organizational culture, Power and Politics influence individual and teams
performance:................................................................................................................................3
Effective Team As Opposed To An Ineffective Team:...............................................................7
Concepts and philosophies of organizational behaviour:............................................................9
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
Organizational behaviour is the study of equally assembly and entity routine activity with
association. this learn also examine being performance in labour surroundings, performance,
communication, motivation, leadership etc (Al-Syaidh, and N.H.J., 2016). Richer sounds which
was started in 1978. the business was expanded over the years and in may 2019 business was
expanded over to employee owned trust, selling a wide range of TV, home cinema systems and
premium audio equipment. This report consider how organization culture, power, and politics
pressure creature and team actions and concert. This also content theory of motivation both
content and process theory. Further influence on team effectiveness and concepts and theories of
organizational behaviour
PART 1
Analysing of Organizational culture, Power and Politics influence individual and teams
performance:
Organizational culture refers to gathering of standards, opportunity and practice that channel and
update the activities to all team member.
Handy's Typology- This culture helps company to understand why they have been more
comfortable in some organizations than others. classifies into four main types:
Power Culture:- In these organization will tend attack persons who are authority oriented and
political mind who be ready to take risk and do not time high safety. while in organization
employee should perfectly expect what is accepted of them powers holder and achieve
consequently (Gagné, and M.,2018). There are little system and directive in power culture, just o
few of individuals whose influence spreads throughout organizational arrangement.
Role culture:-In richer sound role culture offer defence and the chance to acquire consultant
knowledge, routine done by them they are rewarded by suitable pay scale and if probable
endorsement within practical area. Power in function culture generally resolute by people place
in managerial construction.
Task culture:-Task culture is job or scheme orient. These culture is frequently connected with
organization with project based structural designs or matrix. depends on cooperation to create
grades. Most managers at middle or junior level they prefer to task culture for work.

Person culture:- Person culture is an strange culture. It exist only to provide and help person
inside it. In association with individual culture, persons seems themselves as exceptional and
better too. It is really gathering of those who occur to be operational for organizations.
Hofstede Work - Hofstede proposed regional and national factor which contributes the
organizational and influence behaviour of employees in organization. Hofstede identified five
factor of workplace culture:
Power Distance:- It refers to difference in labour society as per the influence delegate to workers.
In organization every employee is responsible for their own presentation and special person is
assign to take accuse of employee (Largent and D.L., 2016) Every worker gets equivalent
conduct from the administration and has to take possession of his or her work. every persons
inward like remuneration and privileges irrespective of their height in hierarchy.
Masculinity vs. Feminity:- These refer to effect of difference in males and females in
organization. where males employee has dominate their females counterpart and where female
have a main say in choice creation procedure in the richer sound.
Individualism:- Richer sound employee work together as teamwork strongly. Here persons with
ordinary attention come mutually and exertion in team. In such environment share healthy
relationship and takes each other when they are required and track a traditions where those do
not consider in operational as individuals.
Uncertainty avoidance index:- There is acceptance stage of employee within secure and painful
situation. In organization whole aim to decrease these types of condition for their worker and
make them equipped for facing these type of challenge.
Long term orientation:- In organization Richer sounds focus on long phrase of employee and
who observe for long term speculation in association often sense more attach to corporation or
organizations and centre on long term goals whereas in short term focuses employee do not
invest in relationship with decrease in long term development and short term purpose will
disappear when another opportunities they will have.
Deal and Kennedy - These representation is base on two scope (Gagné, and M., 2018.) . The
two key were amount of threat linked with its corporation actions and their workforce get advice
on whether decision or strategy are thriving. Deal and Kennedy model of organizational culture
are: