Impact of Organizational Culture, Power, Politics and Motivation

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1 Impact of Organizational Culture, Power, Politics and Motivation..................................3
PART 2
Influences on team effectiveness and concepts and theories of organisational behaviour...........7
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organizational Behaviour, as the term suggests relates to analysis of a group or individual
behaviour which influence the performance of an individual or other employee in the
organization. The behaviour is judged to evaluate job performance, increase in job satisfaction,
generating innovation and encouraging leadership. Here in the case study it shall be discussed
about Richer sounds which was initially started as a hi-fi equipment company in 1978 and later
on grew to be a megastore company selling TV, home cinema systems and audio equipment.
Here the covering will on be behavioural aspects influencing an organization and critically
evaluating the organizational culture, power, motivation, politics by various theories and
recommending measures to improve the company’s overall performance.
PART 1
Impact of Organizational Culture, Power, Politics and Motivation
The environment at Richer sounds is very employee-friendly. Organization has a culture to
support its employees in pay and perks, health benefits and there is also a pay structure followed
which addresses issue of women employees. When an employee’s 360-degree aspects are taken
care of this eliminates politics and infuses motivation to be loyal and productive towards the
company which they are working for ( Chen and et.al., 2016).
Promotion of equal opportunity with live wages denote a power factor for employee as people
who have invested their worthwhile time to the company are getting their due.
Organisational Behaviour Theories
Handy’s Topology
Charles Handy has defined how organizational behaviour affects a company’s performance and
laid emphasis on four factors: Power, role, task and person.
Power
Speaking of this, it is seen that power follows a centralized approach where management
controls it and makes the important decisions. It delegates the power then in a selected few.
Employee’s performance is judged every time instead of how he executes it and with what
action. This can go wrong in following certain ethics and business regulations which may lead to
collapse of business e.g.: Lehmann Brothers. Employees at Richer Sounds have decentralized

mechanism and management have shifted power to their employees by involving them as
stakeholder in the company. The owner has transferred 60% of own shares to the staff. Also, the
passion for work decides an employee’s growth here instead of high-selling skills. This has led to
a morale boost in the employees.
Role
Employees work according to role delegated by the power. Decisions are made in a hierarchial
manner thus making it slow and giving place for bureaucracy and company avoiding risk many
times. Teams at Richer Sounds work in an employee friendly zone and management avoids zero-
hour contracts and only take them on employee’s demand, thus avoiding bureaucratic approach.
This help decision-making fast for the employees improving performance (Chen and et.al.,
2016).
Task
Team is delegated task of achieving a certain target or accomplishing a work project. Here the
experienced and dynamism in the team will decide how well task is executed. Team work can
work wonders with right skills, knowledge and experience. Team group at Richer Sounds apply
this principle where seniors and juniors can work together to achieve a common goal. Employees
are motivated by working in a blended team.
Person
Employees may think themselves to be superior than the organization and organization is just a
workplace for their work practice. This happens when there is similar background or same set of
skills in education and experience where people work together. Employees at Richer Sounds
work as a family as they have been trained on a philosophy which is employee-oriented. Their
well-being is taken care of and thus they too feel for the company ( Felipe and et. al.,2017).
Hofstede Model
This model takes five approaches in organizational culture:
Power Distance
Organizations follow a hierarchical and non hierarchical pattern of which first one depicts an
organization infesting powers in hands of a few, also privileges being enjoyed by them only.
Second pattern is where there is no senior to which an employee is answerable to but responsible
for his own performance. Team at Richer Sounds does have a hierarchy but not too much of it;