Influence of Culture, Politics, and Power on Team Behavior and Performance

This article explores how culture, politics, and power influence team behavior and performance in organizations. It discusses the impact of organizational culture on team behavior, the role of power and politics in shaping team dynamics, and the different types of organizational culture. The article also evaluates the application of content and process theories of motivation in achieving organizational goals.

Organisational
behaviour
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Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 how culture politics and power influence team behaviour and performance.....................3
M1 Evaluate how culture and power influence team behaviour.................................................5
LO 2.................................................................................................................................................5
P2 How content and process theories of motivation is applied in achieving goals..................5
M2 How to influence behavior of staff.....................................................................................11
LO 3...............................................................................................................................................11
P3 What makes effective team different from ineffective team................................................11
LO 4...............................................................................................................................................14
P4 Concepts and philosophy of organisation behaviour in Ryanair........................................14
M4 How OB influence behavior in negative and positive way.................................................16
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
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INTRODUCTION
Every organisation follows a specific type of culture in which there are certain values and
ethics inclined in it. However, it is necessary for them to maintain culture so that a positive
image is developed in industry. The overall behaviour and performance of employees is based
on culture. this is because it reflect attitude, perception, nature of staff towards firm. moreover,
culture is formed by rules and regulations to be adhered. It states that what values culture reflects
(Sharma. and Paru, 2017). There needs to be maintained of positive culture in it so that goals
are attained and team work in promoted. Employees are able to work freely. As in business there
are varied people working so their attitude, behaviour, perception, etc varies from one another.
The report will lay emphasis on Handy model of culture and how power and politics
influence team behaviour. Besides that, it will be described about content as well as process
theories of motivation and which one is applied in Ryanair. Moreover, distinguish between
effective and ineffective team will be explained as well. At last concept and philosophy of
organisation behaviour will be explained.
LO 1
P1 how culture politics and power influence team behaviour and performance
From Mark smith
Organisational development officer
To line manager
Ryanair
Sub : organisational culture in Ryanair
Ryanair is Irish airline established in 1984. It is headquartered in Swords, Dublin and
operate in airline industry. There are total 17500 employees working in it. the company operate
in 225 destinations at global level.
Organisation culture- it is defined as values, beliefs, etc. which are followed by organisation or
exists within its environment. In Ryanair the culture followed is positive. In that values and
beliefs are followed effectively. There are several factors which influence culture such as nature
of business, company values, recruitment and selection, etc. moreover, there are some theories of
organisation culture such as handy model, hofstede’s etc.
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Organisation behaviour consists of many things such as employee behaviour, ethics,
values, etc. of organisation, etc. there is a great impact of organisation culture on politics. It is
because they both are interlinked to each other and any change in one impact on another. That is
why it is important for organisation to maintain effective and proper culture so that team
performance and behaviour is not influenced. Besides that, there are certain policies and laws
implied to maintain culture. in addition, culture is reflected from behaviour of individual and
team towards organisation. It is analysed that power and politics also influence on team
behaviour.. this is behave it is related to assigning of roles to them. When this power is shifted
it leads to change in roles (Mullins, 2019). Alongside, politics results in doing favouritism,
partiality, etc. by which team behaviour is influenced. Apart from it, culture impact on team as
here they follow values of organisation. Usually, there are 4 types of culture that is followed
within organisation. On basis of these culture it is identified that which type of culture is being
followed. For that Handy model is used in it. This consists of culture that is defined as below
Power – as name depicts it is a type of culture that is based on power (O'Connor, 2018). Here,
the power remain in hands of few people of management who takes all decisions, form policy,
etc. also, they are having rights that makes them superior over others. In this type of culture
juniors and executives has to obey or follow decision taken by those people. they are forced to
work accordingly. Generally, this culture highly influence on team behaviour. Staff does not get
freedom to work.
Task- it is a type of culture in which employees who are having same task and duty is given
authority on basis of it. Through that it becomes easy for them to contribute in equal terms and
manner. Basically, this culture is mostly followed by companies as it is suitable for them to work
in team. This led to create a positive culture and enhances staff performance.
Role – in this culture roles are assigned to employees on basis of their authority. It means higher
authority results in mores roles and responsibilities and vice versa. Furthermore, roles can be
distinguished on basis of their skills and capability as well. However, if a person is assigned
more roles than he or she has to perform it in effective way.
Person – this culture means giving preference to employees rather than to company. It means that
all decision, policy, rules, etc. are made by involving staff. Here, employees may not remain
loyal towards firm and may leave organisation.
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Hofstede’s model- it provides a framework for cross-cultural communication, developed. It
shows the effects of a society's culture on the values of its members, and how these values relate
to behaviour, using a structure derived from factor analysis. In this 5 dimension are PDI, IDV,
MAS and UAI.
Thus, these all are 4 types of culture which is usually followed in organisation. However,
it depends on nature and type of organisation that which culture is suitable. Along with it,
management also plays vital role in it. They are responsible for developing a culture and
deciding that what type is suitable within it. Moreover, in Ryanair power culture is followed. In
that there are few members of management who is having power to take decisions and
implement it. The CEO, MD and certain other people take decision and enforce it. Thus, lower
level staff has to follow those decision forcefully. Hence, it has highly influenced on team
behaviour to a great extent and in negative way. They are not able to work in free way and are
not valued as well. Besides that, due to power culture individual performance is affected as
organisation culture is harsh. They are not able to perform well and attain goals in effective way
(O'Connor, 2018).
M1 Evaluate how culture and power influence team behaviour
In order to maintain culture, it is necessary to work in team. This is because it enables in building
a positive culture and accomplishing goals efficiently. The culture is integration of values, ethics,
beliefs etc possessed by employees. Hence, when culture is positive the behavior is good. All
employees work together with mutual interest. However, power highly influence it. this is
because if few people make decision then it influence team behavior. This is because staff has to
follow that decision and they are not able to work properly. If culture is not positive then
performance will be impacted as well. Also, culture is developed through policies and they are
formed by those who have power. In Ryanair policies are formed by BOD. With proper
assigning of roles with authority, person will be responsible to his or her performance. Hence, it
will make it easy to find out influence of behavior of team performance (Katou, 2017).
LO 2
P2 How content and process theories of motivation is applied in achieving goals
Content as well as process theories of motivation
It is vital to boost the morale of the staff members on a regular basis. So that it will
boosts the performance of the workers. It will also able to enhances the efficiency as well as goal
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attaining goals as well as objectives. Such kind of encouragements also builds the loyalty as well
as trust among them. They feels like the entity also take their needs and desires. With such
motivation behavior of the individuals also easily impacted. Through such motivation they
performing their tasks as well as finishing it effectively as well as on time also. There are several
persuasive hypothesis are also applied through administrators to boosts the employees. Mention
below are some of the theories
Content theories- It also focuses on the requirement of the staff members. Thus Maslow
hypothesis focused on the fundamental theories that are mention below.
Psychological requirements- These are the basic needs that are very much essential for the
person. Such as food, home ,clothes and many more.
Safety- After fulfilling the psychological needs, a person needs a safety such as safety from
accidents, robbery that can provides a guarantee a sense of security.
Love – Each and Every person requires family, society ,companions and so on that can focuses
on the needs to get love as well as warms from several others (Sing. and Rani, 2017).
Esteem- They are also categorized within two sorts that is external as well as internal. External
such as status, control and so on while internal such as respect, regards and many more.
Self realization- People focuses on such needs to acquire information alongside goal that they
can able to do or become.
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Strength
It is simple to understand and apply this theory. Here, as needs are in hierarchy so each
one can be fulfilled by motivating staff. Also, it gives insight as well that what next need is.
Weakness
Here, not individual perception and needs are same. It means for some love needs is
more important than safety ones.
Apply to Ryanair
The company can apply this by encouraging staff. Here, they can fulfill their needs step
by step manner and in effective way. Hence, in this way employees can be motivated to attain
goals.
HERBERG TWO FACTOR THEORY- It can be applied through board to identify the
variables that can inspires the employee’s conduct.
Hygiene- Within such staff members also encouraged through giving safe as well as clean place
to work. If there is no safe and clean environment such places leads to the disappointment.
Mention below are some of the factors
Benefits- Firms should provides several benefits such as human services plans, staff members
benefits and many more (Friday, 2019).
Working conditions- These are the factors that are vital for job as workplace environment must
be safe and there must be proper safety as well as health safety requirement.
Motivators- It can be evaluated that not only the hygiene factors are vital within a workplace ,
there are several other factors are also required ,those factors ,motivates the staff members that
can be growth opportunity, acknowledgment and many more
Goal setting- These are the theories that can be implied through setting higher goals as well as
objectives as it can motivates the staff members to completed their goals.
So, this theory is applied to Ryanair which help in motivating staff. There are several
benefits provided to employees such as bonus, incentive, etc. also, there are proper work place
conditions
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Strengths
It emphasis motivating employees within firm. That is not any external factors are included in
motivating staff. Thus, it ensure working environment is improved. So, in Ryanair staff working
environment can be enhanced.
Weakness
Here, job satisfaction and job productivity are not related to each other. This means it is not
necessary that satisfied employees will led to increase in productivity. Thus, Ryanair staff
productivity may not increase.
How it helps Ryanair
With that it will be easy to encourage staff by providing benefits and increasing their
satisfaction. Hence, employees will work in effective way and attain goals.
Porter Expectancy model- According to such model a staff members have to take three
choices such as Connection between efforts, performance as well as results that are achieved. It
is also utilized to gives incentives to those who have excellent as well as brilliant job within an
area. Similarly, in Ryanair incentives are given to those employees who have performed well.
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Strength
Employee motivation is boosted by giving them rewards. Thus it results in improving
their performance and attaining goals.
Weakness
It requires active engagement of managers in it. so, if they are not involved then
employees are not motivated.
How it helps Ryanair
Within company manager can engage with staff and encourage them. They can evaluate
their performance and on basis of that provide them rewards.
Goal setting theory- the theory state that setting of higher challenging goals enable in motivating
employees. It provides them direction that how much efforts is required in it. thus, clear and
specific goals needed to be set up in it. so, Ryanair also set goals for individual staff. In this way
theory is applied.
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Strength
It enables employees to attain goals in effective way and earn incentives. This also
increases their performance.
Weakness
The theory fails when staff lack competency skills and capability to perform tasks.
How it help Ryanair goals
By setting out specific goals, employee gets overview about what they have to
accomplish. Hence, they make efforts and use skill to attain goals effectively in Ryanair.
Thus Ryanair motivates their employees through all of above strategies as it can be applied
as per nature of workers and situation. It will also focuses within impacting their behaviour
also . All of such theories are helpful for achieving their aims within a more effective way.
Leadership theory
Contingency theory- it is theory which state that individual can be a leader in particular situation
but sometime he or she can not be a good leader in another situation. There are many ways of
how things are done in it. thus, it requires leader to analyse situation that whether style will be
suitable or not. Likewise, Ryanair leader must also examine situation and on basis of that apply
theory. So, it will enable in making things easy and attaining goals.
Situational theory – this theory state that leader must adjust his or her leadership style as per
organisation situation. Also, the style changes on basis of situation and need of organisation.
Thus, in Ryanair leaders needs to change their style and then apply in it.
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Communication process- Communication is considering as an act of transferring information one
place, group to other. It includes one recipient, a message and one sender. In Ryanair an
effective communication process is followed. For that e mail, smart phones, letter, etc. are used.
M2 How to influence behavior of staff
For manager in Ryanair it is essential that staff behaviour remains positive so that their
efficiency is increased and positive culture is developed. There are many ways of influencing
behaviour but it depends on organisation requirements. For example- providing them benefits,
fulfilling their needs, motivating them, etc. these all are useful in it but main is applying
Herzberg theory in it. This is because it helps in fulfilling needs along with encouraging them.
So, it influence behaviour as :
Herzberg two factor theory – this theory was proposed by herzberg in which he stated that there
are some factors that results in both satisfaction and dissatisfaction. So, he said that opposite of
satisfaction is no satisfaction and of dissatisfaction is no dissatisfaction. Thus, the two factors
are
Hygiene factors- they are those which are necessary to motivate staff at workplace but
satisfaction is not for long term. If they are absent it leads to dissatisfaction. In this the factors
are pay, company policy, working environment, etc.
Motivational factors- they are those factors which encourage staff to increase their performance
so it is known as satisfiers. It is useful in performing job and provide long term satisfaction to
them. They are recognition, achievement, etc.
LO 3
P3 What makes effective team different from ineffective team
In a team there are diversified people working together to achieve a common goal. They
belong to different caste, creed, etc. there are different teams that are formed for performing
various tasks. However, it is necessary to form teams so that goals and objectives are
accomplished in efficient way. Also, teams are integral part of organisation as without them
goals are not achieved. Moreover, there are several criteria on basis of which teams are
categorised but the most common are effective and ineffective team. They both contribute in
their own way in achieving of goals.
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Meaning of team management – it refers to coordinating group of individual to perform a
specific task. It contain teamwork, communication, setting objectives, etc. the employees needs
to be managed in effective way.
Importance of team management - there is vital role of team management as it enables in
forming teams and coordinating among them.
Proper team building- it enabled in building proper team in which all members are having
similar skills and abilities to perform task.
Satisfaction of customers- effective team management leads to maintaining of services and
gaining customer satisfaction. The tasks are performed in efficient way and goals are achieved.
Motivation- the members within team motivate each other to do task in effective way. Also, by
regular motivating them goals are accomplished easily.
Feedback- by gathering their feedback it enables in creating a sense of value among them.
Members get satisfied and their performance is increased.
Tuckman theory- in this there are 5 stages which is defined to form a team. They are as
follows
Forming - here, team is formed in Ryanair where individual does not known what goal is, why
it is formed, etc. also, they do not know each other as well. There are many things unclear and
undefined in this stage. But they are just being together for achieving some common objective.
Storming- this is second stage where member begin to interact with each other. They are aware
about their roles and duties and what is common goal. Also, objectives are cleared to them.
Now, their main aim is to complete tasks. Resources are allocated to them as well. In Ryanair
goal is assigned on basis of team
Norming- the third stage where relation starts developing among team members. So, in this way
they perform task and finish goals. Alongside, if there occurs any issue then it is solved by
them individually. Hence, in Ryanair team member interact with each other.
Performing- in this members are assigned higher goals within Ryanair. This is done to boost
their morale. Thus, bond becomes stronger within team. The leader start analysing performance
of individual members (Katou, 2017)
Adjourning- it is last stage where team is broken as goal is attained. The staff find it hard to
settle in other team and work. The bond between them is broken down (Chinomona, 2016)
Consequence of ineffective team in Ryanair
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Ineffective completion of goal- if ineffective team is formed it leads to non completion of
goals. This is because members do not work together properly and finish their tasks.
Conflicts - there occurs various conflicts between team members. It is due to lack of
communication between them.
Compare effective team with ineffective team in Ryanair
Effective teams are those that are formed by following a specific procedure that is in
formal way and in a meeting. In that each member is assigned roles and responsibility on basis
of their skill and ability (Ali, Elanain. and Ajmal, 2016). Also, in this there is systematic that is
formal way of communication method formed on basis of which members communicate with
each other. Furthermore, decision taken are by involving leader and by following a particular
process. This enables in ensuring that all protocols are followed in it. Besides that, there are
certain standards and guidelines formed and adhered in it. So, all members have to work as per
those guidelines and procedures. Thus, on basis of that their performance is measured.
Alongside, there is division of labour implied in it so all members are aware about their roles and
duties, whom they have to report, when, etc. the effective team is formed where there are equally
skilled and experienced people. first of all their skills and ability is analysed and then they are
selected. Here, each member role contribute in equal way and also support each other in
completion of task.
But on other hand, ineffective team is formed in informal way and for short time period.
There is no criteria followed in it to form it. Besides that, roles are assigned in ineffective way
and there is no proper way of communication between team members. Usually, it occurs in
informal way. The decision is solely taken by members on basis of their interest and without
discussing with others. There is no criteria or process followed in taking decisions or working.
The members works as per their wish . apart from it, no division of labour is followed in it as
there is no systematic way of assigning roles. In ineffective team, there is no equal contribution
of them in attaining of goals.
In Ryanair there is always effective team working. The manager form team on basis of
skills and ability of staff. Also, there is a proper procedure which is followed in it. In addition,
the teams works in several department and perform varied tasks. Each member contribute
equally and work in effective way. They are responsible for following their roles and duties.
Besides that, a proper communication procedure is followed and info is shared within team. In
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this way effective team plays significant role in Ryanair. The team works in efficient way and it
leads to increasing productivity of entire firm.
LO 4
P4 Concepts and philosophy of organisation behaviour in Ryanair
The OB is based on certain concept and philosophy. In these role, culture, and other
elements are included in it (Sechudi. and Olivier, 2016). Each philosophy differ from one
another as it states something different. But with help of it culture is maintained. The use of
concept also differ on basis of company requirement. However, at last it reflect on behaviour
and culture. thus, it is mentioned as below :
Nature of individual- here, the nature of person varies from one another. It is based on his or her
attitude, perception, behaviour, etc. through that it is find out its conduct. So, nature can be
influenced by any different factors. in this the variables described are
Perception- it refers to thinking of individual that means the way in which they respond to
environment. The person needs to be diverse in nature and understand things in effective way.
Also, in association worker thinking is considered.
Individual difference – as name shows in context of OB it states that communication needs to be
equal with everyone. The manager must treat and respect worker and do not discriminate them
on basis of any factor like caste, color, etc. besides that, manager also ensure that employees
are not judged on basis such as age, gender, etc. which might impact on their performance in
negative way or influence their behaviour. Moreover, performance needs to be evaluated on
basis of work.
Motivation behaviour – it reflect behaviour of person towards work. In this many factors needs
to be considered which influence on behaviour like salary, policy, culture, etc. however,
motivation can be both positive and negative (Laurie. Mullins, 2016).
Positive – here, goal is to encourage staff by giving them advantages or rewards. It is done to
change their conduct with the goal that objective are achieved in less time and in proper way.
Negative – in this workers are compelled to change their behavior by warning them. It can
prompt effect in at the forefront of their thoughts in negative manner.
Nature of business- in this there are morals followed that states why employees must respect
firm, etc. therefore, it is necessary for firm to ensure that positive culture is maintained (Katou,
2017). It results in accomplishing goals in efficient way. Here, it is as follows
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Social system- this is overall internal structure of firm which describe how they deal with
stakeholders, policy and procedures followed which can be both formal and informal. So, formal
refers to working in teams with specified goals and informal refer to enjoy with friends.
Ethics- it shows the benchmarks set by company in order to attract large number of people to
work with them. They are morals identified with staff social convictions
Mutual interest – here it refers to thing that fulfilling needs of staff must be interest of firm. this
will help in creating a positive culture.
Therefore, it is concept of OB that is applied in Ryanair. Through that it becomes easy
for them to maintain positive culture. furthermore, it gives insight and framework that what
needs to be focused on and how values are to be implied. Also, on basis of it, policy is developed
which reflect staff behaviour towards firm. the company focus on social system to deal with
stakeholder.
Path goal theory
It is a theory based on leader style or behaviour which fits in employee and organisation
environment. The main purpose is to enhance employee motivation in order to increase
efficiency. Usually, there are 4 styles in it that are directive path, participative, supportive and
oriented. It assumes that leaders are flexible and that they can change their style, as situations
require. The theory proposes two contingency variables, such as environment and employee
characteristics.
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Therefore, in Ryanair as well this theory is applied by leader. It allows in encouraging
staff and improve their productivity. Moreover, this has led to bring change in way of working
by leader with staff.
M4 How OB influence behavior in negative and positive way
It is evaluated that culture highly influence on behaviour of individuals to a great extent. In
Ryanair there are certain ethics and values that is followed. So, in order to ensure that there is no
impact on behaviour each staff has to follow those ethics and maintain value. Along with it, in
company there is mutual interest which is adhered. Thus, when all these are maintained
properly then it influence in positive way (Abdullah. and Kamil, 2020). Also a positive culture is
built as well. Similarly, staff issues are solved in proper way. But on contrary, if no values are
maintained in it then there rises issues between staff. Besides it conflicts occurs in it that impact
on culture in negatively and it directly influence on their behaviour and in negative way.
Therefore, it is stated that nature of individual and organisation is related to each other.
CONCLUSION
From the above it had been concluded that Organisation behaviour it is related to assigning
of roles to employees as culture is mostly followed by companies that it is suitable for
Create a positive culture and enhances staff performance. Along with it, management also plays
vital role in it. They are responsible for developing a culture and deciding that what type is
suitable within it. It enables in building a positive culture together with mutual interest. It also
focused also Content theories also focuses on the requirement of the staff members.
Psychological requirements, Safety and HERBERG TWO FACTOR THEORY and Expectancy
model. It also focused on Tuckman theory, Forming, Storming, Norming, Performing,
Adjourning. Report also focused on furthermore, it gives insight and framework that what needs
to be focused on and how values are to be implied. Also, on basis of it, policy is developed
which reflect staff behaviour towards firm.
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REFERENCES
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mediator of the relationship between organisational justice and organisational performance in the
UAE. International Journal of Applied Management Science, 8(4), pp.290-312.
Chinomona, E., 2016. Organisational citizenship behaviour and employee perception of
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Friday, E.O., 2019. ORGANISATIONAL SOCIALIZATION AND EMPLOYEE
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Sharma, K. and Paru, M., 2017. Relationship Between Emotional Intelligence and
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