Organizational Behaviour: Culture, Politics, Power, Motivation, and Team Effectiveness

This report explores the impact of culture, politics, and power on individual and team behavior and performance in the context of Primark. It discusses the content and process theories of motivation and their effectiveness in achieving goals. It also highlights the characteristics of effective teams and the consequences of ineffective teams. The report provides insights into the concepts and philosophies of organizational behavior.

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P 1 Culture, politics and power influencing individual and team behaviour and performance
................................................................................................................................................3
P 2 Content and process theories of motivation and their effectiveness in achieving goals. .5
P 3 Effective team as opposed to ineffective team.................................................................8
P 4 Concepts and philosophies of organizational behaviour................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
The organizational behaviour is defined as the study of the behaviour of the employees
working in the company in order to evaluate their performance and the activities of the business.
This includes the study of the human behaviour within the organization and in accordance to the
culture prevalent within the company (Buchanan and Huczynski, 2019). For the present report
the company chosen is Primark. This is a British owned Irish company dealing as a fashion
retailer. The company was founded by Arthur Ryan in the year 1969 and is headquartered in
Dublin.
The present report will start by outlining the impact of culture, politics and power on the
individual and team behaviour within the company. Further it will discuss on the fact that how
content and process theories of motivation help the company in making effective
accomplishment of the goals of business. Next the different team development theory will be
discussed and how the effective team is different from ineffective team will be discussed. In the
end, the concept and different philosophies of organizational behaviour will be highlighted.
MAIN BODY
P 1 Culture, politics and power influencing individual and team behaviour and performance
Organization is a blend of different cultures and because of this it is very necessary for
the company to maintain all the different cultures within the company. This is majorly because of
the reason that people coming from different cultures require different things and for this the
company needs to take care of the culture. Also, if the company do not consider the culture then
the culture of the company will not be suitable for the employees and this will result in degrading
the performance of the employees. For analysing the culture of the company Primark uses
Handy’s culture model.
This is a model which help the organization in dividing the culture on different basis.
This basis is discussed in the following points connected below-
Power culture- this culture states that the major decision- making power is in the hands
of few people and this impacts the performance of the employees. This is majorly because of the
reason that the decision is taken by a few people and this demotivates the other person as they
are not involved in the decision-making process (Wilson, 2017).
Role culture- this is another culture which can be followed within Primark. Under this
culture every employee knows that what are their role and responsibility within the business and

what work they have to do. This includes proper chain of command where every employee
knows that from where they have to take decision and where they have to report.
Person culture- this is a type of culture under which the employees of Primark feels that
they are superior then the company (Barry and Wilkinson, 2016). Under this type of culture, the
employees are more individualistic and thinks about the achievement of the personal goals and
not focus on the goals of the company.
Task culture- this is the culture under which the main focus is on the formation of team
so that the goals and objectives of the business are easily accomplished as the work will take
place in the team work.
The culture followed by Primark is the combination of task and role culture. This is
mainly because of the reason that both these cultures will help Primark in accomplishing the
objectives of the business. This is majorly because of the reason that the role culture helps
company in identifying and distributing the role and responsibility in accordance with the
capability and speciality of the employee. And in task culture the more emphasis is laid on the
formation of team in achieving the objectives.
Power- the power is defined as the deciding power of anything. In context to business the
power is defined as the power to take the decisions for anything taking place within the
company. For managing the power within the company Primark takes help of the model of
power by French and Raven. Under this model the power is divided in five different basis which
are the positional power and the personal power. Further under the positional power there are
three different power. These powers are like reward power, coercive power and legitimate
power. On the flip side the personal power are the expert power and the referent power. The
positional power is the one which is gained because of the position with the organizational
structure. In contrast to this the personal power is the one which is experienced by the person
because of some special knowledge of some key feature.
Primark mainly focuses in the personal power. This is mainly because of the reason that
the personal power is achieved by a person because of their special knowledge and if some
employee gets this power then it also motivates other person to perform better (King and Lawley,
2016). This is mainly because of the reason that if they will perform better than their knowledge
will increase and this has a chance that they also get the power. Thus, this increases the

knowledge of the employees and as a result of this the overall efficiency of the business
increases.
Politics- the politics within the organization is defined as the unofficial or informal
meeting within the employee on the same level or among the higher authority and lower
authority dealing in context other that the aim of the business. The increase in politics within
Primark is not good for the company (Paul, Dutta and Saha, 2016). This is majorly because of
the reason that if the politics will be high then the focus of the employees will be in the politics
and not much in the working of the company. The increase in the organizational politics will
decrease the proficiency of the overall business. This is mainly because of the fact that higher
politics will attract the employee in going in the politics of company and this will distract the
minds of the employees from the work and because of this the quality of the employee’s work
will degrade. Hence, impacting the overall quality of the work of the company.
In contrast to this if the employees of Primark are less involved in politics then the major
focus of the employees will be on the efficiency and effectiveness of the working of the
company. This is majorly because of the reason that the less interest in politics of the employee
will help the employee in focusing much on the work of the company. The politics is not good
for the company as it decreases the efficiency of the employees which impacts the overall
working of the company. And as a result of this the overall profits of the company decreases.
Thus, for rectifying this Primark must aim at reducing the level of politics from the environment
and focusing much on increasing the efficiency of the employees and overall performance of the
company.
All the three that is power, politics and culture impacts the individual and team behaviour
along with the performance of the employees and the organization performance. This is mainly
because of the reasons that all these three factors majorly impact the performance of the
company as well as the employees as if the culture will be good then the employees will work in
effective manner and if there will be low politics and high power is in employees’ hand then this
will motivate the employees to work much better (Bratton, 2015).
P 2 Content and process theories of motivation and their effectiveness in achieving goals
Motivation is very necessary for the person to work. This is majorly because of the fact
that if the employees will be motivated for doing any work then this will be helpful for the
company as the better work of the employee will help the business to achieve their overall

objectives. For this Primark is using the content and process theory of motivation. In content
theory Maslow need hierarchy theory is used and in process theory the Vroom Expectancy
theory is applied.
Content theory- Content theory of the motivation prescribes needs and the values that
need to be fulfilled in respect to a particular job for the purpose of having a positive level of job
satisfaction. There are various theories which describes content theory includes Maslow's
hierarchy needs, Management theory X and Y, ERG theory etc.
Maslow’s theory- Maslow's Hierarchy theory is a type of the content theory which argues
that satisfaction in job implies the need of an individual within the job environment on the basis
of five-tier model of the human needs that are been arranges in an ascending order as of their
importance (Lee and Hanna, 2015). It includes physiological, esteem, safety, self-actualization
and belonging needs.
Physiological needs- It refers to the basic needs which an individual seeks to survive. For
example- Food, clothing, shelter, drink, sleep etc. It such needs are not been satisfied, body of an
individual could not function optimally. Maslow had considered the physiological needs as very
important as all other requirements are tended to be secondary for the human and the survival
mainly depends on these needs.
Safety needs- It relates to the protection from the components, law, security, stability,
order and freedom from the fear.
Social needs- After the fulfilment of the safety and the physiological needs, the other
major needs reflect belongingness needs (Fallatah and Syed, 2018). It is need that indicates an
interpersonal relationship which helps in developing motivation in behaviour of an individual.
For instance- trust, acceptance, friendship, love, affection etc.
Esteem needs- Maslow also determined that need for the reputation and the respect is
counted as significant which is been categorised into two classifications that includes respect for
oneself and for others.
Self-actualization- It is about developing and realizing the potential which relates to
becoming as everything that an individual desire to become.
Thus, application and use of the Maslow's theory helps in developing an enterprise which
meets the needs of an employee at the time of encouraging an increased performance level (Soni
and Soni, 2016). This theory offers the basis for the development of an entity with high

motivation among the employees that in turn helps in achieving the goal of Primark effectively
and in efficient manner. Application of the Maslow's theory ensures that the structure of a
organization encourages an employees in reaching to best of their potential. In order to attain the
objective as per the set strategies, a Primark supports for fulfilling high level needs of their
workers at the workplace (Coccia, 2018).
It assists in designing the company in allowing for the social interactions which forms the
base in terms of belongingness, accomplishments of self-esteem and in facilitating opportunities
for the employees in meeting their wants and making them reach to their potential. The theory
helps managers of the Primark in making an employee more and more focused towards
attainment of common goal and in keeping them motivated by fulfilling all their needs.
Process theory
Vroom expectancy of motivation- this is the theory proposed by Victor. H. Vroom who
proposed that people are motivated to perform work in order to achieve some goals. This theory
is based on three different assumption which are like instrumentality, expectancy and valence.
Expectancy- this is defined as the fact that if the person increases the efforts of doing
anything then automatically the performance will increase. But this is affected by the
requirement of right skill, right resources and right support from the organization (Singh, 2015).
Instrumentality- this is defined as the fact that if the employee performs better than the
outcomes of the company will be achieved. But for this it is very essential that employees have
the clear understanding of the relation between the performance and the outcome that if
performance will be high then the outcome will be perfectly achieved and vice versa.
Valence- this is the last assumption of Vroom expectancy theory which states that
valence is the perceived value which the employees put on the outcome that is positive or
negative.
This theory is applied in Primark because this theory can be applied in any situation and
is helpful for the management if the company. This is because of the reason that this motivates
the employees to perform much better.
In the end it can be stated that both the Maslow and Vroom expectancy theory will help
Primark in motivating the employees of the company. This is because of the reason that this will
help the company in motivating the employee in many forms like satisfaction of their needs and

their expectation from the company are met and this motivates the company to perform more
better. Thus, the motivational theories help the company in motivating the employees.
P 3 Effective team as opposed to ineffective team
The building of team is very essential for the company. This is mainly because of the
reason that the company can be successful only if the work in the company is done by the
effective team. This is mainly because of the reason that the team involves different types of
people who are expert in different fields and this helps the team in performing the task in the
effective and efficient manner. Thus, the formation of team for Primark is very necessary and
that to an effective team and not the ineffective team. This is illustrated in the following points-
Effective team Ineffective team
The effective team is the one in which the
work is done in proper and coordinated way so
that the goal of the team is achieved.
The ineffective team is the one in which the
work is not clearly discussed and the goals and
objectives of the teams are not achieved on
time.
Here the roles and responsibility are clearly
defined and because of this the work is
properly done and the goals are achieved.
In contrast to these in ineffective team there is
no clear role and responsibility and not even
the goals are accomplished (Bracher and May,
2019).
The work of the effective team is always in the
coordinated manner and all the team members
are good and polite to the other team members.
This thing is not in the ineffective team
because here no work is done in coordinated
manner and also, there are clashes between the
different people due to their authority and
power.
Therefore, it is very necessary for Primark to make the effective team so that the goals of
the business are achieved. For this Primark takes help of two model on for team development
and other for defining team roles. These tools are discussed in the following points-
Tuckman team development theory- this is a theory which is applied by Primark in order
to develop an effective team for the accomplishment of the objectives of the business. The
different stages through which the team of Primark is developed are as follows-
Element Description

Forming This is the stage in which the employees of
Primark are brought together to form a team.
This is a stage wherein the employees are
assembled together and are given time to the
employees so that they can get acquainted with
one another. This is very necessary because of
the reason that the employees do not know
each other and this can result in loss of work.
Thus, at this stage of team forming the
members are given time to know each other.
Storming The next stage is of storing and is a critical
stage to pass. This is due to the fact that it is a
time where the employee brainstorm that what
work they have to do in a team. This can be a
tough situation as people will sit and discuss
and there may be chances of conflicts of
thoughts and perception.
Norming This is the next stage where in the different
rules and regulations are defined so that the
there are not many conflicts and if there are any
conflicts then there are pre- determined ways of
solving those conflicts. This stage ensures that
there is harmony and sync between the team
members so that their work is managed and in
direction of achievement of the objectives.
Performing This is the last stage of the team development
theory under which the team actually performs
the task. This is the stage where the team is
fully established and every team member
knows that what they have to do and at what

time. And because of this the goals and
objectives of the team are completed in time or
even before time.
Belbin team roles- this is a model in which the different roles are defined which can be
performed within a team. The different types of roles which can be played within the team of
Primark are as follows-
Element Description
Shaper in the team of Primark this is the major role
because this is a dynamic role and the shapers
are the one who maintains a positive mental
attitude and works in finding the better way of
overcoming the challenges faced by team.
Implementer this is the member of team of Primark who are
responsible for getting the work done in actual.
These are practical and efficient in their
working and convert the idea of team into a
practical reality.
Completer this is the major role within the Primark team
this is majorly because of the reason that these
types of person mainly focuses on the
completion of the work and that to with
effectiveness and efficiency.
Coordinator this is also a major role in the team of Primark.
This is because of the reason that when work is
done in team the most important thing required
is the coordination. Thus, the coordinator plays
the role of ensuring coordination among all the
team members.
Team worker this is also an essential role played within the
team of Primark. This is due to the fact of these

are the person that make sure that the team is
united and going in the same direction that is
the direction of goals achievement.
Resource investigator this is also important role within the team of
Primark because these are the person who have
the ability of negotiating and networking skills
and this helps the team in arranging for the
resources required to accomplish the aims of
the business.
Monitor evaluator this is also an important role within the teams
of Primark. The underlying reason behind this
is that just doing the work is not enough it is
necessary to monitor and evaluate the work so
that the team members know that whether they
are going in the right direction or not
(Brunning, 2018).
Specialist this is yet another role which is performed in
the team of Primark. Under this role a person
has some special knowledge and expert power.
The contribution of the specialist is that they
provide with some of the special knowledge
and aid in the team so that the team can grow
and develop.
Plants this are the innovative members of the Primark
team who come up with original ideas and try
to solve the problems faced by the team.
Thus, in Primark the major roles followed of Belbin team role are the coordinator,
monitor, resource investigator and the implementer. This is majorly because of the fact that these
are the most important role for the success of the business.

P 4 Concepts and philosophies of organizational behaviour
The organizational behaviour is defined as the analysing the behaviour of the people
working within the company in accordance with the culture of the company. This study is very
necessary because of the reason that this helps the company in analysing the requirements of the
people of the company and for this Primark applies the concept of organizational behaviour into
practice. This includes two concept that is nature of people and nature of organization (Arnulf,
Larsen and Martinsen, 2018).
Nature of people- Nature of people is the basic quality which a person posse and which
makes them unique and different from others. These characteristics are like individual different,
perception, motivated behaviour, value for person and many other different characteristics.
Nature of organization- Another concept is the nature of organization. This states the
motive of the firm that is for which the organization is established. This includes the factors like
social system, ethics, mutual interest and many other factors (Organizational behaviour-
concepts, 2019).
Philosophies of organizational behaviour
There are many different types of philosophies which helps Primark in maintaining the
behaviour of the company and the behaviour of the employees. For this Primark uses many
different types of philosophies which are discussed in the following points-
Path goal theory- the path goal theory is the one which helps the company in defining the
path which leads to the way of achievement of the objectives and goals of the business. And this
theory highlights the fact that which theory of leadership will be useful in the way of achieving
the group goal. This is majorly because of the reason that there are many different ways of
achieving the goals of the business and the leader here defines the path through which the goal
will be achieved. This theory is based on the Vroom expectancy theory. This is because of the
reason that in the path goal theory the employee behaves in a certain way which is expected from
them to work in order to achieve the organizational objective. This path goal theory is the
process through which the leaders of Primark selects the particular behaviour which is best
suitable for the employee in accordance with the needs of the environment.
Critical analysis

In accordance with Saintilan and Schreiber, (2017) this path goal theory is helpful for the
company because this is an achievement-oriented leadership. This is because of the reason that
this path goal theory helps the person in achieving the goal with clearly defined path.
But Hanaysha, (2016) argues that if the leader is not much efficient than they will not
abler to decide that which path to select. This will slower down the way of achievement of the
goals of the business.
Contingency leadership theory- this is a theory of leadership which states that there is no
fix style of leadership which can be applied in all the situation by the leader. This is majorly
because of the reason that every situation is different and the leader has to deal with the situation.
But the same leadership theories cannot be applied in the different situation. Thus, it is the top
most priority of the leader of Primark that they have to make sure that every company is different
and the situation in the country is also different and for this they have to use some different type
of leadership styles and these all are dependent on the different situation.
Critical analysis
In the views of Chandalia and Desai, (2019) the contingency theory of leadership helps
the leader in dealing with the complex situation this is because of the reason that contingency
leadership style helps the leader in analysing the leadership style in accordance with the current
situation.
But in contrast to this Bunea, (2019) argues that this is a very complex situation because
the leader cannot predict in advance that in future which condition will occur and which
leadership style will be used in advance.
CONCLUSION
From the above study it is concluded that understanding organizational behaviour is very
necessary for the leader within the company. This is because of the reason that this study will
help the person in analysing the culture going on within the company and whether it is in
direction of achievement of goals of business or not. The present study started with describing
culture through Handy model, power with help of French and Raven model and the workplace
politics and its impact over the organizational performance.
Next the content theory of Maslow and the process theory of Vroom expectancy theory is
applied over the motivation of the employees in the company. Next the team development with

help of Tuckman team development was applied and also the different role of Belbin team role
was done. In the end the path goal theory and contingency theory was applied in the company.

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Organizational behaviour- concepts. 2019. [Online]. Available through: <[]