Ways Organization's Culture, Power, and Politics Influence Individual and Team Behavior

This report discusses the ways in which an organization's culture, power, and politics influence individual and team behavior and performance. It explores different types of organizational culture and the impact they have on employees. The report also examines the concept of organizational behavior and how it is used by A David and Co Limited to achieve their goals. Additionally, it discusses motivational techniques and factors that make a team effective or ineffective.

Organization
Behaviour

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Ways by which organization’s culture, power, politics influence individual and team
behaviour and performance.........................................................................................................1
TASK 2............................................................................................................................................3
P2 Ways how to motivate individuals and teams to achieve goals.............................................3
TASK 3............................................................................................................................................5
P3 What makes an effective team as opposed to an ineffective team.........................................5
TASK 4............................................................................................................................................7
P4 Concept of organizational behaviour.................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organizational behaviour is about how individuals act in an association. It is a human
apparatus for human advantage. It applies comprehensively to conduct of individuals in a wide
range of association. The concept of organizational behaviour consists of two components such
as, nature of the individual and nature of an organization (Colquitt and et. al., 2011). This report
is about A David and Co Limited which is a UK based company. This organization is famous for
its food wholesaler of fruits and vegetable supplier. Company offers full range of fresh fruits,
vegetables, ready prepared products, bakery items, etc. to its consumers. The organizational
culture of company also motivates employees to perform their tasks with of reaching goals. In
this report, it is also discussed about how organization culture, politics or power influence
performance of individual and team behaviour in organization. Along with this, some
philosophies and concepts of organizational behaviour are also used by company to achieve their
set-goals and objectives.
TASK 1
P1 Ways by which organization’s culture, power, politics influence individual and team
behaviour and performance.
In business, power and politics are enormous extent to decide the development of
business and constant achievement of the organization. Power and politics are related with
administration and initiative of the association. Power and politics are two principle components
which use in the organization these are can be either reason for downfall or achievement of the
organization. The authoritative administration and initiative practices thoroughly rely upon the
power and legislative issues. Organisational management and governmental issues includes
assets, cash, individuals, time and expert. Power is built up by social duties, conduct,
organisational culture, and conduct or management groups. Also, legislative issues is concerned
with culture into the association, individual structure, and administrative positions. These three
components’ organization’s culture, power and politics also influence team behaviour and
performance of individual in A David and Co Limited (Pinder, 2014).
Organisation’s culture
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The organization culture impacts performance of team which depends upon “decision
making” and “reward structure”. There are four types of organization culture which impact on
individual, team behaviour and performances in A David and Co Limited which are as follows:
 Creative company culture: This culture is about self-articulation. This means that
leaders of enable their employees to use their inventiveness, and encourage them to bring
new ideas. This hierarchical structure is adjusted around self-sorting out groups and
cooperative task gatherings. In context of A David and Co Limited, this type of
"Innovative culture “makes workers of company feel confidence and loyal towards the
organization which helps them to achieve their goals and perform well.
 Collaborative company culture: This sort of hierarchical culture depends vigorously on
collaboration, harmony and basic leadership dependent on a common perspective of
wanted outcomes. In case of A David and Co Limited their main attention is on
employees benefit and fulfilment of their demand as to achieve their objective.
 Competitive company culture: This culture is all about success and to met goals with
company. In this, company A David and Co Limited depends upon professional
employees which are required to accomplish objectives of company effectively.
 Controlled company culture: It requires order and arrangement dependent on clear
information driven objectives and targets. Frequently it is focused on fund or assembling,
In context of A David and Co Limited, organization depend enthusiastically on yearly
marketable strategies and key execution estimations. This is also beneficial for company
to achieve goals (Wagner and Hollenbeck, 2014).
Power
Power is the capacity to motivate others to change their conduct regardless of whether
they don't wish to do as such. It is concept in which employees work under powers such as
manager and leader which inspire and guide their to complete their work in allotted time frame.
This also influence individual, team behaviour and performance of workers of A David and Co
Limited to accomplish goals. In this some bases power are as follows:
 Reward power: This power is basically the intensity of a manager of company to give
some kind of remuneration or incentives to a worker to influence them to act of perform
their tasks well to achieve their goals. These powers also hold by the administrator of A
David and Co Limited to improvement in performance of workers and achieve goals.
 Coercive power: Coercive power is the capacity of a manager of A David and Co
Limited to compel a worker to pursue a request by undermining the employee with
discipline if the worker does not follow the request. The most critical idea to comprehend
about coercive power is that it utilizes the use of power (Robbins and Judge, 2014).
 Legitimate power: It is a formal power which means resources such as, knowledge,
technical skills, etc. This power comes from coercive power and hold by manager of
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company. The mangers of A David and Co Limited also obey command due to their
position they hold in company. This will help them to accomplish goals.
 Referent power: In this, the employees of company wishes to hold higher position in
company like managers. This power can also affect negatively or positively. For
example, the managers of company can give any order to anyone in company and use this
poer in order to protect themselves. This can also be positive as managers of A David and
Co Limited are capable to hold these powers to motivate their employees to perform well
and to accomplish tasks.
 Expert power: This power refers to power of knowledge and skills. This power hold by
the expert of A David and Co Limited to resolve any issue which arise in company and
can perform their tasks easily to accomplish goals.
Politics
Organizational politics refers to act of employees, teams and departments of company
develop and use power in order to achieve their goals. Workers of company are sometimes
concerned with the politics which negatively and positively influence employees and teams in
their performance. The power of politics also impact the environment of A David and Co
Limited which is in result in reduction of employees or achievement of goals of organization (Li,
Liang and Crant, 2010).
TASK 2
P2 Ways how to motivate individuals and teams to achieve goals
Motivation is a term to inspire or impulse employees of organization to perform well with
aim of achievement of their goals. It is an important aspect for every company to met enterprise
with its goals. In A David and Co Limited, the HR managers also motivate staff workers by
giving them rewards and promotions to motivate them towards their goals. In this perspective,
motivational theories are helpful for employees to influence their behaviours at workplace. The
mangers’ of A David and Co Limited implement these theories to motivate employees to work
harder and achieve their goals. In this, company uses process and content theories to motivate
employees to achieve their goals in time frame (Ashkanasy and Humphrey, 2011).
Content theory
Maslow’s theory
This theory of Maslow’s hierarchy of needs is helpful for company to motivate
employees towards their goals and objectives. Maslow's hypothesis keeps up that a worker does
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not feel a higher need until the point that the requirements of the current dimension have been
fulfilled. Some needs of employees which are required to fulfil by company are as follows:
 Psychological needs: This involves the need for accommodation, food and clothing.
These are the basic requirements of an individual which should be fulfilled by company
to make them stay for longer period of time. In A David and Co Limited also focus on
these needs of employees so that can they can also show efforts to accomplish goals.
 Safety needs: It is also an important need of employee in company. Organization should
also focus to provide a working atmosphere which is safe from all aspects (Umphress,
Bingham and Mitchell, 2010). They should also provide freedom to its employees from
all threats.
 Social needs: These needs of employees are also important for company to fulfil in time.
Social needs involve anxiety, depression, etc. Fulfilment of these needs help employees
to reduce emotional concerns and achieve their goals and objectives in time.
 Esteem needs: These needs involve status and reputation of employees to feel valued
and appreciated. The manager of company should trust employees and assign them
important projects helps them to feel values and motivated towards their objectives.
 Self actualization needs: These needs are plays an important role in motivating
employees towards their goals. In this, the manger of A David and Co Limited offer
challenging and meaningful projects to employees. This enables them in creativity and
progress of employees for longer period of time.
Process theory
 Expectancy theory: This is an important theory which motivates employees in their
work and performances. This theory involves, that if employees put their efforts in
completion of their tasks ten they will definitely. This concept or theory is also helpful
for company managers to achieve their desired outcomes. This is also used by manager of
A David and Co Limited and is beneficial to reach to their targets (Bolino and et. al.,
2013).
 Equity theory: In this theory, the staff workers continually survey their dimension of
exertion and the reward they get for their exertion. This is also helpful for the employees
of A David and Co limited which motivates them at all levels to achieve their goals.
 The porter-Lawler model: This theory also helps company to motivate its employees to
give their best at work place to achieve company goals easily. This model or theory is
based on expectancy theory. This is also called complete model of workplace motivation.
It includes efforts of employees, satisfaction, performance accomplishment etc.
Motivational techniques
There are also some motivational techniques used by the manager of A David and Co
Limited to encourage employees towards their performance at their work place.
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 Antiprocrastination Sheet: This technique helps the manager of company in
improving all negative assumptions. To make use of this techniques firstly
employees of company needs to list the tasks which they have to perform. After
that, they have to note or write down all the difficulties which they are facing for
their satisfaction.
 Can’t lose system: This procedure is an approach which is helpful for employees
to battle dread of disappointment. It works by posting feelings of dread,
uncovering twisted way of thinking, and recognizing approaches to adapt. To
utilize it first, they have to list most pessimistic scenario fears. Next, legitimize
their rundown. At last, distinguish adapting techniques and fallback designs. In
this way, their fear will reduce and will motivate towards their goals.
TASK 3
P3 What makes an effective team as opposed to an ineffective team
In every organization teams or groups of employees plays an essential role in achieving
organizational goals and objectives. There are different types of teams such as, project teams,
quality teams, etc. which have their own roles and tasks to perform. In context of A David and
Co Limited, the manager of company also made different teams according to work performance
of employees which helps company to reach its ambitions effectively and easily (Carpenter,
Berry and Houston, 2014). In this regard, there are some factors which are responsible in making
effective teams are evaluated under the following statement:
 Trust: It is an important factor for making an effective team in organization. Trust is vital
for learning exchange. It is important for managers of company to have trust on
employees or also crucial for workers to have faith in one another. This helps them to
perform their tasks together and effectively. If employees do not trust each other and will
not help each other then it will effect on company. As this will lead to bring conflicts and
working of organization will not go smoothly. This factor is also considered by manager
of A David and Co Limited to make effective and trustworthy teams to achieve
organizational goals easily and in allotted time frame.
 A strong commitment: It is also an important factor for company to achieve its goals
and objectives in allotted time frame. It is crucial for managers of company to let
employees make strong commitments about their work which they have to submit in
time. There should also be clarity about the details of tasks which are assigned. This is
also helpful for manager of A David and Co Limited to make effective teams to achieve
their organizational goals in time (Locke, 2011).
 Accountability: It is also called responsibility which is given to individual regarding to
their tasks. The factor of accountability also plays an important role in achievement of
effective team in an organization. It is a major factor which individuals should look after.
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In context of A David and Co Limited, the managers give responsibility to employees
which they supposed to do to be a member of team. This is also helpful for organization
in making effective teams to reach to goals.
 Clear sense of purpose: This is also another factor to make a successful team in
organization. The purpose of task is important for employee to be clear to complete it
without any issues. This is also beneficial for managers of A David and Co Limited to
make effective teams in enterprise.
There are number of factors which proves that a team is effective or ineffective which is
discussed as follows-
Effective team Ineffective team
 Proper coordination between team
members shows the effectiveness.
 Completion of assigned job or activities
in a defined time frame by satisfying
the customers’ needs or wants.
 Every member understands their roles
and responsibilities towards their team
as well as organization.
 Absence of conflicting situation in
between teammates.
 Lack of coordination between group
members.
 High range of conflicts between mates.
 Failed in understanding their assigned
job and not able to accomplished it
without understanding it.
 Makes the things more complex as it is.
Apart from this, there are various theories are also identified which helps in making team
more effective such as; Tuckman, Belbin and so on. However, Tuckman approach is most useful
and appropriate theory which helps in making more effective team. However, this approach was
coined in around 1965 by Bruce Tuckman who belives that various stages is necessary for
developing any specific team (Podsakoff and House, 2013). Therefore, proper description and
various stages which is set by Tuckman Model for making the group more effective is discussed
as follows-
 Forming- In the first stage, group members come closer for learning about the
opportunities and challenges which is present while attaining group objectives.
 Storming- Secondly, in this phase team members started developing the group by
acquiring trust of each other. It means, beginning of assigned job creates that various
opinions of distinct members comes out which are different from each other. As a result,
there might be chances of conflicting situation because each member varies in context
with opinions.
 Norming- After second phase, now each member takes their responsibility and having an
ambition for accomplishing it in order to attain set goals of their whole team.
 Performing- At last, group members and all the person comes together in order to
perform the work which is assigned to them for attaining their set target or goals in a
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defined time frame. Although, supervisors of team are also taking part in this process
(Colquitt and et. al., 2010).
Therefore, it has been understood that team member can develop their group by following
each and every task in proper manner. Along with this, Tuckam model and this approach aids
members by assisting them towards corrective path.
TASK 4
P4 Concept of organizational behaviour
Organization behaviour is an approach which helps in studying the behaviour of human
beings such as; the way an individual is going to interact with other person, how they react, in
what manner person can perform and so many other things are there which is done by human
being in their professional life. Thus, all these things comes under organizational behaviour
which means behaviour of any member who is a part of corporate world is mainly consider as
organizational behaviour. Along with this, nature of an enterprise, culture and politics is a major
part which shows the behaviour of an association. In fact, this will helps higher authority of
company while making organizational policies which is going to applied on every staff members.
Hence, it has been understood culture of a company is fully based on the action and reaction of
persons which are performing their job at workplace. Consequently, managers of association
needs to make sure that organizational behaviour must be assessed on at least monthly basis for
controlling the possibilities of conflicts that might incurred at workplace (Andersson, Jackson
and Russell, 2013).
Path Goal theory- This approach was established by Robert House in almost 1971 and
further revised in nearly 1966. Basically, this theory states that behaviour of leaders is contingent
to the satisfaction, motivation and performance of all of their subordinates. However, revised
version of this theory argues that leaders are engaged in behaviours which complement
subordinates capabilities and compensate for deficiencies. Hence, as per the viewpoint of Robert
House and John Antonakis, task oriented factors of path goal model is going to classified as a
form of instrumental leadership (Bowler, Halbesleben and Paul, 2010).
CONCLUSION
From the above report, it has been summarized that organization behaviour is supporting
an organization in understanding the behaviour of their staff members which direct the
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association while designing policies. In fact, number of factors and theories are identified which
plays a major role in motivating their staff members towards certain goals or objectives in order
to attain them in prescribed time. However, it also proven that person can easily get affected by
changes which might occurred at workplace such as; whether its culture, its politics, power and
so on. Apart from this, one thing is also analysed in the report that Tuckman approach is very
appropriate model which direct a team to become an effective one.
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REFERENCES
Books and Journals
Colquitt, J and et. al., 2011. Organizational behavior: Improving performance and commitment
in the workplace. McGraw-Hill Irwin.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive
advantage. Routledge.
Robbins, S.P. and Judge, T., 2014. Essentials of organizational behavior. Pearson,.
Li, N., Liang, J. and Crant, J.M., 2010. The role of proactive personality in job satisfaction and
organizational citizenship behavior: A relational perspective. Journal of applied
psychology, 95(2), p.395.
Ashkanasy, N.M. and Humphrey, R.H., 2011. Current emotion research in organizational
behavior. Emotion Review, 3(2), pp.214-224.
Umphress, E.E., Bingham, J.B. and Mitchell, M.S., 2010. Unethical behavior in the name of the
company: The moderating effect of organizational identification and positive reciprocity
beliefs on unethical pro-organizational behavior. Journal of applied psychology, 95(4),
p.769.
Bolino, M.C and et. al., 2013. Exploring the dark side of organizational citizenship
behavior. Journal of Organizational Behavior, 34(4), pp.542-559.
Carpenter, N.C., Berry, C.M. and Houston, L., 2014. A meta‐analytic comparison of self‐
reported and other‐reported organizational citizenship behavior. Journal of
Organizational Behavior, 35(4), pp.547-574.
Locke, E. ed., 2011. Handbook of principles of organizational behavior: Indispensable
knowledge for evidence-based management. John Wiley & Sons.
Podsakoff, P.M. and House, R.J., 2013. Leadership effectiveness: Past perspectives and future
directions for research. In Organizational behavior (pp. 55-92). Routledge.
Colquitt, J and et. al., 2010. Organizational behavior: Essentials for improving performance and
commitment. New York, NY: Mcgraw-Hill Irwin.
Andersson, L., Jackson, S.E. and Russell, S.V., 2013. Greening organizational behavior: An
introduction to the special issue. Journal of Organizational Behavior, 34(2), pp.151-155.
Bowler, W.M., Halbesleben, J.R. and Paul, J.R., 2010. If you're close with the leader, you must
be a brownnose: The role of leader–member relationships in follower, leader, and
coworker attributions of organizational citizenship behavior motives. Human Resource
Management Review, 20(4), pp.309-316.
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