Impact of Organisation Power, Politics, and Culture on Individual and Team Performance

This report discusses the impact of organisation power, politics, and culture on individual and team performance. It explores the influence of culture, power, and politics on behaviour and motivation. It also evaluates the factors that differentiate effective teams from ineffective teams.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Effect of organisation power, politics & culture on individual as well s team performance.
.....................................................................................................................................................3
M1 Analyse the culture, politics and power which influence individual as well as team
behaviour ..............................................................................................................................5
TASK 2............................................................................................................................................5
P2 Influence individuals and teams to achieve the goals in an organisation..............................5
M2 determines the behavioural motivation theory based on the others......................................8
D1 Assess the relationship between culture,politics,power and motivation that helps
organisation as well as team members.......................................................................................8
TASK 3............................................................................................................................................8
P3 Evaluating what makes different an effective team from ineffective team...........................8
M3 Analyse team and group development theories..................................................................11
TASK 4..........................................................................................................................................11
P4 Use philosophies and concepts of organisational behaviour with firm situation.................11
M4 Briefly determine how philosophies and concepts of OB affect behaviour.......................12
D2 Evaluate team development theories in context to OB including concepts and philosophies
which affects behaviour in work place: ...................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES .............................................................................................................................14

INTRODUCTION
Organisation behaviour is the process of studying the human behaviour as well as attitude
within an individual. It is understanding the characteristic of employees to motivate them
according to their level of performance. In addition to this, it develops the faith and healthy
relationship among the employees in order to increase the productivity of an organisation. In this
report Unilever company is specified which deals in consumer goods and owns over 400 brands.
This report involves the impact of organisation on the basis of power, politics and culture along
with theories of motivation so that it could achieve goals and objectives of a company
(Borkowski, 2016). Motivation is defined as desire and experience which designs to willing to do
work and also achieved the tasks. Furthermore, it includes the differences among effective and
ineffective team as well as philosophies of organisation behaviour. The description of various
factors is classified as follows:
TASK 1
P1. Effect of organisation power, politics & culture on individual as well s team performance.
It is defined as the study of behaviour which could effects on the attitude and behaviour
of a particular employees in order to gain the efficiency and productivity of an organisation
behaviour. In context to Unilever, it is the one of the largest businesses in the world which deals
in the consumer goods. This company has the further existence in politics, culture and power
which is described as follows:
Culture: the culture of an organisation behaviour includes beliefs, values and traditions
of employees which could directly impact on the behaviour and their level of presentation(Chen,
Chen and Sheldon 2016). There are types of culture which is represented as under:
Person culture: The culture is refers to the employees as well as team members is very
essential for every organisation. In addition to this, the culture of an organisation behaviour
would affect the efficiency of employees that could achieve their targeted goals.
Role culture: The employees are allotted to their performed duties and responsibilities.
Furthermore, an organisation has all the powers on the actions which are performed whether the
role culture is being accompanied. This lead to reduction in the disputes within the working
environment.

With reference to Unilever it follows role culture of every employee which is based on
their skills and abilities in order to fulfil the goals and objectives of employees.
Power: It is defined as the capabilities of a particular personnel which encourages the
presence of team members in the working environment. In context to Unilever, decisions which
are undertaken based on the power of all members has kept on top hierarchy of a company.
Various types of power which is described as follows:
Reward power: this emphasis on the rewards and benefits of a particular individual on
the basis of their performance in an organisation. Further, this could helps the employees and
staff members to aid their self confidence in workforce in order to gain their productivity and
effectiveness of the employees(McShane and Glinow 2017).
Coercive power: This power brought downward the self confidence(team spirit) of
individuals that lead to demoralise the productivity and effectiveness within the organisation.
With reference to Unilever, this company could follow the reward power in order to
provide the benefits and rewards for the employees. This company gives the pecuniary rewards
that lead to motivation towards the personnel that could attain the goals and mission of a
company.
Politics: It is refers to the actions which took part in the interconnections between the
employees within the working environment. The various types of politics that are discussed as
follows:
Positive politics: it is defined as the team members which could increase the endeavour
in order to attain the desirable outcomes. This determines the good behaviour within their team
spirit.
Negative politics: it refers to negative politics which develops the negative situations
within the workplace. Further, it lead to reduction by framing their positive relations with the
individuals in order to carry faith between all the personnels.
In context to Unilever, this company offers the positive politics for transferring the
outcomes so that they work properly in their given tasks(Vibert 2017)
Hofstede's Cultural Dimension Theory: This theory is developed by Green Hofstede
which could displays on the culture and beliefs of a personnel behaviour. It is described as
knowing the several cultures in an organisation. It further involves various cultural concepts
which is discussed as under:

 Individualism vs collectivism: It is described as the individuals and groups which
includes the relationship between them in a society. In addition to this, Unilever in UK is
leading the individualism.
 Power distance: it refers to the power of the members of society which lead to the
acceptation of equivalence. Unilever provides equivalence among the firm according to
its judicial necessitate.
 Uncertainty avoidance: this indicates the level of expression and uncertainty which is
supported in an organisation. It includes the uncertainties, unpredicted and unannounced
outcomes. In context to Unilever UK country forms several provender for providing the
needs in certain situations which lead to avoid the loads in a company.
 Femininity vs masculinity: it is defined as equality, attitude and behaviour in the
society. Unilever also provides the definite jobs for males.
 Short term orientation vs long term orientation: it refers to rules and regulations on
old custom. Unilever could adapted new technologies through online businesses in order
to sustain in the market for a long term(Castille, Buckner and Thoroughgood 2018)
 Indulgence vs restraint: this is defined as the degree of informality. Unilever could
influence their employees by transferring their ideas to new innovations.
M1 Analyse the culture, politics and power which influence individual as well as team behaviour
After analysing the culture,politics and power of an organisation which evaluate the
impact on the performance of a particular individual. It influences the employees attitude and
behaviour within the working environment. It also provides the job opportunities which results in
the positive workplace in order to increase the productivity and profitability of a company. In
context to Unilever, this company provides employees rewards and benefits for motivating them
to work positive. Various rules and responsibilities are assigned to personnel in the culture of a
society. They have the high authority power for the employees towards their work( Devece,
Palacios-Marqués and Alguacil 2016).
TASK 2
P2 Influence individuals and teams to achieve the goals in an organisation
Motivation is described as needs and behaviour of psychological that motivates the
employees in order to raise the level of performance. It is further assess to motivate, needs ,wants

that provides to personnel to attain the goals and objectives of an organisation. Motivation helps
in prevent the penalty(Wilson 2017).
Motivational theories
It refers to procedure which indicates the employees motivation that could accomplish the
goals and objectives. It is of two types in context to Unilever:-
Content theory: It is recognise to influence the motivation of an individual. Unilever
authorization adopt the Maslow's hierarchy theory of content theory which could motivate the
employees.
Maslow's hierarchy: This theory indicates the basic and daily routine needs of
employees in order to achieve the goals and objectives of an organisation. It involves basic,
security, belong,esteem and self actualisation needs.
Physiological need: Unilever, the staff members focus on the basic needs like air,
water,food, shelter for spirit of employees in order to gain the profitability of an organisation.
Security need: In Unilever, this could focus on safety and security of job for prompt of
employees to increase the effectiveness of an organisation.
Belongingness need: In context to Unilever, the managing director could focus on love,
friendship and belongingness in such a way to maintain good relation among the employees
which achieve the goals and objectives of a company.
Esteem need: with reference to Unilever, this would accent on self respect and freedom
to take decisions which cause the assurance of employees.
Self-actualisation need: Unilever, employees get motivated itself for innovation and
ideas of a company which lead to increase productivity of an employee.
Unilever provides the needs for motivating the employees which lead to achieve the
predefined goals and objectives of a company(Carnevale 2018).
Process theory: This theory identifies the elements which provides the differences in
developing the organisation. It examine the responsibility and needs of personnel that lead to
affect on their behaviour. In context to Uniliver, the manager utilise Adam's Equity Theory in
process theory with motivates the employees and staff members.
Adam's Equity Theory:
This theory indicates the equilibrium among the exertion and results of individuals. The
insertion of employees according to their skills and knowledge whether the product which could

attain in return like rewards and promotion. In addition to this, this also helps in developing
opportunities for the growth of a company.
Behavioural Psychology: It is defined as behaviour in which the ideas with
interconnections within the working environment.
Emotional intelligence: It refers to ability and skills of employees for recognising the
succeed the optimistic manner. This aid to convey with others to defeat the situation faced by
them.
Important of Soft skills for Teams and Managers
It is defined as personality of an individual which displays the human relationship
between the employees with the another individuals. The essential soft skills for a personnel is to
convey them. In context to Unilever, it plays a important role for managers who has soft skills so
that it provides the talent and creativity of employees in order to increase level of performance of
a company. It further helps to convey defined rules and responsibilities for the staff members
which could achieve predefined goals in a appropriate manner(Kim, Eisenberger and Baik
2016). .
Task vs relationship leadership
Task leadership: It is defines as a leader which influences the employees to motivate in
order to perform the given tasks. This involves various policies and operations so that they would
transfer to supervisor to assess the performance of employees. With reference to Unilever, a
leader of this company would help to execute the performed task within a given time in order to
achieve goals and objectives.
Relationship leadership: A leader could focus on keeping the good relationship with
team members in order to carry within a long time. In context to Unilever, the relationship
leadership could rise the performance on the basis of their skills of the employees.
Psychodynamic approach: this theory in primarily signifies along with the human
feelings and their emotions which associate with their past circumstances. It further encourages
the behaviour which is occur by senseless elements. With reference to Unilever, it provides a
company to recognise the personality of employees and keep good relationship among them.
Further, it also helps a company to carry its team members for a long time.

M2 determines the behavioural motivation theory based on the others
After determination of behavioural motivation theory which is based on the behaviour of
other employees. The theory and techniques of motivation has directly impact on personnel on
the basis of their soft skills which communicate with the other individuals. This theory of
motivation influences the skills of an individual according to its level of performance and their
ability in an organisation. Behavioural psychology is defined as the behaviour in which the ideas
are interacted within the workplace. Leadership refers to which the employees are motivated on
the basis of their performed tasks. Relational leadership is defined as good relationship within
their staff members so that they stays for a longer time(Johns 2018).
D1 Assess the relationship between culture,politics,power and motivation that helps organisation
as well as team members
This could be stated that the relationship between these factors helps an organisation to
improve the level of performance of an organisation. It influences the employees based on their
attitude and and behaviour within the working environment. It is very important for an
organisation to maintain the healthy and good relations among the employees and their staff
members. The culture includes the values, beliefs, norms and experiences of an individual in the
working environment. The positive politics refers to the good behaviour within their team spirit.
Negative politics defines the situations which are occurred from negative situations within the
workplace.
TASK 3
P3 Evaluating what makes different an effective team from ineffective team
Differentiation
Basis
Meaning
EFFECTIVE TEAM
Effective teams are those
which assists firm in
improving quality,
productivity and decision
making process.
INEFFECTIVE TEAM
Ineffective team are those in
which poor communication,
misuse of information and
conflicts are involved.
Goals Goals are important for every Due to lack of coordination

Decision making process
organisation to achieve. So,
managers as well as leaders
clearly define their goals to the
team.
In this members of a team
enjoys freedom of expression
and they are involved equally
in decision making
process(Johns 2018).
and clarity, managers are
unable to elaborate their goals
to team members which leads
to conflicts.
Decision making process in
this team is not participative
and collaborative.
Types of team:
Functional team- This is a type of team in which different people perform different tasks
to achieve a common desired objectives. Types of functional teams such as marketing, finance
etc. Unilever maintain its functional team in an effective manner such as financial and marketing
are team always active works together towards the benefit of firm.
Problem solving team- A problem solving is a team through which issues or problems
are managed and handled by a group of people. Unilever has goodwill for managing and
delivering a reliable output because of handling management problems and delivering the
reliable output.
Project teams- A project team is formed of group of people and controlled by manager
of a project to achieve desired objectives. Adoption of this team by UNILEVER, can assist them
in achieving task within a given period of time which leads to high level of motivation amongst
the members.
Virtual Team- A virtual team is one in which group of people are scattered/ dispersed
into different regions to complete a given task and are connected through electronic
communication(Ghosh 2017).
. In context to UNILIVER, different functional and operational teams are located across the
globe to carry out organisation activities.

Tuckman Team Development Model- This theory states that to achieve a common task team is
required and to manage a group of people different aspects of team is important to analyse. There
are different types of stages of team development such as forming, storming, norming,
performing and adjourning which are stated below-
Forming- This is the first stage of team development in which each member wants to
work individually due to nervousness. In relation with UNILEVER, to manage a team in
effective manner it is important for firm to introduce activities and induction so that optimistic
environment will be present.
Storming- This level depicts that members of a team come together and start sharing
their thoughts and ideas with each other(Neck, Houghton and Murray E.L., 2018). So, manger
and leaders of UNILEVER should focus on their each group members and brainstorming could
be implemented to understand each point of view and a peace will be maintained in organisation.
Norming- This is the most effective stage because in this a mutual a relationship is
maintained between members and rules and regulations, policies are accepted by everyone as a
team. UNILEVER can use this aspects as tool to gain profit and sales revenue.
Performing- At this level, each member of a team start perform task independently
without any guidance by managers and leaders. So, UNILEVER should provide distribution of
power and authority to its team members so that they can take decision on their own.
Adjourning- This stage shows that members get dissolved/ separated from each other
after a completion of a project. UNILEVERE ensure that members maintain their relationship
with each other.
Belbin's Typology- This theory includes 9 team roles which essentials for team building. Roles
of team are discussed below-
Shaper- In this team is being focused on their work and react according to situations.
Implementer- This category of team bring out the work in efficient and appropriate
manner.
Finisher- These types of people are self motivated and finish task within a given period
of time.
Coordinator- A mutual understanding is developed to tackle and manage the work in
appropriate manner.
Plant- These are active and enthusiastic in nature and act as a problem solver.

Team worker- In this, main focus is to organise work with positive relationship amongst
members.
Investigator- These are friendly and open with others easily.
Evaluator- They act as a track down monitor and judgement is done in appropriate
manner.
Specialist- These are expertise in some areas and assists others with their knowledge.
M3 Analyse team and group development theories
A team is responsible for proper functioning of management. So, Tuckman team
development theory has assist organisation to understand team as broad level. In forming,
members works solely in team(Miller 2016). Storming depicts the sharing of thoughts by
individual. Norming states that collaboration is implemented by everyone. Performing helps in
being independent. Adjourning declares that separation is part of management and work. Applied
of Bel bin's theory has helped both manager and leaders to accomplish tasks. There are nine roles
in this such as investigator, plant, evaluator, specialist, coordinator, finisher, shaper, team worker
and implementer. Each role has its own traits and perform accordingly. UNILEVER can use
these theories to manage work and organise activities in appropriate manner.
TASK 4
P4 Use philosophies and concepts of organisational behaviour with firm situation
Concepts of OB-
Perception- In organisation every individual have different perception of ideas
according to which they react. So, UNILEVER should perform brainstorming session to give
importance to everyone point of views.
Dependency- Both organisation and subordinates are dependent on each other. So,
UNILVER should maintain a mutual relationship between management, firm and employees.
PHILOSOPHIES-
Autocratic- In this, authority is distributed amongst mangers and owners. UNILEVER
higher hierarchy has power to control and make all the decisions of the company.
Custodial- In this, subordinates safety and security are focused. UNILEVER, provide
this by giving wages, salary and bonus to its employees.

Supportive- This focused on maintaining relation within the subordinates. UNILEVER
provide freedom of expression to its employees.
Collegial- In this, aim is to work as team within a firm. In context to UNILEVER,
efficiency of employee and effective result will be achieved if company adopt this philosophy.
Path Goal Theory- This theory states that leaders and managers are flexible and adopt style
according to situation which is best for employees(Wang and et. al., 2019).
Directive- In this subordinates are guided by leaders to achieve a goal. In UNILEVER,
leaders are goal oriented towards both organisation as well as employees.
Supportive- This includes that employees are treated as equal by leaders. In context
UNILEVER, leaders are always ready to assist personnel.
Participative- This includes that decision making process and everyone in firm
participate equally. UNILEVER provide freedom of expression to its employees.
Achievement- In this, subordinates difficult challenges by leaders so that employees can
be motivated. Leaders of UNILEVER always track progress of members and appraise them for
their output.
Due to diversified activities and operation of company it becomes difficult for leaders to
focus and manage employees; there is a unclear responsibility of leaders in UNILEVER which
leads to errors in management. So, to resolve this conflict path goal theory can be applied which
assist in coordinating and managing organisation workforce.
M4 Briefly determine how philosophies and concepts of OB affect behaviour
Behaviour depicts traits of a person how to behave, talk, and act. It is a clear
representation of a personality of an individual. In organisation, behaviour assists in maintaining
relation with management as well as firm. So, different concepts and philosophies has been used
which affects and influence behaviour such as path goal theory, philosophies like autocratic,
custodial, supportive, participative and collegial. Perception and dependency both are crucial to
entities to form a better environment in organisation(Niven and Boorman). Autocratic is used by
UNILEVER to distributes power amongst its owners and leaders. It is beneficial for firm but
subordinates feels bounded by entities. Custodial reflect security of subordinates by providing
salary, wages. UNILEVER uses custodial to make subordinates morale high. Employees gets
motivated by this but a perception is made by them that they are important than the firm.
Supportive depicts that leaders and mangers both are flexible in nature. In context to

UNILEVER, leaders in firm works together with employees and freedom of expression is
present but due to this employees forgot their line in entity. Collegial aim is to focus on
coordination of employee and management. So, personnel in UNILEVER gets complete
coordination by their leaders but this makes employee dependent on leaders and mangers
guidance.
D2 Evaluate team development theories in context to OB including concepts and philosophies
which affects behaviour in work place:
A team is important in every organisation to manage activities as well as operations. Two
types of teams are there in OB; effective team and ineffective team. Both are different from each
other because effective team increases firm productivity and ineffective team results in conflicts
and errors in management(Kim and et. al., 2019). Different types of teams are involved in
entities such functional, virtual, problem solving and project. Tuckman team development and
Bel bin's theory has been used to analyse and evaluate traits and process of team building in firm.
Philosophies and concepts of OB has been elaborated briefly to determine organisational factors
and effects on leadership style.
CONCLUSION
Organisation is incomplete without leaders, mangers and a team. To manage a team it is
important to analyse certain factors, concepts and philosophies of OB. Tuckman team
development theory, Bel bin's theory, path goal theory, has been implemented and used to
achieve reliable output. With assist of these theories as well as concepts chances of errors
reduced in management and a positive relationship is maintained. So, it has been concluded that
a proper management is to be prepared to unpin these concepts within firm.

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