Organisational Behaviour: Impact of Culture, Power, Politics and Motivation on Teams and Organisations

This study focuses on the impact of culture, power, politics and motivation on teams and organisations. It analyses the employee behaviour and how it affects the workplace. The study covers different theories of motivation, team development models and their impact on business. It also includes critical evaluation and recommendations on how to improve the culture, power, politics and motivation within an organisation.

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
PART 1............................................................................................................................................3
Critical analysis of the impact of culture on an individual employee, teams in achieving the
organizational objectives.............................................................................................................3
Critical ideas to demonstrate how different types of power can enhance the employees in
achieving organizational objectives.............................................................................................4
Presentation of critical arguments how the politics can impact the employees..........................5
Content theory of Motivation......................................................................................................5
Process theory of Motivation.......................................................................................................7
Behavioural approach to motivation............................................................................................8
Recommendation on the basis of critical evaluation on how culture, politics, power and
motivation enable teams and organisation to attain organisational goal.....................................8
PART 2............................................................................................................................................9
Effective and ineffective team and its various impact over business..........................................9
Critically reflecting the Tuckman’s team development model..................................................10
Belbin’s typology for managing the effective team..................................................................11
2. Importance of team development theories and organisational behaviour theory..................12
CONCLUSION..............................................................................................................................13
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour refers to the study of human behaviour within the corporation
setting, it also describes the interface among the individual behaviour and organisation. This
study incorporates with analysing the employee behaviour as how they perform and behave
within the workplace. OB helps in enhancing the understanding about the aspects which
encourages the workers, enhance their work efficiency and enables the organisation to develop
the strong and better relationship with their employees. Organisational culture is the most
important factor for any business as it helps in moving forward with the better strategies and to
enables the workforce to share the knowledge which helps in completing the task together and in
efficient manner. Better culture helps in forming the team where the constant communication can
be easily found which also motivates the team mates to move together to provide the better
outcomes of any task. Following study will focus on “Global business centre ltd.”, it will
highlight the understanding the change in organisational culture, motivation strategies and
effective or ineffective team behaviours in the changing world. Report will further highlight the
influence of power within organisational settings and concept of OB and also covers the
Tuckman and Belbin’s theories of team development, it will also highlight the range of
description about the recognised organisations which are Amazon and HSBC.
MAIN BODY
PART 1
Critical analysis of the impact of culture on an individual employee, teams in achieving the
organizational objectives
The company culture can be described as the most used practices of an organization. The
company culture is used to determine the way in which an organization carries out its activities
and achieve the set targets within the company. The impact of culture within different
organizations has been explained below:

Massive performance pressure:
It has been determined that in the Amazon, the organizational culture is highly
competitive and therefore, there is a huge amount of pressure on the employees to work hard in
order to beat its competitors within the market. It has been determined that due to the consistent
pressure on the employees within the Amazon, the performance of the employees of the
company gets affected negatively (Hopper, 2020). The immense pressure on the employees to
work effectively and increase their efficiency and productivity affects the performance of the
employees within their organization. The strategy is used in order to bring effectiveness within
the workforce but it leads to building of fear and emotional trauma within the employees and
affects their performance.
Fun and employee centric
The company culture existing within the HSBC is really fun and employee centric. This
means that the management of the company determines the needs of the employees working
within the organization, caters to their needs in order to promote the productivity of the
workforce and increase their performance. The HSBC makes sure that their employees feel fun
and free at their workplace. For the same, they schedule certain fun games on the weekdays
which the employees in releasing their stress and helps them in improving their workplace
efficiency (Zhang, and Liu, 2022). The culture of the HSBC is employee centric and therefore,
asks for feedbacks from the employee in order to determine the areas in which the company
needs to improve.
The management of the Global business Centre should also implement a fun and
employee centric culture within their organization (Miller Tate, 2021). A fun and employee
centric culture helps the organization in developing a feeling within the individual employees or
the workforce working within teams to work hard on their own so that they could help the
company in reaching its set targets. Sine, the fun and employee centric culture promotes the
feedbacks from employees, it develops a feeling of importance within the individuals and help
them in achieving the organizational objectives.
Critical ideas to demonstrate how different types of power can enhance the employees in
achieving organizational objectives moti
The power has the ability to affect an organizational setting either positively or
negatively. The power provides an individual with certain right through which a personal can

influence others within an organization (West, and Michie, 2020). The right use of power can
help the company in making profit whereas the wrong use of power can have a negative impact
on the organization. The different types of power that can enhance the employees in achieving
the objectives are as follows:
Legitimate power
This is a formal power which is provided to those employees within an organization that
holds an important position within the company. The person who is at a superior designation
within the organization can easily influence other into carrying out activities which can help the
enterprise in achieving its objectives.
Reward power
The employees in an organization holding a superior position such as the human resource
management, the director of the company or other people who have the authority to recognise the
efforts of the workforce and rewards them for the same, holds a great power within the company.
As the employees do feel that if they will work efficiently and productively, it will help them in
contributing their part towards the organization and getting rewards for the same. This kind of
power can influence the workforce into guiding them towards the achievement of the
organizational goals within the company.
Presentation of critical arguments how the politics can impact the employees
Organizational politics can be described as certain behaviours inculcated within the
employees which they use in order to achieve the set goals of an organization. Organizational
politics is inevitable because of the following factors:
 It has been determined that some people have more authority as compared to other
employees working on the same level (Crowston, and Fagnot, 2018).
 Some employees use politics for their own benefit without thinking about the
organization.
 Some employees want to achieve success without wanting to work hard within the
company.
Content theory of Motivation
Maslow’s Hierarchy of Needs

The Maslow’s Hierarchy of Needs is a theory that states that there are 5 types of needs of
an individual and the fulfilment of these needs helps an organization in motivating the
employees to work hard for the betterment of the organization. The 5 types of needs are:
Physiological needs :
The physiological needs are the most basic needs of an individual which must be fulfilled
in order to make the employee feel safe and comfortable. These needs involve the basic needs of
food, clothing, shelter, health water and reproduction. These needs must be fulfilled in order to
address the other needs and encourage the employee in order to work hard.
Safety needs
This is also considered as the lower-level needs of an individual. These needs include the
safeguarding an individual from violence, providing emotional stability, financial security and
health security.
Love and belonging needs
The love and belonging needs are also known as the social needs of an employee which
are also essential for the encouragement of the emp motiloyees. In order to motivate the
employees and influence them into working hard towards achiving the objectives of an
enterprise, the organization must ensure the fulfilment of love and belonging needs of the
workforce. This includes emotional and physical well being and their relationship with their
friends and family.
Esteem needs
Esteem needs are a kind of higher needs of an individual. These needs include the self-
respect, and the respect that is received from others. For the purpose of enhancing the abilities of
the employees to work hard and achieve the set goals, the employees should be able to fulfil their
esteem needs.
Self actualization needs
This need is also a kind of higher needs and describes a situation where all of the major
needs are being met (Uko, and IHEBOM, 2020). These needs are those needs which an
individual wants to fulfil for his own contentment and satisfaction. This includes learning and
developing a new skill, language or any other activities for that matter.
It has been analysed that by implementing this theory within the Global Business Centre,
the organization will be able to motivate the employees by fulfilling all of the lower and high

level of needs and influencing them to work hard and achieve organizational success. However,
it has been determined that not all the individuals think in a similar way. There might be some
employees who might prefer fulfilling safety needs before the fulfilment of physiological needs.
Therefore global business ltd firm can proceed to concern with the motivation of their
employees, to fulfil their basic needs which makes them to work with the firm for longer period.
It is essential for them to provide the job security and safer environment where there is no
discrimination is found. It helps the firm to increase their employee retention and engagement.
Process theory of Motivation
Vroom’s expectancy theory
According to this theory, the behaviour of an employee is an outcome of the conscious
choices they make from various alternatives that are available to them for reducing their pain and
increasing their pleasure. According to Vroom’s expectancy theory, the variables such as
expectancy, instrumentality and valence are used by the theory in order to encourage the
employees.
Expectancy
Expectancy refers to the personal belief of the employee that putting extra efforts will
help them in reaching improved performance within the company (Ryan, Donald, and Bradshaw,
2021). This expectancy of the workforce is affected by a number of factors which include the
right amount of resources in order to carry out the job, having the required skills, and receiving
the support from the organization.
Instrumentality
This refers to a belief that guides an employee in the encouragement for carrying out a
task. Instrumentality means that the employee feels carrying out one task will offer him
something in return and will lead to continuation of the second task. This is also affected by
certain factors which includes having un understanding of how performance is directly
proportional to the rewards, having trust on the employees who will be recognising the efforts
and rewards for the same.
Valence
It refers to the significance of the expected outcome. There are three outcomes associated
with the process of choosing one element over another, they are effort, performance and
expectancy.

There are two approaches:
Effort- performance expectancy (E>P)
Performance- outcome expectancy (P>0)
This theory of motivation is useful in achieving the organizational objective as it has been
determined that working for the organization or carrying out an activity, each employee has a set
expectation within their minds i.e., their expectation towards the rewards which they will be
getting in exchange (Stewart, Nodoushani, and Stumpf, 2018). However, implementing this
theory within the organization is complex as compared to Maslow’s Need Hierarchy theory.
Behavioural approach to motivation
According to this theory, the behaviour of the management towards the workforce of an
organization plays an essential role in encouraging the workforce towards achieving the
organizational goals. It has been determined that if the senior level management employees or
the directors, CEO and presidents of an organization behaves in a friendly manner to the normal
workforce of the or tries to understand the issue faced by them and help them with certain
solutions in order to resolve their problems, the employees feel happy and satisfied with their
workplace and the behaviour of their management and happily work for them in order to
accomplish the goals of the company. Similarly, if the management does identify the needs of
the workforce and not behaves properly with them, it also affects the mindset of workforce and
demoralize them affects their performance towards the company. For the firm it is important to
recognise the employee and to praise them for their better performance, rewarding and other
system is necessary it helps the employees to feel motivated, it will reflect in their better work.
Recommendation on the basis of critical evaluation on how culture, politics, power and
motivation enable teams and organisation to attain organisational goal
The culture, politics, power and motivation can affect the Global Business Centre in both
ways, i.e., positively and negatively.
Culture
The positive culture that exists within an organization helps the workforce in achieving
the business goals as it helps the company in increasing the employee engagement towards the
company by listening and catering to their needs, recognising their efforts and rewarding them
for the same. Therefore, the Business Global Centre should focus on improving the culture
within the company.

Power
The employees in an organization holding a higher position have power to influence the
employees. They can use their in order to increase the efficiency of the workforce by guiding
them make use of power in a wrong manner that means taking unfair advantage of employees
within the organization (Fallatah, and Syed, 2018). The Business Global Centre should make use
of power in order to positively influencing the workforce.
Politics
It has been determined that most of the times, politics is used in wrong and unethical
way. The politics is mostly used by the employees for their own benefits without addressing the
needs of the organization. Therefore, the organization should avoid the implementation of
politics within the company.
Motivation
The Global Business Centre should use different theories of motivation within their
organization in order to encourage the employees into achieving the organizational objectives.
PART 2
Effective and ineffective team and its various impact over business
Team within an organisation are group of workers that operate for shared goals and to
deliver the task in effective manner. It can be developing in many form which generally rely on
the business requirements. Effective are the base of the organisation’s success, team said to be
effective when the employees are united for the same vision and also be encouraged by the
employers to bring the vision to reality (Webb, 2018). It is important that each member must
share the common interest goals and knowledge that leads them to accomplish the task with
greater efficiency. Whereas as ineffective team is the conflict team where each team members
are filled with the distress and unfocused it negatively impact the task which is meant to be
completed in better manner. Such teams are not good for business as often conflicts among the
employee can see where there is no knowledge sharing and communication is found. Thus it
impacts overall work culture where there is clear threat for the achievement of organisational
goals.
As to know the impact of effective team within the business functionality is positive in every
aspect where the easy knowledge sharing is found among the team members. It is found that

because of effective team, working atmosphere is found as relaxed where no such work burden is
found because team members are efficient to responsibly handles all situations. Often
disagreements are there but still they are centred around the better ideas and not around
individual personalities. On the other hand, ineffective team have the negative impact over the
business functionalities (Couture and Harvey 2020). It gives the outcome as high turnover rate,
high frustration level, ineffective communication that leads the business in negative direction,
there are might some situation which can also lead to closure of business. Therefore, for the
global business centre ltd it is important for them to have the better team work, for that they need
to analyse the behaviour of any individual which also give them lead to understand the
knowledge and skills of the employees. All these will help them to form the better team that will
lead them to accomplish their vision and mission and to develop the better business chances for
them. Otherwise if they failed to analyse the individual behaviour and form the team where no
communication among the members are found then it will affect their overall business and often
lead them to high revenue turnover rate. Thus it is important to have the better workplace culture
that helps in cultivating the positivity in the workplace and also helps every individual to better
share knowledge and to interact with each other to carry out any task with greater efficiency.
Critically reflecting the Tuckman’s team development model
Tuckman’s model describe that the team moves through the certain stages which are
forming, storming, norming, performing. This model mainly discuss as team creates the maturity
and capability, develops the healthy relationship and change in leadership style to be more
collaborative (Skaria, 2020). Thus this model helps in any organisational setting where the team
members are focused on their work and aim to deliver it in efficient manner. Below here
description of Tuckman’s team development stages and its impact for achieving sustainable
goals for organisation-
Forming: It is the initial stage where the organisation decides to select the team members where
each member first time interact with each other. It is also considering as the orientation period
where everyone become acquainted. In every member are aware of their behaviour and they
often feel anxiety and nervousness. Therefore, in such it is important for the employer to calm
the team members and provide them chances so that they can interact with each other that will
help them to work in any situation with the delivery of better and efficient work. Thus for the

global business centre it is important to have better organisational setting that leads new team
mates to feel relaxed that will lead in better work.
Storming: This is the most critical stage in which there is no certainty that team remains or
breaks, this period is marked with the conflicts and cutthroat competition among the team
members. Where the individual differences are easily found no employees will come to the one
solution that leads to conflicts (Johansen, 2019). Therefore, in such it is required for the global
business centre Ltd to track the individual performance and encourage them to resolve the
conflicts and overcome the barrier together for delivering the better values in work otherwise
they will have to face the high turnover and other consequences.
Norming: It is the stage which assures that if the team members have resolve their conflicts then
they enter into this stage. In this team performances begins to improved and often leads to better
outcomes of the work. Also a sense of bonding among the team members are found and they
work for the shared goals and creates the positive work place environment.
Performing: At this stage the work place culture tends to be more cohesive where the team
members are excited and highly motivated towards their work. In such the teams are committed
to deliver any task whether it is complex or normal to deliver it efficiently which leads the
organisation to accomplish their goals and objectives.
Last but not least there is stage which is called as adjourning, where the team is
terminated as they are united for carrying out the specific task, after the project completion all
the team members join back their designated departments. Therefore, Tuckman’s model is
effective as it easily recognises the knowledge that team groups are not generally initiates
completely formed and functioning. This model recommends that team develops together by
defining the clear stages (Gander and et.al 2018). Thus global business centre ltd also require
making sure that there are no conflicts among the team members, and they can proceed to switch
to the better path goal theory leadership style that helps in leading the team otherwise they will
not be able to achieve their goals.
Belbin’s typology for managing the effective team
Belbin have suggested the different team roles to manage the effective team in every team
are linked with the typical behavioural and distinct strength. Where the roles are categorised in
action oriented, people oriented and thought oriented.

Action oriented: Under these three categories are found which are shaper, implementer and
complete finisher, in this shaper are the extrovert who plays a significant role in finding the
appropriate solution for the problems. Implementer are those who helps in executing the ideas
and concept of team into practical actions. Where the complete finishers are those who ensures to
complete the project in efficient manner (Abbas, 2020). Thus shapers, implementer and finisher
in hierarchy structural organisational plays a significant role as they make the organisational
goals achievable and often lead to develop opportunities for innovation.
People oriented: In this category the team roles are coordinator, team worker and resource
investigator. Where the coordinator leads the team to perceive the objectives, they are listeners to
listen the team members and coordinate with them. Team workers are those who provides the
support to their team and make sure to carry out the better work. Resource investigator are often
innovative and curious they explore all the alternatives to deliver the better and optimal solution.
thus for the global business centre it is important to set the better team roles and gives the
responsibility to that individual who are able to deliver the better team efficiency.
Thought oriented: There are plant, monitor evaluator and specialist team roles, in which the
plant role is played by the team members who always comes up with the innovative ideas,
monitor evaluator are those who analyse the ideas of others and carefully weigh the balance
between pros and cons of any idea to make a decision, and specialist role where the team
members have the certain specialism in their knowledge which helps them to done the job.
Thus this concept can be beneficial for any organisation type whether it is matrix,
hierarchical, functional and team based organisational culture, thus it helps in enhancing the
knowledge and experience certain specialism in te of every team member which leads to
accomplish the organisational goals and mission with greater efficiency. Therefore, for the global
business ltd by assigning the job role to the team members by analysing their proficiency and
knowledge will help them to deliver the task in better manner (Li, 2020). Otherwise if company
is not being able to set the roles of team members then it will definitely affect their
organisational performance and often creates and barriers for sustainable goal achievement.
Social system: It involves the relationship of humans within firm as how they interact with each
other. It is important for the firm to have the culture where the culture is supportive so that every
employer and employees efficiently works with each other.

Mutual interest: When the team members have same interest it helps them to work in harmony
and to carry out the task with better outcome.
Therefore for the organization like HSBC, Amazon and global business centre ltd can
proceed to select the team members who have specific skills and same interest that helps in
completing the project with greater efficiency.
2. Importance of team development theories and organisational behaviour theory
Organisational behaviour theory refers to the academic branch that helps in analysing how
people act in different kind of professional groups. According to the Taylor’s scientific
management theory, it is stated that motivating the people to complete the work is not only a
solution for boosting the productivity (Tyler and Sheeran, 2022). Thus this theory believes that
organisation must have the setting where the business can break the task into simpler form and
put it forward to the managers and employees so that they work with each other rather than
conflicts with each other (Tyler and Glasgow, 2021). Taylor also believes that employees should
be rewarded for their better work it helps in boosting their morale which leads to the better and
efficient work. Other OB theory which is Maslow hierarchy needs as it is represent the pyramid
of needs for any individual. This theory believes that workers generally requires a personal and
professional growth for that they also needed a job security that helps them to retain with the
business. Employees at work place also required a social need as to socialise and interact with
each other it reflects in their positive work.
Therefore, above have discussed the OB theory which are Taylor’s theory and Maslow’s
theory while it also discussed the Belbin and Tuckman team development theory. Both have the
different philosophical approach where OB theory focus on fulfilling the requirements of every
individual as to provide them job security and other benefits which helps them in excel the task
(Barbaranelli and et.al 2019). Whereas team development theory is the crucial in which the
major role player is organisational setting, thus in such businesses required to analyse the
individual behaviour and then put the mutual interest individual in team to deliver their any task
with greater efficiency. Therefore, for the global business Ltd it is important for them to apply
both approach for the better results and to drives better revenues for their business.

CONCLUSION
From the above report, it can be concluded that in order to make an organization
successful, it must include certain theories of motivation, power, culture and politics within their
workforce. The use of these theories helps an organization in guiding the formulation of the
culture, policies, strategies that could help the company in achieving the organizational
objectives. The present report discusses about several theories of motivation including the
process theory, behaviour based theory and content theory within the organization. It also
includes the impact of effective teams as well as ineffective teams within an enterprise. The
present reports critically reflect the idea of Tuckman’s Team Development Model and applies its
use on several organizational settings in order to understand its importance in achieving the
sustainable goals of a company.

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