Organisational Behaviour: Impact of Culture, Politics, Power, Motivation Theories, and Effective Teams on Employee Performance - Desklib

ORGANISATIONAL
BEHAVIOUR

Table of Contents
Introduction......................................................................................................................................1
Part-1................................................................................................................................................1
Describing how the organisational culture, politics and power impacts employee behaviour
and their performance..................................................................................................................1
Describing the theories of motivation and its impact on attaining the organisational goals.......4
Part-2:...............................................................................................................................................7
Highlighting the factors which forms an effective teams as opposed with ineffective team......7
Application of the concepts and philosophies of organisational behaviour in given business
situation........................................................................................................................................9
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

Introduction
The organisational behaviour is considered as business environment which pays attention
on numerous business activities such as human resources, working environment as well as
certain elements which provides growth for the organisation,. It is also known as the concept that
lays focus on goals of the company by building effective relationship between the manager and
staff members. In context to human resource management, organisational behaviour covers the
strategy planning and predictions by which firm can attain desired results by ensuring positive
work culture and coordination among employees. For this report, Sainsbury's company is taken
into consideration. The company is known as famous supermarket store of UK which was
established in the year 1869. It trades in various products such as consumer goods, convenience
product and many more. This report will evaluate the impact of culture, politics and power on the
behaviour of firm. In addition to this, the report will also discuss about role of motivation
theories in achieving team goals in effective manner. Moreover, the report will also analyse
difference between effective and ineffective teams. It will demonstrate the concept as well as
philosophies of organisational behaviour.
Part-1
Describing how the organisational culture, politics and power impacts employee behaviour and
their performance
The company is mixture of internal and external factors with proper norms and rules that
covers culture, politics as well as power of authority. The group of employees makes an effective
team for attaining targets set by the firm. It is also critical to analyse the aspects of employees
and worker so that they can appropriately help Sainsbury's firm in achieving competitive position
in marketplace(Balwant, 2018). The factors are explained in below points:
Culture:
The culture of the company is being reflected by the expectations of workers, beliefs and
the norms in which all the workers are focuses towards attaining common goals of the firm. This
can transform the company into unique firm by measuring the growth and development of
employees.
Types of culture as well as its influence on worker behaviour
Handy's culture
1

Power culture:
The power culture is basically the internal environment of business in which power and
authority positions are distributed so that certain tasks can be performed. The firm especially
gives power to that employee who possess good leadership skills in order to manage the
performance of workers in proper manner(Xiao and Cooke, 2019). These individuals can provide
suitable direction to employees leading to growth and development. For Sainsbury's company,
the manager should give power to the skilled workers and also on the basis of their experience.
Task culture:
In this culture, the various unit of departments are constructed so that each unit can be
performed by the suitable skilled and capable employees so that tasks can be achieved in most
effective manner. This allow the organisation to distribute business work as per the skills
possessed by the employee. This makes the worker less stressful as they know how they can
perform this task in proper manner. It improves overall experience level of workers.
Role culture:
In this type of culture, the duties as well as responsibilities are properly allocated for
making sure about proper functioning of task in well manner. The lower level of management are
accountable for the performance of business tasks given by the senior level managers and also
dependent on the tasks. This may sometimes result into delays in decision-making process as
well as also face the condition of conflicts which leads to improper employee retention.
Person culture:
This includes motivation level among workers so that high performance job roles can be
performed in effective manner. It is also considered as desire to make more contributions so that
extra benefits can achieved in favour of organisation(Waddell and et.al., 2019).
Hofstede's Dimension of culture:
This model consists of six dimensions related to the diverse cultures that are explained
below:
Power distance index:
It is known as factor which represent the fact that not every workers possess same type of
skills as well as capabilities in given job role. The power distance is considered as the degree on
which the society accepts as well as reject the unequal distribution of power.
Individualism vs collectivism:
2

Organisational
behaviour

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LO1..................................................................................................................................................3
P1 The way in which culture, politics and power impact on individual and team behaviour and
performance.................................................................................................................................3
LO2..................................................................................................................................................5
P2 The way in which different content and process theories of motivation and various
motivational techniques...............................................................................................................5
LO3..................................................................................................................................................8
P3 The way in which effective team is formed as opposing an ineffective team........................8
LO4................................................................................................................................................11
P4 Concepts and philosophies of organisational behaviour for a business situation................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour can be defined in manner that it is study of human behaviour in
organisational settings and also it is a kind of interface between organisation and human
behaviour and the organisation itself (Abdulmuhsin, 2021). Organisational behaviour has its
roots back to Max Weber and organisational studies. In this report, analysis has been done on
influence of culture, politics and power on behaviour of others into the organisational context.
The analysis has also been done on to motivate individuals and team members for achieving their
goals. The research has been done on cooperation with others into an effective manner. The
research has also been done on concepts and philosophies of organisational behaviour for a
particular business situation. The chosen organisation is TESCO. It is a general merchandise
retailer company which was founded in year of 1919 by Jack Cohen as a group of market stalls
in Hackney London.
MAIN BODY
LO1
P1 The way in which culture, politics and power impact on individual and team behaviour and
performance
Level of culture
The level of culture in an organisation specifically denotes the intensity of culture present
in the organisation. This level is basically obtained by a business entity by the presence of
several types of employees who belong to different sections of the society. It is essential for the
top level management to take necessary actions related to management of culture in a short
period of time (Al-Swidi, 2021). At Tesco being a multinational company the level of culture
present is there in a severe intensity so management has to take necessary actions to develop
different cultural practices.
Cultural web
This technique is widely adopted by many different multinational organisations like
Tesco to map culture which is present in the organisation. It is helpful in achieve different goals
and objectives of the organisation and this model in the field of management came into force in
1992.

Handy's model of culture
In the field related to organisational culture this model came into existence in 1932 and it
helps in determination of various types of culture in the organisation. The main stages of this
model with respect to Tesco are explained below:
 Power culture- This is considered as dominating type of culture in an organisation as the
power to take decisions in the organisation is present in the hands of some people. In this
type of culture there is a superiority role played by management in order to lead the
organisational development.
 Task culture- Task culture is related to the practice of developing task and activities
related to functioning of an organisation (Balwant, 2018). The task culture focus on
various roles and responsibilities of employees and develop a precise approach which is
beneficial for growth of the business.
 Person culture- This type of culture is majorly practised at Tesco and is related to a
specific personality. This type of culture is mainly related to development of a particular
employee which is major negative point for whole business entity.
 Role culture- This is considered as major form of culture where an employee is allocated
with different roles and responsibilities in a company depending on the eligibility of
respective employee.
Organisational power
In the functioning of a business at the marketplace the organisational power is considered
as major capability and strength of an organisation to deal with several circumstances. A
company must develop strength in a short period of time to face different consequences of
market which are created by competitors.
Power politics
The power politics is considered as major force behind activities and functions which are
happening in the organisation. It is considered as major force behind the development of a
business and it is also considered as negative side of a business which leads to conflict between
different team members.
Power of the boss