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

Organisational
behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Analyse impact of the organisational culture, power and politics on teams or individuals
behaviour................................................................................................................................1
M1 How power, politics & culture of organistaion that influence a team & individual's
performance?..........................................................................................................................3
P2 How the process & content motivational theories & techniques enable attainment of the
organisational goals ?.............................................................................................................4
M2 How to influence other's behaviour with an effective application of the behavioural
motivational models, theory & concept?................................................................................6
P3 What makes the effective team as opposed to ineffective team........................................6
M3 Examine group development and relevant team theories in order to support improvement
or development of the cooperation in effective teams............................................................9
P4 Apply the concepts & philosophies of the organisational behaviour in an organization. 9
M4 Assess how the concepts & philosophies related to OB inform & influence behaviour11
CONCLUSION..............................................................................................................................12
References:.....................................................................................................................................13

INTRODUCTION
The organisational behaviour has been characterised by numerous factors including
politics, culture, power and others. This organisational behaviour is considered as a crucial part
of the business goal. Within workspace, manager need to understand the ideal attitude of
employees because its is very difficult to attain the desired success without devoted individuals
(Akuffo and Kivipõld, 2021). Company chosen in this report is Deloitte that is not juts
recognised in UK but also globally for its training and development function. Its services mainly
include audit, management consulting, risk advisory and financial advisory. This will be based
on different culture, politics and power influencing people within organisation, motivational
theories to attain the business goals, about effective & ineffective team. Apart form this, it will
also discuss concept and philosophies regarding organisational behaviour.
P1 Analyse impact of the organisational culture, power and politics on teams or individuals
behaviour.
Influences of culture
 Power culture- It has been analysed that power culture encourage individuals to perform
their task with full dedication & authority. By this, people get motivate to do healthier,
since they perform their job role honestly and efficiently. The agreement is satisfactory to
the Deloitte as it can give its workforce with the further possibilities in order to increase
the organisational efficient. In Deloitte, power culture pushes its staff to attain the
organisational ultimate goals. Respective company creates such management system,
which allow the employee's rights and does not assess the job preferences or conduct.
 Person culture- This culture is used when enhancing the competence and mutual
awareness in the individuals careers. Nevertheless, individual's ethos is very congruent
with small size organisations that are formed by all shared members community. In
relation to Deloitte, by using this culture company can attain its organisational goals
(coordination, accounting and finance).
 Role culture- By adopting this culture, organisations can manipulate the employees,
create an organised balanced environment (Beniflah and Veloz, 2021). In context of
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Deloitte, role culture foster operation & implementation of the business in dynamic
atmosphere, such as finance, communication and human resources administration.
 Task Culture- In this, a personal group is linked with the organisational interest. In this
unique civilization, entities gain a governance control Deloitte is constantly preparing its
workforce and also supporting the collaboration with the motive to overcome by different
barriers. They are also formulating strategies to solve the market challenges of attaining
its objectives.
Influences of the politics
 The woods- Additionally to the official architecture or directives, companies typically
incorporate hidden expectations, unexplored process and unwritten rules. The Woods
given security and shelter for its individuals in working place, and it can be a disturbing
environment in which effective ideas and other advances are lost. In woods, good
concepts which affect behaviour, or when company's principles are lost & therefore
deteriorate the comportment, might be collected.
 The rock- its strength mainly comprise of formal & personalties of authority's sources
including excess to resources, expertise and position. Deloitte may have the policy capital
generated by a membership of the high level business organisations including senior
management group. Finance committee and special operating force. But in case of a bad
rock look worker's behaviour get impacted negatively. Hence, it is significant to develop
Rock with reasoning and reason to reach a sensitive agreement with the peers.
 The high grounds- It mixes the organisational jurisdiction with the legislation,
procedural ethics, processes and organisational framework requirements (Donmez-Turan
and Kiliclar, 2021). Such laws enable individuals in the other positions of power for
testing their views in easy manner. In Deloitte, high ground may nonetheless be used in
order to crush proposals of creativity & changes in interest of executives themselves.
 The Weeds- this has been identified as dominated guardant by informal and personal
networks. In this condition Deloitte, can develop without maintenance by business
spontaneously. It has been identified that if “the weeds are untreated, then it can still
grown a thick mat, that can not expand anything else.
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