Organisational Behaviour: Influence of Culture, Politics, and Power on Individual and Team Performance

This report analyses the influence of culture, politics, and power on individual and team behaviour and performance in Unilever. It evaluates motivational theories and techniques for effective achievement of goals and explains what makes an effective team. The report also discusses concepts and philosophies of organisational behaviour within an organisational context.

Organisation Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................1
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance........................................................................4
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context...........................................4
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.....................................6
P3 Explain what makes an effective team as opposed to an ineffective team............................6
M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams.............................................................................................8
P4 Apply concepts and philosophies of organisational behaviour within an organizational
context and given business situation...........................................................................................9
M4 Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.............................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is understanding, managing the human behaviour which is
affected through social and economical factors within an organisation. There are cultural
diversity within an organisation which may create crisis between the employees due to lack of
proper understanding and communication within an organisation. An organisational behaviour
may impact the three factors within an organisation that is productivity, human behaviour and
profitability which is the primary need of every business for survival and growth. All these
factors need to be considered properly in order to achieve the organisation objectives (Brunetto,
Xerri and Farr‐Wharton, 2020). This report is based on Unilever is a British multinational
consumer goods company with its headquarter in London. The Products offered by Unilever are
food, condiments, ice cream, beauty products, cleaning agents and personal care with its reach all
around the globe. This report will include the include the influence of culture, power and politics,
different techniques of motivation which helps in improving the performance . It will also
discuss the concepts and philosophies to be applied in an organisation.
MAIN BODY
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
In every organisation it is important to analyse their organisation cultural, politics and
power as these all factors have a great influence on the behaviour and performance of individual
and team behaviour. They are the important factors in every organisation as they shape the
employees and influence their efficiency as the efforts and motivation of any employee is
influenced by the environment in which it operates.
Organisation culture :
It refers to the guidelines, practices , values and beliefs set up by the leader of the organisations
to direct the efforts of the employees in order to have coordinative or cooperative behaviour
towards achievement of common objectives. Organisation culture is significant to have a positive
work environment and attitude to the employees (Cahyono and et.al, 2020). Organisation with a
good organisation structure will always tends to have their employees to feel comfortable,
motivated and valued they lead the team and individual to remain coordinative and competitive
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in the difficult times also. These are the factors that shapes the social and psychological efforts of
any organisation.
Clan culture:
This organisation culture is people oriented that emphasis the employees to feel like family. This
culture focused on giving value and attention to every individual with proper communication.
This helps in boosting the morale of the individuals by engaging them in organisation decision
making which will help in achieving the market growth and success (Chemtob and et.al, 2019).
Adhocracy culture:
This culture focuses on adaptability and innovation of new ideas and procedures within an
organisation. These are the companies that want to acquire a competitive edge in the marketplace
by bringing innovative ideas which carries high risk. These culture bring high profit margins to
the organisation.
Power Culture:
It is a centralised culture where autonomy lies in the hands of an leaders and they are responsible
for decision making. This culture focuses on allocation of powers within top managers in an
organisation which may influence the functioning of an organisation which does not lead in
overlapping of work between different individuals.
Role culture:
This culture focuses on distribution of tasks depending on the capability of the individuals. Every
individual is given with some autonomy to perform a certain task and they shall be accountable
for the same.
Power:
It refers to the ability to influence the behaviour of individuals or groups of individual to achieve
the common organisation objectives. There are different ways through which leaders influence
the performance of individuals within an organisation which are discussed down below-
Legitimate power:
This type of power depends on the position who hold within an organisation hierarchy(Douglas,
Shepherd and Venugopal, 2021). This power can be obtained by demonstrating the skills that is
required for a particular role. It helps the subordinates to know their leaders they are accountable
to for their responsibility.
Reward Power:
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It means the authority given to individuals leaders to provide rewards or offers in exchange of
carrying out any tasks to their subordinates(Hall, 2019). Rewards are in the form of raises,
benefits and promotions etc. which should be in the power of individual who are providing these
rewards. These rewards helps in boosting the morale of the employees for contributing their best
efforts towards achievement of organisational objectives.
Expert power:
This type of power comes when you hold deep knowledge and expertise with experience in a
particular field which helps in directing the efforts of the employees to achieve organisation
objectives. Expertise in an area gives the ability to influence the efforts of subordinates which
helps in their growth and development.
Coercive power:
This type of power affect the individuals to incorporate in their work using threats of loosing
their job etc. This is the least effective practice in any organisations. This type of power have a
negative impact on the organisations as it reduces the overall productivity of an organisation by
demotivating the employees .
In context to an Unilever, the company should adopt Legitimate power to influence the efforts
and functioning of an organisation as it direct to have a hierarchy flow of information between
the subordinates and superiors.
Politics:
The use of politics in an organisation can have negative impact on the overall organisation as
these are the factors which can influence the behaviour of other individuals which may be
difficult to control. Politics influence the organisation when employees are nasty to work and use
external advantages to acquire a position in the organisation. This have an overall negative
impact on the organisation it may decrease the overall productivity of n organisation as it
demotivate the employees to contribute their best performance in organisation, impact the
morale, attitude of the individuals which my effect the overall profitability of the organisation
and have a significant impact on team as well as individual behaviour (Harish and Prabha,
2022).
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M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.
The culture, politics and power of an organisation may have a crucial and significant
influence on individual and team behaviour. All these components should be analysed properly
otherwise they may have a negative impact which leads to the reduction in the productivity,
operations and profitability of any organisation. In context to Unilever, the company have an
efficiency in all the overall organisation as any change in the organisation can have impact other
functions of organisation as well(Jehanzeb and Mohanty, 2018). Unilever, have a global
presence in the consumer market as the leaders are efficient and effective in establishing the
changes as and when required which helps the organisation to achieve growth and success.
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context.
Motivation is the internal desire and need of an individual to achieve a particular
objective which helps them to perform a certain activities efficiently. It is the key driving factor
to improve the performance of individual naturally. There are various theories and techniques to
improve the performance of the individuals which can be used to achieve these organisational
targets within specified times.
Theories of Motivation:
ERG motivation theory:
This theory is developed by Clayton Alderfer, it does not arranges needs in any order. The theory
suggests that there are three groups of core needs that is existence,relatedness and growth.
Existence needs concerns about the basic needs of an individual for living that are shelter, food
and clothing. Relatedness needs refers to the needs of social interactions with each other and
maintaining interpersonal relationships in the society and community as a whole. Growth needs
our internal desire to achieve personal growth and to become the best of their capabilities(Kam
and et.al, 2020).
Theory X and Theory Y:
This theory is explained by McGregor. This theory focuses on two styles of management which
is authoritarian(Theory X) and participative( Theory Y). Theory X suggests that if the employees
feel lethargic and demotivated to perform their tasks, being incapable to be accountable towards
their work, avoid their responsibilities then it is suggest able for the organisation to use
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authoritative style of management, this will help to effectively manages the operations of the
objectives. Theory Y suggests if the employees in an organisation are motivated and effective in
there work without any suggestion, supervision and guidance then they can use a decentralised
management practices or participative management to adequately achieve the organisational
objectives (Li, Li and Chen, 2018).
Maslow's Theory of Hierarchical needs:
This theory focuses on fulfilment of all the needs of the individual. As the human being are more
prone to their work when they feel satisfied and contribute their best performance. The theory
have arranged the different needs of an individual in a pyramid. The hierarchy of needs includes-
Physiological needs: These are the foremost basic needs of an individual which is required to
survive which is food, clothes and shelter.
Safety needs: This include safety of an individual against any threats, violence, emotional
stability and well-being, safety of health and financial safety.
Social needs: These are the next needs in the hierarchy are the human interactions and
interpersonal relations between individuals in the society and community as a whole. Like
friendly relationships in family and friends and memberships in social clubs and more.
Esteem needs: These needs are concerned with self respect and self esteem which are economic
driven needs of every individual. The individuals need a recognition in the society and with
confidence.
Self actualisation needs: It describes when the individual holds its full potential. This needs
involve education, skill talent in order to improve their overall performance and capability as an
individual.
Unilever should use Theory X and Theory Y ,as the company have its operations at large
level and it is impossible for the company to fulfil the needs of every individual hence it is
suggest-able for the organisation to conduct a sample study of the employees working in
organisation whether they remain motivated and contributed towards their work or not (Lussier,
2019). And based on that analysis the organisation can use any management styles to regulate the
efforts of the employees which helps in smooth functioning of operations to achieve growth and
success.
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M2 Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models.
There are various theories that are being implemented and formed to influence the
behaviour of various individuals at the workplace. These theories helps an organisation to
increase their productivity by engaging the efforts of the satisfied individuals towards the
organisation objectives (Makgato and Mudzanani, 2019). The individuals are the important
resources for any organisation and it is important to contribute towards satisfaction of their needs
by enabling them respect and dignity in the organisation and recognition of their performance
and efforts by the managers. By implementing the theories of Motivation by Unilever, helps the
company in achieving their targets effectively and efficiently and acquire a competitive
advantage in the market.
P3 Explain what makes an effective team as opposed to an ineffective team.
In an organisation there are various factors that may influence the efforts of employees
and subordinates. Teams are being created in an organisation in order to achieve a common goal
by engaging peoples of similar interest and fields. But due to lack of coordination and
cooperation between the subordinates that may lead to non completion of targets on objectives.
In order to know about effective and ineffective team a differentiation is done on various basis
which is as follows-
Basis Effective team Ineffective team
Understanding Goals Effective team have a proper ,
adequate knowledge and
understanding of their targets and
objectives which they need to
achieve and are being accepted by
all the members.
The team lacks a clear and
adequate knowledge of the goals
and objectives as all of them are
not efficient in their skills and
capabilities.
Members
Contributions
In an effective team all of them
remain participative and contribute
equally their efforts towards
achievement of the group objectives
(Mehmood, Nadarajah and Akhtar,
The members are not given
significant opportunities to express
their opinions and thoughts,only
few of them possess the authority
and they dominant the group which
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2021). leads in lack of motivation within
the individuals.
Conflict Resolution In this , all the members agree on all
decisions and do not show any sign
of disagreement on any issue which
helps the team to work together
without having any conflicts
between them which helps in
achievements of targets on time.
The non agreement within the
members are not being analysed
properly because of influence of
their leaders and inability of them
to solve the crisis in a manner that
will satisfy the members in order to
put their efforts in their
performance (Mitra, 2020).
Division of work In a effective team, all the work are
being assigned properly with proper
division of tasks between the
members which does not lead to
overlapping of the task being
assigned and helps the overall
individual to be clear and efficient
in their performance.
In an ineffective team, there is lack
of understanding and distribution
of tasks between the different
individuals which leads to non
completion of tasks on time.
Leadership This type of team uses a
decentralised form of power
distribution, whether there is no
leader to whom they need to report
and is accountable for their tasks
every individual are being delegated
with the tasks for which they are
responsible and accountable.
In this all the decision making and
power remains with the
chairperson. All the members are
accountable for their tasks to that
person. All the members are being
allotted the tasks as per the terms
and conditions of the chairperson
without giving any relevance to the
members and their interest.
Hence it is very essential for every organisation to have an effective teams in an
organisation which will achieve the organisational goals effectively and efficiently without any
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hindrances and problems (Raza, Qazi and Yousufi, 2020). In context to Unilever the company
should focus on giving emphasis on their superior and subordinates relations, an delegation of
authority between the subordinates as they are the individuals who are responsible to contribute
in the productivity of the organisation. For a big organisation like Unilever it is important to have
good interpersonal relations to achieve their organisational objectives (Sethib and Steyn, 2018).
M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams.
In order to develop cooperation between teams and group the managers and leaders of an
organisation uses various theories. In order to support the development of cooperation within
effective teams an analysis is done on Tuck man team development theory which is a model used
by the business leaders in order to build cooperation between the subordinates that helps a
company to have motivated and effective workplace which helps in smooth functioning within
an organisation for achieving objectives or targets. The model consists of five factors which are
discussed as below-
1. Forming: This is the first stage, everyone is being introduced to each other. The task has
been allotted to different individuals. This is a psychological process where the leaders
tends to communicate with all the subordinates to make a cooperative environment
between each other and make everybody known to each other.
2. Storming : This is the stage where actual work has been allotted to all the individuals.
This is the stage where egos may start to show and temper may flare where work started
to put burden on the employees.
3. Norming: This stage involves where all the individuals engage in harmonious working
practices. There are few overlapping of work and all the members are dedicated to
perform their task significantly.
4. Performing: This level increased strategic awareness. There is no interference of leaders
in performance of the subordinates. All the team members are delegated with authority to
perform the tasks efficiently for achievement of common objectives (Turaev, 2020).
5. Adjourning: At this stage, team members are ready to terminate the operations due to
significant change in team structure, membership or purpose of the operations has
changed. The organisation goes through a significant change in order to enhance their
productivity.
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P4 Apply concepts and philosophies of organisational behaviour within an organizational context
and given business situation.
In order to run the business operations and organisation different activities properly,
managers and leaders uses various theories and philosophies to regulate all the efforts of the
organisation and the subordinates. The different theories and philosophies are discussed below:
Path goal theory of Leadership:
It is developed by Martin Evans and Robert House (Zarei, Pourghasemian and Khalessi, 2019).
It is based on the attitude of the leaders which may impact the behaviour , satisfaction and
motivation of employees .It is based on the fact that the individual will react based on the
expectation of the desired outcome. This theory suggests that the efficiency of the employees
depends on the way leaders directs the actions of the subordinates which boost the morale of the
employees to achieve the objectives or goals. In context to Unilever, the company should focuses
on managing the efforts of their diverse workforce with effective control and management skills
of their leaders which helps the organisation to achieve their goals.
There are 4 types of leadership styles under Path goal theory of leadership which are discussed
below- Achievement oriented: The leaders focuses on setting challenging objectives for their
employees. The leaders puts efforts to encourage the employees by switching their work ,
making them comfortable, Independent to improve their overall performance in order to
achieve the organisation objectives. In context to Unilever, it will help the organisation to
regulate all the efforts of their workers towards achievement of goals by making their
workers more competent and capable by upgrading their knowledge and skills. Directive path-goal clarifying: This leadership style focuses on making actions plans for
different jobs of the employees which helps them to be clear of their tasks. The leadership
style makes different objectives which need to be achieved with directive actions. The
purpose of this type of leadership is to reduce the ambiguity in job performance and work
(Gallego-Nicholls and et.al, 2022). It also focuses on providing rewards and promotions
and incentives to their employees which improves their performance and capacity .In
context to Unilever, It is essential to direct the efforts of different employees which helps
the company to eliminate the unproductive efforts of the workers and making their
actions more productive.
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 Supportive: The leaders focuses on providing well being and needs of their employees. It
helps the workers to feel pleasant and comfortable by offering them friendly and
cooperative environment, by supporting their development and growth by providing
training(Smithson, 2021). This all initiatives will help to boost the employees motivation
which helps in achieving the targets effectively. In context to Unilever, it is essential for
the company to focus on the needs and well being of the employees as they are an
essential resources for an organisation to achieve goals and increase their productivity.
 Participative: This type of leadership style focuses on engaging and allowing the
participation of employees in various decision making of any organisation. The decision
making may be related to the work or any other purpose. This leadership style help the
employees to contribute their ideas and thoughts which increases their motivation and
confidence. This will encourage the employees to contribute better performance at work.
In context to Unilever, to boost the morale and motivation within their employees in
order to maintain healthy relations within managers and subordinates to achieve
organisation growth and success in the marketplace.
M4 Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.
With the application of Path goal theory of motivation, It is concluded that the top leaders
and managers should put efforts in order to motivate the workforce. It is very important for the
organisation to fulfil the needs and preferences of the employees as these are responsible for the
successful implementation of goals and to increase the productivity of organisation. For
Unilever, a big organisation it is essential to put all the efforts and measures to enhance their
capability by providing adequate knowledge and training constantly and also providing them
with the opportunities to participate in decision making(Chapman, 2019). These all efforts helps
Unilever to achieve their targets and acquire a good market share.
CONCLUSION
From this report it is concluded that organisational behaviour impacts the overall
functioning and different operations. It is of significant importance to understand all the concepts
relating to organisation functions and operations which helps to increase the productivity and
achieve targets. This report will include the various culture, politics and power that impacts the
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functioning. It also includes the different motivational theories which are being applied by the
leaders and managers to boost the motivation and capacity of employees and the factors that may
impact the performance of the organisation. Lastly it includes the various leadership theories and
styles which leaders uses to increase the efficiency and to manage cooperation between the
employees and subordinates.
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