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

This report analyses the influence of culture, politics, power, and motivation on individual and team behaviour and performance in an organisational context. It evaluates content and process theories of motivation and their techniques to achieve organisational goals. It also discusses the concepts and philosophies of organisational behaviour within Tesco, a UK-based firm.

ORGANIZATIONAL BEHAVIOUR

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY ..................................................................................................................................1
TASK 1............................................................................................................................................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
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations...............4
TASK 2............................................................................................................................................4
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context......................................4
Theories of motivation...........................................................................................................5
Content theory........................................................................................................................5
Process theory.........................................................................................................................6
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models................................6
TASK 3............................................................................................................................................7
P3 Explain what makes an effective team as opposed to an ineffective team.......................7
M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams.........................................................................................9
D2 Critically analyse and evaluate the relevance of team development theories, concepts and
philosophies that influence behaviour in the workplace to improve business performance and
productivity...........................................................................................................................11
TASK 4..........................................................................................................................................11
P5 Apply concepts and philosophies of organisational behaviour within an organizational
context and given business situation....................................................................................11
M4 Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation........................................................................................................12

CONCLUSION .............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Organisational behaviour is defined as the study which is based on human behaviour which
include attitude, attribute, moral and perspective within workplace or any firm. It is also
analysing that it generally helps to provide the information which is well related with people
interaction and way of communication that they used within the organisation and firm. It is also
established that they play vital role in each and every person which is usually carried out the
population with the preference to achieve the aim of organisation. Organisational behaviour is
generally influenced by the term of manner and discipline which is usually include psychology,
engineering, sociology, financial and knowledge of population (Aguilar Vera and et. al., 2019)
(Aguilar, and et. al., 2018). In this report, the major discussion is based on the organisation
behaviour role within the firm. The report is gradually focus on the factor Tesco that established
in United Kingdom at 1919. Tesco have wide range of product with various of section such as
clothe, gadget, financial advisers and service and so on which is offered Tesco as per their
operation. Therefore, report usually discusses the cultural factor and power which influence the
individual and team behaviour and performance. Therefore, it is also analysed that content and
process theories of motivation and their technique is well use in order to reach the aim of firm
objective. At last, the discussion follows the context of concept, notion and philosophies of
organisational behaviours within a firm such as Tesco which is chosen as firm for better
understanding for report.
MAIN BODY
TASK 1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
An organisation is refer as set of institution that comprise of various activities to carry out for
profit and revenues. It majorly includes planning, organising, controlling of the individual that
show team according to the political and cultural behaviour. It is also referring as the
organisation that is well elaborate the effective team who can accompanied the goals and target
within proper timeframe. Various factor which is well influence the mind-set of employee which
is usually show some of aspect that is well related with manager of Tesco (Chopra, 2018)
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(Drury, 2018). The performance of employee in the Tesco usually applicable in order to make
improvement in proper manner. Influence of culture, politics and power on individual and team
that can discussed follow:
Culture: It is referred as the social form that can show the belief that include attitude, values,
religious and goals which is organisation that follow as according to environment. In this, every
organisation, there is different type of culture which show involvement in their working
environment. performance of employee which can be affected the work culture. In addition to
this, Tesco usually maintain culture that provide advantage to person as well as team. There are
various culture and it influence on the behaviour which is well mentioned below:
Handy culture
This theory was introduced by Charles Handy. Charles Handy is a famous philosopher.
As per this theory, the organisation has follow some of aspect that cover four type of culture
which is well discussed.
Power: In order to this, such type of culture and power is usually lies in the hand of some
registered person organisation. In addition, they also show major decision which is carried out
only those people which have to be followed by all remaining employee. Therefore, firm follow
this type of culture is well focus on the outcome that show decision making and better
coordination among employee (Flores-Parra and et. al., 2018). In addition, manager play vital
role or situation which show the delegate authorities that help to improve the performance and
motivate employee.
Task culture: In this culture, the firm used to focus on creation of team as well allow the group
which is comprise of various people to achieve task and simplified project. Team member that
they share the power according to knowledge and talent and also contribute their efforts which is
useful in order to achieve common goals. The culture is majorly concentrate on the outcome of
operation. They also influence behaviour of employee in positive way as it can follow them to
perform in field expertise.
Person culture: Employee is showing the culture that is focus on their goals rather than focus on
firm goals. As per this, employee usually enjoy their independence and freedom at the workplace
because of their professional knowledge and skills. Therefore, it is also analysing that
organisation follow some of culture which may deliver the logic of proprietorship to the
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employee. The feeling of accurate wellbeing which is effective to fulfilled in such type of
culture.
Role culture: In this type of culture, it is consisted with obligation, rules and various process
with the proper agreement. The organisation who usually followed such type of culture that is
well focus on hierarchy for delegation of authorities and show the proper responsibilities. In this,
such type of culture is well focus on boost the morale of employee as they can accept the
challenge and perform the task in the delegated way.
Hofstede culture
The theory is well introduced by Geert Hofstede. It is usually mainly focus on understanding of
varied culture across different countries (Lloyd and Mertens, 2018). They also influence of
culture is well related with individual which is follow:
Power distance index: It also state that the degree of power and inequality is well tolerated in the
present organisation. In this, the high distance of power is usually reflecting that culture which
help to accept the difference such power and inequality. Such culture is help to provide
importance to show the authorities and ranks.
Individualism and collectivism: It is usually focus on degree that is shared between society and
individual and dependence of each other. In addition to this, the individualism state that
employee is usually focus on the personal as well organisational goals. Whereas, collectivism
state that employee is usually focus on the collective as well group goals rather than individual
goals.
Uncertainty avoidance index: It is also referring as the tolerance of anxiety, ambiguity and
tolerance (Miao and et.al., 2020). High level of uncertainty is defined as risk taking and show the
number of uncertainties. As per this, the low index refers as the tolerance which is higher for
uncertainty.
Masculinity versus femininity: Such dimension is usually focus on the role and authorities
divided between the women and men. It is also recognised that sexual equality and behaviour in
the community and social group. The people with the help of masculinity specify some of the
assertive and wealth building and femininity indicate diffident and development.
Indulgence versus restraint: As per this, it is well analysing that it indicates society which
majorly include people who required in order to fulfil dream who overpower their essential and
relish fewer in their life.
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M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance
Every firm consist of culture, politics and power as according to their size and environment.
these factor usually prepare employee to focus on organisational goals along with individual
goals (Mullins, and McLean, 2019). Such factor contributed for employee to focus on the
organisational goals along with proper individual goals. It helps to enhance the confidence and
satisfaction level within the organisation and also promote the team work. In addition, it also
improves the confidence and satisfaction level of organisation and promote appropriate team
work for achievement towards the common goals.
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations.
Each individual has right to get equal rights and the associated authorities according to
the skills and relative experiences which impacts their working efficiently. There lies a mutuality
between culture, politics, motivation and related power that encourages the abilities of
employees in the organisation. The employee's behaviour majorly depends on the organisational
environment (Mullins. and McLean, 2019). The organisational behaviour can both be positive
and negative. To decline the negative influences, the managers can effectively implement and
promote motivational strategies to accomplish the desirable goals of the organisation. Politics,
power and culture of the work environment impacts the organisational operations with the help
of motivation. These are directly associated with the employees and supplies acknowledgements
to employees which thus encourages their success. It is vital for the organisation to motivate their
employees to accomplish organisational fecundity and their success. Motivational activities can
majorly decline the impact of political strategies that impacts the organisational growth and
success.
TASK 2
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context.
Motivation is a universal process that guides motivates, encourages, and initiates the
people to work for the predefined objectives (Nuckcheddy, 2018). Tesco utilises different
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motivational aspects for their employees so that they accomplish the organisational predefined
goals. Motivation entails two types and they are discussed as under:
 Intrinsic motivation: This states about to the tasks that are executed for self-satisfaction.
Here the employees are not found of any external factors as motivation comes from
within to fulfil the desirable goals.
Extrinsic motivation: Here, the employees accomplish their objectives with the aid of external
motivation (Olutoye, and Asikhia, 2022). Some of the instances of extrinsic motivations are
rewards, other incentives, salaries and associated bonuses.
Theories of motivation
Content theory
Maslow's hierarchy
this theory was postulated by Abraham Maslow in the year 1943. this theory entails five
levels of needs. Tesco efficiently satisfies the major 5 levels of the needs of the employees which
are mentioned as under:
Physiological needs: This is the very first need of the employees form the hierarchy. These are
vital for life as it involves air, water, clothes and food with a shelter on their heads. Tesco
provides the basic salaries to their employees that fulfils their physiological requirements (Omar
and et. al., 2019).
 Safety and security needs: The very second need is the safety and security of the
employees that consists of basic needs. These requirements are mandatory and each
employees requires a healthy and a safe environment to work properly as this entails their
mental health. Tesco renders job security to their employees by supplying them legal
hiring and other associated safety advantages such as life insurances which provides
stability to their employees.
Love and social belonging needs: Human being is social animal who requires effective
interaction with other people to share their thoughts and ideologies. It focusses a healthy social
kinship with other family members, friends and colleagues. Tesco efficiently provides a healthy
environment for their employees so that they make an effective communication with others
(Rehman and et. al., 2019). In addition, this reduces the stress and depression among them and
fosters a healthy environment with trust that aids the to perform well.
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 Esteem needs: After the above needs fulfilment, this need their respect, dignity and
reputation within the organisation. Tesco chiefly celebrates their employee’s
achievements to motivate their self-respect and provides them rewards with promotions
to encourage their esteem needs and future growth.
 Self-actualization needs: This is the very last need of the employees from the hierarchy
and is also difficult to satisfy as this differs from person to person. This refers to the
potential usage of the resources to live to their fullest. Tesco efficiently provides this
needs so that the employees fulfils the future growth.
Process theory
Vroom expectancy theory
This theory entails the selection of best choices that would foster the organisational
growth and bring forth organisational fecundity. This theory with best choices maximises the
pride at workplace. It believes the performances which is grounded on elements such as
experiences, abilities, personalities, and other skills. Variables of this theory are discussed as
under:
Expectancy: Organisations should mainly focus on the expectations and the confidence of the
employees as they possess varied expectations (Salaie and et.al., 2020). Tesco supplies varied
training sessions, resources and supervision to their employees according to their demands that
encourage them to accomplish objectives.
 Instrumentality: This states the mind-set of employees whether whether they receive
rewards regarding their performances. Tesco always ensures that that they are provided
with efficient resources and benefits that they have promised to their employees. This
aids in evolution of their performances.
 Valence: It is considered as the final result that each individual regards according to their
demands. Organisations should efficiently look into the needs of the employees so that
they are offered with rewards acceding to their wish.
M2 Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models.
Motivational theorise mainly aids the organisations to evaluate the demands which
majorly impacts the behaviours of the employees. Content theory states that each individual
requires the4 five level of motivation to attain dull satisfaction. In addition, the process theory
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entails every individual needs varies motivational factors and aspects to execute the different
tasks. Motivation is essential as this is the vital part of an individual and this bring forth
employee’s efficiency and their worth directing towards the organisational growth and fecundity.
Tesco always motivates their employees to effectively work by giving them rewards, incentives,
promotion and other bonuses (Sheedy and et. al., 2021).
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team.
To accomplish the organisational target, the organisation majorly built teams and group for
initiation of operations. Different group within the organisation majorly work together for
common organisational goals. Tesco efficiently promotes team work as this evolves the
coordination within the employees to foster the given task assigned. And this also fosters
the interdepartmental relations. Team work can majorly improve and solve different
organisational problems. Skilled employees are the assets who can majorly impact the
organisational operations by making effective decisions that are vital for the organisational
growth. This then leads to higher revenue progress. Effective team always implants trust
and loyalty towards each other and evolves the performances of the employees. The
difference between effective team and ineffective teams are discussed as under:
Basis Effective Ineffective
Concept Effective teams entail the
skilled, knowledgeable,
dedicated individuals who
work hard for their
accomplishment of
organisational growth.
Effective team members
perform in a formal manner
and take authorities and
responsibilities of the
organisation efficiently.
Ineffective team entail the
unfocussed person who are
immature, and the
employees dominate the
decisions taken by others.
These teams eventually
lacks team work and
coordination among
themselves and this creates a
conflict later in the
organisation.
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Contribution In effective team, the
employees contribute efforts
according to the expertise to
accomplish the goals of the
organisation. This will help
both organisational and
personal development. With
the aid of different expertise
aids, the organisation can
effectively accomplish their
goals and become more
successful.
Team members in effective
team do not generally give
attention on goals of the
organisation. They mainly
encourage themselves for
their individual work. They
lack coordination and
contribution. Tesco
generally faces issuances
with some of the employees
who do not tend to work
together and dominates the
team members. Tesco
effectively reforms their
policies to satisfy the
requirement of the
organisation.
Decision making Effective team members
help in better and effective
decision making which
outcomes in smooth
operation of the
organisation. With this the
organisation is benefitted
(Yoes, and Silverman,
2021).
Ineffective members lack
proper decision making
abilities due to their
informal behaviour within
the organisation. The4y
majorly implements the
decision that aids their own
growth and development
with organisational
fecundity.
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M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams.
Tuckman stage of group development theory was postulated by Bruce Tuckman in the
year 1965. This theory entails phases that are necessary for the organisational development and
growth. Tesco also effectively implement this theory which encourages effective organisational
working within the organisation. This theory can chiefly be understood as described the under:
 Forming: This entails the very first stage of the theory which binds the structure and puts
them efficiently in structured team. This mainly focusses on assembling and allocating
the tasks and employees them are carrying out the tasks accordingly. Tesco’s manager
entirely formulates the strategies that are carries out by their employees to foster the
organisational growth and fecundity with an effective brand development.
 Storming: This stage entails the combination of varied ideologies that is collectively
assessed to perform task. With this, the Tesco employees majorly tries of build-up
healthy relationship with the each other. There are many dominating factor that are seen
such as power, leadership, politics, and other structural issuances.
Norming: This phase settlement of the issuances and other conflicts with each other to
accomplish the organisational targets and their goals. Tesco leaders involves other employees to
make effective decisions that would result in more effective way to accomplish the
organisational tasks and objectives (Zboja and et. al., 2020).
 Performing: With this stage, the team members become more motivated, encouraged,
independent and confident. They feel motivated in making effective decisions. They also
tale responsibilities and authorities sincerely to accomplish the goals, targets in Tesco.
 Adjourning: This entails the very final stage of the theory which involves the
termination of the members and project. This also refers to outcomes of restless
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behaviours. Tesco majorly focusses on moving to next level that aids them in maintaining
the positive circumstances.
Belbin theory
This theory was postulated by Dr Meredith Belbin in the year 1981. This mainly focusses
on building of efficient team. In addition, the roles are formulated to carry out the success
and fecundity of the organisation and of the whole team. Tesco utilises this theory to operate
the operations that is effectively discussed as under:
 The monitor evaluator: Monitor evaluator formulates decisions, other plans, and the
procedures that are based on factual and realities. Tesco entail dedicated employees
and those who are focussed in their working of future planning. These employees
then eventually accomplish the higher positions due to their advanced skills and
critical thinking in the organisational operations.
 The specialist: This involves specialist who possess expertise in their respective
fields. They are capable of helping other employees in Tesco which require major
aids in their fields.
 The plant: This entails those employees who loves to work in isolation as they are
very creative and innovative in their expertise. Tesco entails such employees who are
efficient in possessing creative thinking skills as they are efficient in resulting higher
cost price revenues (Griffin and et. al., 2019).
 The shaper: Shapers are the extrovert employees within the organisation who aids
and supports the other employees in accomplishing the organisational growth, goals
and development. They tend to be very passionate about their performances and
forces others to execute their tasks well.
 The implementer: Such employees work in a precise structure and maintains the
very decorum in the organisation. Tesco employees are the implementers as they
bring forth positive environment for all the employees working in the organisation.
They are efficient backbone of the Tesco and they follow their work on made
strategies.
 The completer or finisher: Such employees are introverts and executes their task
according to the task and quality needs. They fulfil the perfection criteria efficiently.
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Tesco comprises some employees who declines the mistakes and completes the
deadlines with quality performances of their tasks.
 The coordinator: These employees are the experts in their communication and
interpersonal skills and they efficiently coordinate the other employees to accomplish
more in their won predefined goals.
 The resource investigator: Such employees are efficient in exploring new ideologies
and seek opportunities for their further development. Tesco is accomplished with
benefits from their employees as they create new business and mutual contacts with
others to foster the organisational growth.
D2 Critically analyse and evaluate the relevance of team development theories, concepts and
philosophies that influence behaviour in the workplace to improve business performance
and productivity
This plays a vital role in impacting the employee’s behaviour as this bring forth efficiency of
the employees within the organisation. This also assesses the negative derivatives with
associated hindrances in the process of organisational fecundities. These theorise efficiently
aids in better coordination among employees to foster the organisational work and their
functionalities. The employees are then accomplishing the execution of their better
performances. Development theories majorly entails the development of creative ideologies
and their innovation for completion of tasks. This majorly fosters the organisational
fecundity and employee’s dedication, trust towards their organisation and task. Theories
mainly builds up harmony and positivity towards the organisational environment which
majorly aids in creating a healthy and a higher revenue generation.
TASK 4
P5 Apply concepts and philosophies of organisational behaviour within an organizational context
and given business situation.
Path goal theory: This theory was implanted by Robert House and Martin Evans. This theory
brings light on the responsibility of the organisational leaders who provide support,
information, and other technological resources that aids in accomplishment of goals and
targets. This then further entails the three steps that are discussed as under:
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 Employee characteristics: Leaders of Tesco hugely focusses on the features and the
characteristics of the employees such as their skills, abilities, experiences and control to
recollect them. This enhances the satisfaction level of employees in the organisation.
 Task and environmental characteristics: This very step majorly emphasises on
obstacles that hinders the operation and the functionalities of the organisation. To decline
the effects, the Tesco manager takes on necessary actions such as creation of different
path (Balwant, 2018).
 Leader behaviour style: Leaders adapt their style of according to the necessities of the
environment. Tesco leaders should shape themselves that will improve and evolve the
performances of the employees.
M4 Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.
Concepts and philosophies aid in encouraging the skills and employee’s performances.
Tesco is aided with this in accomplishing the predefined targets. These philosophies aids in
understanding the behaviours of the employees and their communication with others. They
also tend to impact he4 culture, power, politics and powers of the organisation. Thus
philosophies aids in accomplishing the organisational growth and development effectively.
CONCLUSION
From the above report, it can be conferred that the organisational behaviour is the evaluation
of employee’s behaviours within the organisation. This majorly impacts the people
interaction with each other and also how they contribute to their organisational common
targets. This report entailed how the culture, power, politics impacts the performances of
employees. Varied theories and techniques of motivation aids in accomplishment of
organisational targets. Effective and ineffective teams are also the influential factors of the
organisation and development theories. Concepts and philosophies of organisational
behaviour and their impacts on employees are also the major organisational behaviour
influences on the employees.
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