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

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance..........................................................................................................3
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.........................................................................7
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context...........................................7
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.....................................9
P3 Explain what makes an effective team as opposed to an ineffective team.............................9
M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams............................................................................................11
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and given business situation..........................................................................................11
M4- Evaluation of how concept and philosophies of OB inform and influence within a
business situation.......................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour is systematic field of study that is concerned with what people
think, feel and do in and around organisation. It determines how employees interact with one
another inside an organisation and these interactions effect the behaviour and performance of the
organisation. It is used at every level of the organisation i,e,. top level (owners), middle level
(management), and low level (employees). Organisational Behaviour can be used to improve the
employee policies, staff performance, decision-making and even the organisational structure
(Khan, and et.al., 2018). This helps the managers to make better judgements specially in hiring
the right person for right position. Motivation is the another factor which influences the
productivity in the organisation, without it the organisation can experience poor output and
productivity which can lead to short fall in organisational goal. Unilever Plc, a strongest
company leading in manufacturer and supplier of fast-moving consumer goods, is headquarter in
London. This multinational company deals in 15 distinct categories such as fabric solutions,
home and hygiene, life essentials, skin cleansing, skin care, hair care, colour cosmetics, oral care,
deodorants, tea, coffee, ice cream & frozen desserts, etc. meeting everyday needs for nutrition,
hygiene and personal care with brands which helps people feel good, look good and get more out
of life. This report will include organisation's culture, politics and power influence individual and
team behaviour and performance (Shahid, Muchiri, 2018). This study will be on Unilever which
is currently a leading company in consumer goods.
MAIN BODY
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Organisational Culture – It is the combination of values, expectation and practices. In
every organisation, organisational culture is very important for performance and communication
between the employees. Employees should have positive attitude towards their work and their
leaders. A appropriate and cohesive that offers the employees a focus of identification, loyalty
and values can encourage the employees to perform well and give more output. It basically
describes the organisational actions by specifying the main objectives; methods of work; how
staffs should connect and address each other and how personal relationship should be conducted.

Every organisation has unique culture that it has developed with due time (Gillam, Cosford,
2021). The four common types of organisational culture are :-
 Power Culture – Under this culture, the organisational power lies in the hand of some
person and they enjoy that special privileges at workplace and delegates some of the
authority to their subordinates. As a result of that employees have to listen to their
employees and have no other choice.
 Person Culture - Under this culture, the employees feel that they are more important
than their organisation; they never value the organisation and the organisation using this
culture suffers in long term . Unilever does not apply this culture as its employees value
their organisations as well as their work.
 Role Culture – Under this culture, the organisation delegate responsibilities between
employees according to their specialisation, knowledge and interest. This type of culture
allows employees to bring innovative and new idea in the organisation.
 Task Culture – Under this culture organisation creates teams to accomplish a specific
task. Individual with different knowledge and ideas forms teams. This type of culture is
generally followed by designing and advertising agencies.
The Role culture could be suitable culture for Unilever as it is a big organisation with sustainable
environment and working environment. The development of Unilever is linked to its
organisational culture and the activities that the leaders have implemented gradually. Unilever's
organisational culture focuses on performance of individual and the organisation, quality of
output and efficiency of work through technology and other tools. Unilever can accomplish
improved information technologies. Such technologies can support the employees in all areas
that are customer relations, market research and internal coordination and corporation leading to
strengthen the company's culture of performance. The company with strong culture can improve
the organisation's chances of making profit and being successful in the marketplace (Hong, and
et.al., 2022). These various functions organisational culture indicates that without organisational
culture, an organisation cannot operate as it assist the organisation to achieve its goals.
Organisational Politics – It is the action taken by any individual or groups to gain power
and to secure the goals and outcomes that they personally desire. Generally, It refers to the