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

This report explores the influence of organisational culture, power, and politics on individual and team performance. It discusses the different types of power and their impact on employees. It also examines the role of organisational politics and its effects on productivity. The report further explores the concept of organisational culture and its influence on individual and team behaviour. The case study of Richer Sounds, a hi-fi equipment company, is used to illustrate these concepts.

Organisational Behaviour

Table of Contents
PART 1............................................................................................................................................3
LO 1................................................................................................................................................3
Influence of organisation culture, power, and politics on individual and team performance....3
PART 2............................................................................................................................................6
LO 3................................................................................................................................................6
Explanation of factors those make an effective team as opposed to an ineffective team, in
Richer Sounds.............................................................................................................................6
LO4.................................................................................................................................................9
Concepts and philosophies of organisational behaviour............................................................9
CONCLUSION.............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is stated as the study which is associated with behaviour of
individual and group of individual those are working in an organisation and helping that to
grow. Basically this is the reflection of behaviour of each and every individual those are having
direct impact over job structure, communication, performance, motivation, leadership and many
more (Antonakis and House, 2013). This is known as the study which is related with the manner
by which employees are behaving in an organisation as every individual is having there own
behaviour which may influence over performance of the business. This is helpful in
understanding various aspects such as motivating employees, enhancing working performance,
and maintaining effective relationship with employees. This report is associated with
organisational behaviour of Richer sounds which is selling hi-fi equipment including TV, Home
cinema, premium radio equipment and many more. The company was founded in the year of
1978 by Julian Richer and in current time the company is having more than 500 employees and
53 stores around the nation. This report includes influence of culture, politics and power over
productivity and performance of organisation and various motivational theories and philosophies
are also added in this report which are having high influence over working behaviour of Julian
Richer.
PART 1
LO 1
Influence of organisation culture, power, and politics on individual and team performance.
Organization's culture, power and politics has been influencing over individual
performance of team also. Such factors defines positive and negative impact which has been
impacting growth and development of an organization.
Influence of power on individual and team
Power reflects the authority that has been given by the company to the particular
employee (Chevallier and et. al., 2012). It has been used by the managers that influenced other
to perform their task and work in an effective manner. It includes several authority as like
provide rewards and appraisal as per the performance, make decisions for the betterment of the

company. There are different theories that are used by the Richer Sounds to influence the
behaviour of an individual and the team. These theories are as discussed below as:
 Coercive power- Under this it has been given that individual has been managing daily
activities of employees. For instance Richer Sounds assign power to mangers that has
been enhancing effectiveness over performance of individual.
 Reward power- This is that kind of power that has been given to those individuals that
provide rewards, appraisal, promotion, training and development. Richer Sounds has
been providing power over board of directors to reward employees as per performance.
For example a raise has been offered to employees with highest sales. So with the help of
getting incentives morale of employees can be boosted up.
 Legitimate power- Under this power is given according to experience and position of
employee. For example Richer Sounds has given power to CEO that makes proper
control and makes sure that rules and regulations is required to be followed by an
individual working in an organization.
 Referent power- In it power is been given over influencing behaviour of individual of
an organization. In this case Richer Sounds has dedicated the power to leaders and
further motivation is given to perform work in more effective and sheer efficiency.
 Expert power- It is the power that is assigned to those who has huge knowledge of a
particular field. For example Richer Sounds gave power to manger and has order to
manage various activities that is being performed in an organisation (Coccia, 2015).
 Informational power- This power is given to those who have that ability to manage the
information related to the financial reports. For instance Richer Sounds has dedicated
this power to CEO and manages reports that reflects image of an organization within
market.
 Connection power: This is the power which is used by leaders to get connected to their
teammates. This is used by leader in order to establish prominent connection with
subordinates. For example in the context of Richer Sounds this power is held by leaders
to enhance their accessibility.
 Moral power: Under this power leader influence other by their beliefs and behaviour.
For instance in the context of Richer Sounds with the help of this power leader tries to
build trust among their subordinates.

Influence of politics on individual and team
Organisational politics is defined as an internal activity which negatively affects the
performance level of employees as well as an organisation. As per Chanlat political behaviour
can be bifurcated into three divisions such as decisional, personal and structural. The
management of COMPANY needs to take proper actions and strategies to protect their
employees from engaging in any kind of politics. Here are influence of politics on individuals
and teams:
 Decrease in the productivity- It is clearly observed that those employees who involved
in organisational politics put less efforts and focus on completion of allotted task which
in results gets less outcomes than expected. For example, employees who notices others’
performance and their mistake instead of observing their own, makes negative impact on
performance of employees as well as productivity of an organisation.
 Spoils the Ambience- Politics at workplace causes conflicts and issues among
employees which negatively affects the working atmosphere of an organisation. It
damages the relationship of superior and subordinate which makes delay in achievement
of organisational goals and objectives (El-Maghrabi and et. al., 2018).
Influence of culture on individual and team: These factors are regarded as the aspect
through which value, norms of an organisation which are requisite to be followed by individual
working in the organisation. In the context of Richer Sounds particular culture is being
established by their management so as to control and manage their employees.
With the help of handy's typology model culture of Richer Sounds can be elaborated.
This model is helpful for the organisation to follow values and rules which are pertained. This is
being divided into four types which are elaborated as under:
 Power culture: This is given to those superiors those are having centralised control over
employees. In the context of Richer Sounds very less employees are given this power.
The major use of this power is exercised by experienced people so as to intensify overall
performance of the organisation.
 Role culture: This is associated with execution of roles and duties which are given to
employees. In the background of Richer Sounds managers are playing major role of
assigning roles and responsibilities to employees on the basis of their skill set and
knowledge.

 Person culture: Under this culture appraisal of employees are dependent on their talent
showcase and involvement. For Richer Sounds this culture is helping employees to stay
motivated and share new and distinct ideas in order to attain overall competitive
advantage for the company. These opportunities are given to talented pool so as enhance
their positive impact over organisational success (Ghoddousi and et. al., 2014)
 Task culture: Under this prominent focus is rendered for motivating and influencing
employees so that best outputs can be attained from them. For Richer Sounds the
company is highly emphasised on enhancing productivity and for that they are
maintaining team spirit so that to make effective path of
LO2
Evaluate how content and process theories of motivation and motivational techniques, enable
effective achievement of goals in an organisational context
Content theory of motivation: In this theory change in human needs has been focused
with various factors in which organization has to motivate employees. Richer Sounds uses this
theory to motivates its employees and enhance their ability in order to again goals set by
organization. Some theories have been explained as follows:
Maslow's theory of motivation: This theory is based on motivation can be achieved by
fulfilling basic needs. For this a pyramid has been formed that has five levels which can be used
in Richer Sounds in order to attain high employee satisfaction and the same are explained as
follows: Physiological need: It is the first step that includes air, water, shelter, food and cloth by
providing these needs to employees of Richer Sounds high involvement can be
enumerated.
 Safety need: Under this finance, health, wealth and stability is focused on.(The
Hierarchy of Human Needs: Maslow’s Model of Motivation. 2018. These needs
fulfilment can be helpful for Richer Sounds in order to draw high employee retention. Social need: In this relationship and emotions like friendship, love, family is considered.
By fulfilling these needs employees of Richer Sounds can establish their social
standards.

 Self- esteem: This means self-respect and worth of individual is focused on. By attaining
these needs employees associated with Richer Sounds may enhance their level of
confidence.
 Self-actualisation: It is based on belief that everything and anything can be done by
them.
Richer Sounds is going to use this theory to motivates its employees and fulfil needs in
constructive manner which makes confidence to be developed within employees.
Herzberg's two-factor theory of motivation: This defines that different factors is there
which affects workforce by gaining satisfaction and dissatisfaction. Herzberg's has included two
factors and they are explained as follows:
 Hygiene factor: Hygiene factors involve environment and other scenario that exists in
an organization. There are creating physiological needs that have to be satisfied of
employees. In this payment. Working conditions, job security, policies of company, rules
and regulations with interpersonal relationship, status symbol and benefits are included
in it. In the context of Richer Sounds these factors are helpful for their employees to
manage their social standard and attain job security for higher time.
 Motivation factor: This factor is there to create positive impact over an organization
and leads towards improvement of employee’s performance by building strength and
confidence. Also bonus perks and promotion is included to motivate employees. These
factors within Richer Sounds is helpful in order to intensify performance of their
employees in direct manner which may lead in boosting organisation performance as
well.
Richer Sounds uses this process for motivating employees as they think that employees
are focused upon it that makes effective result to be achieved.
Maslow's theory is to be used by Richer Sounds as it includes proper steps that makes basic
needs to be fulfilled with performance enhancement that makes development possible.
Process theory of motivation: This theory involves around how individual's behaviour
change as per needs that makes goals to be achieved of an organization. Some process theory of
motivation to be used by Richer Sounds to for achieving goals are as follows:
Vroom expectancy theory: Vroom expectancy theory is refereed as change taking place
in individuals behaviour motivating towards goals achievement. Vroom set of performance is

changed as per skills, knowledge, ability and experience. In motivation Expectancy deals with
effort that has been leading over performance that is affected by right job, resources for
supporting to do job (Kasemsap, 2016). Instrumentality is that impression which shows that
output is dependent over performance for receiving outcome. Valence dealing with rewards after
performing task and get desirable outcome.
Richer Sounds is to be benefit from this theory in a way that it motivates employee by
giving them rewards as per their performance and employees effort.
Goal-setting theory: Goal setting theory involves formation of development plan that
leads over motivating person to reach goals. In this goal is given direction for performing task
and evaluating needs that makes goals to be accomplished. Under this various factors are
included and they are as follows:
 Self-sufficiency: It is self-potential of person that is related over performing and is
dependent over belief, confidence and spirit of individual to be reflected by
accomplishment of goal.
 Goal commitment: Goals and dedication of individual has to achieve targets towards
making goals to be achieved by increasing overall achievement of an organization.
Richer Sound this process to motivates the employee as if people know the goal then
they are more focused and committed towards the target as it clears the path of success which
leads to the effective result to achieve the goal.
Richer Sound should use Vroom expectancy theory in which effective results has to be
gained as per performance. This motivates employee and attain outcomes in effective manner
which makes performance enhancement possible.
Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.
Richer Sound Maslow's theory of motivation and Vroom expectancy theory is there to
motivate employees working in Richer Sounds. Maslow's theory helps in fulfilling of basic
requirements of employees and make goals of Richer Sounds to be achieved. Vroom expectancy
theory deals with outcomes and performance reward term has to be gained accordingly with
effort of individual to be achieved. This helps Richer Sounds to make motivation theory of
individual's performance to be highly enhanced in prominent manner.

LO 3
Explanation of factors those make an effective team as opposed to an ineffective team, in Richer
Sounds
Effective team: Team is defined as group of people those are working collaboratively in
order to attain set goals and objectives at individual and organisational level. Effective teams are
defined as the ability by which team are making efforts in order to understand goals and
objectives in prompt manner so that path can be made efficiently. The major constraint of
effective team is confident employees so this is helping employees to enhance morale and obtain
high degree of focus towards organisational working. Effective team is known as the team
which is having robust beliefs and faith within members and they understand information given
by their team members in easy manner so that collaborative working can be drawn in order to
accomplish overall goals and objectives. In the context of Richer sounds with the help of
effective team they can acknowledge efforts in order to attain goals and objective in sufficient
manner.
Characteristic of effective team: Effective team is having various characteristics due to
which team is specifically identified. Here are some characteristic which are possessed by
effective teams are explained as under: More focused: All the members of team which are working together in order to attain
goals and objectives are highly focused and are dedicated to their team in very effective
manner (Nuttin, 2014). Team members of effective team are highly dedicated to their
given task and they enumerate their overall focus so that each and every activity can be
tackled in prominent and correct way so as to draw high organisational performance. For
Richer Sounds more focused team is helpful in attaining goals and objectives of the
organisation in early manner. Clear goals: Effective teams are having clear goals which intensify team collaboration
and achievement of goals in timely manner. On the other hand in the presence of clear
goals high emphasise on goals can be enumerated by employees which leads in higher
productivity of employees. Similarly this eliminates any confusion of roles and their
execution which leads in higher productivity and persistence. With the help of effective
team Richer Sounds may eliminate any accumulation of confusion.

 Communication: Communication is defined as the most essential characteristic which
enable the individual to share their thoughts with another person. In effective team high
communication is being established by team members that lead them to avoid any
conflicts and confusion. Communication is the major aspect which is existed within
effective team and this helps the organisation to lead a path of success. By taking out
effective communication Richer Sounds may deal with their organisational goals in
prominent manner. Risk takers: The members of effective teams are risk taker and this is the reason that
effective team is more inclined towards target achievement and goal oriented. On the
other hand by taking high risk various options can be inhaled by the business to exhibit
success in effective manner (Qrunig and Qrunig, 2016). For Richer Sounds risk taking
could be beneficial as they can lead to new market heights in effective manner. Trust and believe: Another major characteristic of effective team is that they have high
degree of trust and believe on each other due to which it leads them to face effective
decision making and goals accomplishment. Similarly in the presence of trust and
believe collective decision can be taken which resultantly give rise to collaborative
results. This results for Richer Sounds in order to create environment of trust and
empathy due to which decision making process can be made easier.
 Mutual decision-making: Decision making is one of the major aspect which is
undertaken by effective team in collaborate manner. Decision making is the power which
is existed in effective team and this leads the organisation to take favourable decision
which could implicate in their success as well.
Factor of effective team: There are various factors which make a team effective and the same
are elaborated as under: Clear roles and responsibility: Members of effective teams are clearly understand their
roles and responsibilities which is helping the members and overall organisation to work
with more efficacy. This is the major factor of effective team within Richer Sounds
which is leading the company to understand their goals and objective in clear manner. Leadership: Leadership is defined as capability of leading personnel by assisting them
and giving proper direction. Leadership tends the Richer Sounds to take effective
decision by which aims and goals can be attained in prominent way.

 Clear objectives: All the members of team are having clear vision over objectives. This
is helping Richer Sounds to understand and link their performance to the prescribed
manner (Rowold, 2014).
 Learning and development: Effective team leads the organisation to learn and develop
various functions under which various targets can be achieved. On the other hand
learning of effective team leads Richer Sounds to develop their workforce to deal with
various organisational complexities in easy way.
Ineffective team: Ineffective team is defined as the team within which level of understanding is
low and team members are not able to work in proper manner.
Characteristic of ineffective team: There are various characteristic which are possessed
by ineffective team and the same are mentioned as under: Lack of trust and believe: Due to absence of trust and believe, confusion can be created
between team members which is the characteristic of ineffective team. On the other
hand, in the absence of trust the leader is not empowering their subordinates which lead
to generation of mismanagement within Richer Sounds. Lack of communication: Another prominent characteristic of ineffective team is lack of
communication. This is the major loop hole which is held in ineffective team due to
which high degree of confusion can be created and more complexities may arise in
Richer Sounds. Lack of commitment: Ineffective team members are not dedicated to their commitments
and this is the reason by which negative results can be obtained as collective result by the
team. Lack of commitment is having negative implications on goal attainment and
understanding behaviour of employees (Shepard, Penuel and Pellegrino, 2018).
 Uncleared objectives: In the absence of clearly defined goals unbalanced environment
can be created within working culture in Richer Sounds.
Factors of ineffective team: Some of the factors are there which are existed within
ineffective team and the same are elaborated as under: Poor time management: The major factor of an effective team is poor time management
which leads the organisation to face delay in completion of tasks. Ineffective team is not
having sense to manage which leads Richer Sounds to face various complexities.

 Ineffective interaction: Lack of Interaction and coordination between team members
build ineffective team thus bring negative result.
Difference between effective and ineffective team:
Effective team Ineffective team
Objectives Cleared and focused towards
objectives
Unclear objectives
Management Well defined and proper channel
Roles and responsibility Cleared towards roles and
responsibility and creates better
workforce.
No one understand the roles and
responsibility and that create
uneven environment
Communication better and effective communication No communication
Belbin theory: Belbin states that each individual has its own behaviour and with that
they have set functions and roles in a team. By knowing the individual role in a team it leads to
develop the strength and analyse the weakness which affects the performance of the team.
Belbin team roles are the different roles of the team which is performed by the individual and
that collectively turns to enhance the team performance (Tengtrakul and Fernando, 2016). There
are some Belbin team roles these are as follows as:
 Team worker: Team worker is defined as the person who is responsible for handling
each and every situation in effective manner. Team worker is helping every organisation
to enhance their performance so that goals and objectives of Richer Sounds can be
accomplished in every composite situation as well. Team worker is taking prominent
decisions which are having direct implications over team performance.
 Coordinator: Coordinator is the person who is managing the team and helping team
members in varied situations by which employees can be clear regarding their task, roles
and responsibilities. Coordinator is possessed with characteristic of calm and confident
which helps them to control their team in more significant manner within Richer Sounds.
 Specialist: Specialist is the person who is having deep knowledge of varied situation and
handling them in sufficient manner. Specialist is highly committed to their goals and they
are having critical mind to provide solution of each problem.

 Implementer: Implementer is the person who is having capability to make robust and
best strategy so as to take decision regarding team. Implementer is the person who is
having calibre of changing idea into practical implementation.
LO4
Concepts and philosophies of organisational behaviour
Path goal theory of leadership- It guides an organisation to adopt suitable leadership
styles to maintain a healthy working environment and employee relationship. The main aim of
applying this theory is to increase productivity of employees by motivating them. It contributes
maximum support in the achievement of organisational goals and objectives within pre-
determined time period (Vance, Siponen and Pahnila, 2012).
Using such theory directs an organisation to make beneficial decision for its employees
and maintain a healthy work culture. It brings motivation among employees to perform well.
Richer sounds can use participative leadership style that direct management to get views and
opinions from their employees before decision making process.
Classification of path goal theory-
Employees characteristics- It assist employees to acquire knowledge about their
specific skills and knowledge so as to complete allotted task in more effective and efficient
manner. The management of Richer sounds must motivate its employees to identify their own
skills and abilities through conducting learning programs at workplace.
Task and environmental characteristics- It mainly emphasis on identifying the major
issues faced by employees while performing their respective task. It helps management of
Richer sounds to identify the problems that restrict their employees to perform better and resolve
them in best possible manner. Failure in resolving issues by Richer sounds makes delay in
achieving desired goals and objectives.
Leadership styles- It assists leader or manager to give proper guidance and direction to
their employee so as to bring maximum possible outcome from their allotted task. Following are
the leadership styles that Richer sounds can adopt according to the different situations:
 Participative style- It offers employees to provide views and opinions from their
employees with a motive of undertaking under decision making process. It brings
motivation among employees to bring out new and innovative ideas which brings

competition among them to show their skills and support management in making
better decisions.
 Directive style- Under this style, leader restricts employees to take their decision on
their own as leader bind them to follow decisions and plans made by him/her only.
Failure in getting desired result from employees may get punishment in form of
deduction of salary and vice-versa (Wong, Ormiston and Tetlock, 2011). Thus, it
demotivates employees to present their ideas and skills whereas on the other hand,
possibilities of tackling contingency situation are higher due to taking quick decision
without getting views from employees.
Barriers to Theories
Resistance to change: The major barrier within an organisation in order to adapt theories are
resistant behaviour of employees for accepting change. This may create confusion and mis-
management within Richer Sounds due to which path of goal attainment can be full of
complexities.
Contingency: There are various situation in an organisation in which leadership style is required
to be changed as according to the faced complexities. This provides barrier for leadership
theories to attain prominence in decisions and their management as well.
CONCLUSION
It can be concluded from the above discussion that working behaviour of employees and
working environment are very much important to maintain in order to achieve desired goals and
objectives. For this, the management plays an important role in applying several theories in
context of culture, power, politics, motivation etc. These all concepts are important to consider
as it decides the performance and productivity of employees as well as an organisation. Apart
from this, Path goal theory is also beneficial to apply as it helps an organisation to guide and
lead the employees with more effective and efficient way.

REFERENCES
Books and Journals
Antonakis, J. and House, R. J., 2013. The full-range leadership theory: The way forward. In
Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary
Edition (pp. 3-33). Emerald Group Publishing Limited.
Chevallier, and et. al., 2012. The social motivation theory of autism. Trends in cognitive
sciences 16(4). pp.231-239.
Coccia, M., 2015. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. Coccia, M. (2014)‘Structure and organisational
behaviour of public research institutions under unstable growth of human resources’,
Int. J. Services Technology and Management. 20(4/5). p.6.
El-Maghrabi, M.H., and et. al., 2018. Sustainable development goals diagnostics: an application
of network theory and complexity measures to set country priorities. The World Bank.
Ghoddousi, SL and et. al., 2014. Mapping site-based construction workers' motivation:
Expectancy theory approach. Australasian Journal of Construction Economics and
Building, The.14(1). p.60.
Kasemsap, K., 2016. The role of knowledge sharing on organisational innovation: An integrated
framework. In Business intelligence: Concepts, methodologies, tools, and applications
(pp. 406-429). IGI Global.
Montague, A. and Jones, D., 2017, October. Identifying barriers to effective communication
between individuals with MS and healthcare professionals: a global survey of MS
healthcare professionals. In multiple sclerosis journal (vol. 23, pp. 639-639).
Nuttin, J., 2014. Future time perspective and motivation: Theory and research method.
Psychology Press.
Qrunig, L.A. and Qrunig, J.E., 2016. Toward a theory of the public relations behaviour of
organizations: Review of a program of research. In Public relations research annual (pp.
37-74). Routledge.
Rowold, J., 2014. Instrumental leadership: Extending the transformational-transactional
leadership paradigm. German Journal of Human Resource Management. 28(3). pp.367-
390.
Shepard, L.A., Penuel, W.R. and Pellegrino, J.W., 2018. Using learning and motivation theories
to coherently link formative assessment, grading practices, and large‐scale
assessment. Educational Measurement: Issues and Practice, 37(1), pp.21-34.
Tengtrakul, A. and Fernando, M.S.C., 2016. Toward High Performance Organization using
Path-Goal Theory and Transformation Theories: A case Study of St. Louis School
Chachoengsao.
Vance, A., Siponen, M. and Pahnila, S., 2012. Motivating IS security compliance: insights from
habit and protection motivation theory. Information & Management. 49(3-4). pp.190-
198.
Wong, E. M., Ormiston, M. E. and Tetlock, P. E., 2011. The effects of top management team
integrative complexity and decentralized decision making on corporate social
performance. Academy of Management Journal. 54(6). pp.1207-1228.
Online

The Hierarchy of Human Needs: Maslow’s Model of Motivation. 2018. [Online]. Available
through:<https://careerprocanada.ca/maslows-theory-stands-today/>.