Influence of Culture, Politics and Power on Organizational Behaviour

This report examines the influence of culture, politics and power on team and individual behaviour and performance in organizations. It also explores content and process theories of motivation and effective team dynamics. The case study focuses on Primark, a leading UK retailer.

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P 1 Culture, politics and power and its influence over team and individual behaviour and their
performance............................................................................................................................3
P 2 Content and process theories of motivation.....................................................................6
P 3 Effective team as opposed to ineffective team.................................................................8
P4 Concepts and philosophies applied in organizational behaviours:..................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisational behaviour refers to the study which is conducted to examine the behaviour
of individual and group regarding attaining the task in the organization. Thus, the main aspects
of conducting this study is to determine the criteria which the employees carry at work place and
also the strategies and techniques which they used to accomplish the activity. Through this
manner, it helps organization to build the strong relationship with their staff members and also
fulfil their needs and demands in better way (Organizational Behaviour: Definition, Importance,
Nature, Model, 2017). Present report is based upon the company which is considered to be one
of the best-selling quality products in UK and that is Primark. They deal in wider range of
products relating to the accessories, clothing, cosmetics and other occasional products.
This report will carry the matters relating to examining the influence of culture, politics
and power on the behaviour of employees in the organization. It also covers the aspects relating
to strategies to motivate individual and team to achieve goal. Further, it reflects the matters
relating to understanding the matters regarding how to co-operate effectively with others. At last,
it covers various theories and philosophies of organizational behaviour which is implemented on
particular business situation.
MAIN BODY
P 1 Culture, politics and power and its influence over team and individual behaviour and
their performance
For the success of the company it is very necessary for the Primark to have a good
balance between the culture, politics and power. This is pertaining to the fact that if all the three
things will be stable within the company then it will have a positive impact over the productivity
and profitability of Primark. The application of culture, politics and power and its influence over
adapting to changes and the performance and behaviour of employees is as follows-
Culture- This is defined as the atmosphere or the environment which is being created
within the company and in which the employees work (Lindebaum and Geddes, 2016). For
maintaining a good culture Primark uses the model of Handy culture model. This model is
applied in following manner-
Power- This is the first culture which Primark can apply to maintain discipline in the
culture of company. Under this culture, all the power to take decision is in the hands of only a
few people and no other person or their review is included in the decision making. When the

employees do not agree to any decision then the management can enforce power on them and
make them agree. This type of culture has a negative impact over the performance and behaviour
of employees and team (Podsakoff, MacKenzie and Podsakoff, 2018). This is pertaining to the
fact that the employees will not like the strict environment and too many regulations and rules
imposed on them. Thus, this will reduce their productivity and motivation and will not like to
work in such culture where their views are not entertained. For instance, if power is in only
hands of top management then this will demotivate other employees of Primark to work in
effective manner.
Role- This is the type of culture in which the employees are delegated with roles and
responsibility in which they specialize and have interest. This is a better culture because here the
employee works in which they are best. The impact of this type of culture over the performance
and behaviour of employees of Primark is positive because here the employees get that work
only in which they are expert (Handy and Loscalzo, 2017). But in some cases, this can also have
a negative impact over the working of employees because by doing a monotonous work for long
they become bore from that work and want to do something new. For instance, if the role within
Primark is clearly defined than every employee will know what they have to do and this will
ensure clarity of roles.
Task- This is a type of culture wherein the main focus is laid on the team work and not
focusing on individual working. This is majorly promoted because of the fact that team work
brings in better and effective working. However, this is because of the reason that in team many
different employees work on a same project and this involves brainstorming of many people in
order to accomplish same and single objective (Neumayr and Handy, 2019). Thus, this increase
the morale and productivity of employees. Hence, the impact of this culture is positive as the
employees work in more effective and efficient manner. For example, if Primark will give more
team task than the employees of company will perform the task in more effective manner and
this will increase the productivity of company.
Person- Thus, here they mainly focus on the accomplishment of their individual goal
rather focusing on the goals of the company. This culture has the negative impact over the
productivity of the employees as they are will just work for their own goals and will not focus on
the organizational goals. Thus, because of this the overall productivity of Primark will decrease
(Megheirkouni, 2017). For example, this is a good culture as here the employees of Primark aim

at attaining the personal objective and in order to attain that they automatically achieves the
organizational goals.
The culture most preferred and used by Primark is task culture because this culture
promotes effective team work and this fosters the productivity of the company. Also, this has a
positive impact over performance of individual and team worker as in team the work will be
managed in more organized manner.
Power- The power is defined as the authority to take the decisions within the company. If
the major power is among a smaller number of people, then the decision- making will be
effective. For managing the power within Primark, the French and Raven model of power is
being used. In accordance to this model the power is divided into different basis that is positional
power and personal power. The positional is the one wherein the employee of Primark gets the
power because of their position within the hierarchical structure. On the other hand, the personal
power is the one which is enjoyed by the person because of their knowledge and expertise
(Chun, Cho and Sosik, 2016). The positional power is legitimate, reward and coercive power and
the personal power is the expert and referent power. Both the positional and personal power has
a positive impact over the behaviour and performance of individual and team behaviour. This is
majorly because of the reason that both the power will be exercised in direction of achieving the
goals of the business. The personal power is more preferred by Primark because this is gained by
level of knowledge of person (Raven, 2017). Thus, this will motivate the employees of Primark
to get this power and for this they will work up to their maximum efficiency. This is applied
within the business as if focus will be more on personal power then the employees will work
more effectively as this will motivate the employees in order to get positional power.
Politics- This is defined as the informal or the unofficial meeting or taking which takes
place at Primark wherein the employees talk relating to any of the topic either connected to
company or not. The politics have a great impact over the performance and behaviour of
individual and team within Primark. It is so pertaining to the fact that if the politics is high within
the company then the employees will have low interest in the working of company (Kuruku and
Stephen, 2018). rather they will be more concerned in gossiping and talking about topics which
are not related to the growth and working of company. Thus, this will negatively impact the
working of company and the performance and behaviour of individual and team. This is applied

within Primark and the company tries to reduce the organizational politics as if there is high
politics within workplace then the employees will not work in effective manner.
P 2 Content and process theories of motivation
Motivation refers to stipulating people to act in certain situation in respect of achieving
goal. It refers to the process which is mainly adapted by the leaders to motivate their employees
to attain the objectives within the set time period. To provide the right path, guidance’s and
training is given to the staff regarding setting their own targets and then plan strategies to attain it
within the particular time period (Fallatah and Syed, 2018). It is necessary in the organization to
motivate the employees as it helps in increasing the retention power and also resolve the issues
which arises between the employees. As Primark is the renowned company selling the products
with the best quality, but the sustainability of the company is determined through bringing
innovative ideas at work place. This helps in attracting the interest of employees for longer way
and also bringing changes in their working criteria (Tasselli, Kilduff and Landis, 2018).
Content theories of motivation:
In this theory, the individual needs and demand are undertaken and by conducting this
theory it helps in determining the strategies which is adapted by organization to motivate people.
In respect of Primark, this theory is mainly adapted regarding examining the procedure which
helps employees to bring changes in their working styles. Thus, it can be explained through
carrying the Maslow's Hierarchy Theory (Swanson and Kent, 2016). This theory is mainly
adapted regarding examining the human needs and it is carried with explaining the five stages as:
 Physiological needs: These needs are fulfilled by Primark through providing the basic
amenities to employees which results in increasing the chances of retention of employees
at work place. It is related to providing food, clothing, shelter or other basic needs which
retain their interest in business and also work with dedication and loyalty (Bishop, 2016).
In case of Primark, they can adapt this stage through providing the basic facility such as
food to their employees. By these aspects they are physiologically satisfied with their
jobs and bring more innovative ideas in business.
 Safety needs: In this, safety is to be undertaken through providing security in their job.
As during the period of recession, employees feel unsecured about their jobs and thus not
concentrate on their work allotted. Thus, through applying this need results in securing
their interest towards the business and also bring more productive results.

 Social belonging: Once the Phycological and safety needs are fulfilled, the next need is
the need of love and belongingness. This need is undertaken through carrying the love
and belonging at work place between the employees. As employees mainly demand
support from their team-mates and also appreciation from their team leaders to
accomplish the activity in better way (Ashton, 2019). Thus, Primark, provide the liberty
to their employees to take their own decision and also support from their leaders to attain
the task individually and also responsible to resolve such risk.
 Self- esteem: This need is mainly related to the self-respect which is demanded by every
employee at work place. It satisfied the needs of the employees regarding appreciate them
for the work accomplished and also provide rewards through undertaking such task in
better way (Neubauer and Martskvishvili, 2018).
 Self- actualization: The needs is to be judged through identifying the own potential to
accomplish the task with their own and also responsible, if any risk arises (Maslow's
Hierarchy of Needs Explained, 2020). In case of Primark, the employees are to be
personally capable regarding bringing innovative ideas at work place and also bring
strategies to retain the interest of customer towards the business for longer way.
Illustration 1: Maslow's Hierarchy of needs
Source: Maslow's Hierarchy of needs, 2020
In the end it can be evaluated that this theory is helpful in achieving goals of Primark
because here all the needs of the employees are satisfied and hence they will work in more

effective manner and will lead to attainment of goals. By applying this theory, resulting in
satisfying the needs of the employees in better way and also retain their interest through
providing the basic needs which helps in providing security at work place.
Process theories of motivation:
In this theory, the personal needs of the person are identified which is affected through
carrying their behaviour regarding pertaining to particular activity (Sanséau and Opoku, 2019).
Thus, in this case the motivation is undertaken depending upon the behaviours of the employees
and then only the strategies are to be imposed to attain the task.
Adma's equity theory:
This theory is maintained the relationship between performance and rewards in
comparison to others. In other words, an employee’s gets de-motivated by the job and employers
in case inputs are more than the outputs (Lloyd and Mertens, 2018). As per this theory, Primark
have effective chance to working with motivated people. In this management of company is
motivate to people and gathered effective outcome of work which is created positive working
environment. Individual make contribution for which they expect certain rewards. Through that
they are motivated and give hard contribution for achieving goals and objectives of Primark
company (Ho, 2016).
This theory helps in effective achievement of goals of Primark because of the fact that
this theory makes a balance between the inputs and the resulting output (Shiwakoti, Iqbal and
Funnell, 2018). This is because of the reason that the employees of Primark will provide their
maximum input and as a result the output will result in attainment of goals of business in
effective manner. It also helps in treating every employees equally and also equivalent policies is
applied to them to retain their interest in longer way.
P 3 Effective team as opposed to ineffective team
For Primark to be successful it is very important for the company to have effective and
efficient team so that every work is accomplished in the specified manner. The team is a group of
employees which are taken together to form a group and work in the same direction in
accomplishing the aim for which team is formed (Parker and Bindl, 2016). Hence, for this it is
very important for Primark to build an effective team so that the aims and objectives are
achieved in effective manner.

Basis Effective Team Ineffective Team
Discussion
All the member used to
effectively participate in
discussion (Ruiz and Hamlin,
2018).
Only few member or senior
member used to take part in
discussion (Hamlin and Patel,
2020).
Clarity of Goal
All the member in the team are
clear about different goal need
to be achieved by them
(Talman, 2018).
Members are not clear about
the goal which need to be
achieved by them in the
organization (Salmon, Stanton
and Jenkins, 2017).
Conflict resolution
There is disagreement among
the member, all the member
together makes the efforts to
overcome the conflict
(Driskell, Salas and Driskell,
2018).
In this team no step are taken
by the member of ineffective
team to overcome the issue
faced by different member
(Thomas and Harris, eds.,
2018).
In order to form the team Primark uses the model of Tuckman team development theory.
Stage Description
Forming At this first stage Primark decides the aim for
which the team will be developed. Further the
employees which are capable and having
skills to work on the aim of team will be
grouped together.
Storming This is the stage wherein all the selected
employees will interact with one another and
will brainstorm the different ways and
strategies which will assist the employees of

Primark in attaining the objective of team.
Norming In this stage all the rules and regulations for
the working of team of Primark will be
outlined. All the members of team of Primark
as to comply with these norms and regulations
for effective working.
Performing This is the stage wherein the team members of
Primark will actually perform the task in order
to accomplish the objective for which the team
was formed (Guillaume and et.al., 2017).
Adjourning In this stage the team is adjourned that is the
team is dismantled. This is majorly because of
the reason that the project for which the team
was formed has been achieved and due to this
the team is dismissed (Lee, Willis and Tian,
2018).
The Tuckman theory is very effective in creating a good and sensible team which only
focuses on the achievement of the goals of team. This is effective because here Primark chooses
the team member ion their own and because of this effective member are chosen who are capable
of doing work in effective manner. Also, another effectiveness of this theory is that as the
objective of team is accomplished the team is adjourned that is the team members will get back
to their original positions.
Just forming the team is not enough also, Primark needs to define the roles within the
team and for deciding the roles in effective manner company used Belbin team role. The Belbin
team role is a model which states that there are 9 different roles which can be followed within the
team of Primark.
Team roles Descriptions
Implementer Under this role the team member of Primark
plays the role of implementation. This is the
role where the intended strategy is being

implemented into practice so that the expected
outcomes are achieved.
Shaper This is a role which is played by team member
of Primark wherein they provide a direction to
the other team members so that the goals of
team can be accomplished (Kudret, Erdogan
and Bauer, 2019). The major role is to
motivate the other team members to work in
effective manner.
Plant This is a role wherein the team member of
Primark thinks in innovative and out- of- the
box thinking. The major role of planter is to
solve all the problem being faced by the
company (Page and Nilsson, 2017).
Monitor evaluator This is also a crucial role within the wherein
the monitor of team of Primark evaluates and
monitors all the working that is whether the
working is going in the same manner as
intended or not.
Resource investigator This is a role in which the person of team of
Primark is responsible for managing all he
resources which are required in order to
achieve the goals of the business.
Team worker This is a role which is played by the people
within team of Primark as the team worker
and here they perform the work which is
required to be done in order to accomplish the
aims and objectives for which the team is
formed.
Coordinator This is an important role in Primark team as
this person tries to coordinate each and every

activity within the team. Thus, this is the most
crucial role as this ensures that every activity
is going in sync with one another.
Specialist Under this role the person within the team are
having special knowledge and expertise which
will help the other team members in
effectively work in proficient and effective
manner (Knight, Patterson and Dawson,
2017).
Complete finisher This is also an important and most effective
role within the Primark as the person
performing this role ends the task for which
the team was formed. Also, the finisher
ensures that the work which need to be
completed is done with maximum efficiency
and highest standards of quality.
The Belbin team role theory is effective for success of Primark because of the reason that
this theory helps the company in effectively deciding that which role will be performed by which
team member (Cunha and et.al., 2020). Also, the duties of every role are determined in advance
and this makes sure that the person knows beforehand that what work they have to do. This
ensures that the productivity of the company increases.
Also, there are some skills and factors which supports the effective team working. The
major skills required for effective team work in Primark are time management, proper
communication, coordination, decision making skills, resolving conflicts, problem solving,
balancing between the personal goals of team members and the overall business goals.
P4 Concepts and philosophies applied in organizational behaviours:
In context of managing the business situation, various philosophies are implemented in
business for smooth working. As Primark is engaged with large number of employees carrying
the business at larger level, thus it faces various consequence in respect of managing the conflict
arise between employees or regarding providing training to staff in respect of new technology are

adapted. Contingency theory and path goal theory are the two basic theory which is adapted by
the managers and leaders in respect of retaining the interest of employees through motivating
them to attend such task. It also results in applying their skills and knowledges to bring creative
ideas in business. Thus, these can be supported with the situation which arises in Primark
organization as:
Situation one: In case of Primark the major issue faced are adapting to new changes such as
techology, managing employees and changes in the working style of employees. As company
decide to bring changes in their working strategies and make new scheduling to the employees to
work according to the set directions. (Gagné, Deci and Rya, 2018).
Solution: In this respective case, leaders can apply the contingency theory as in this theory they
are prepared with the situation which arise any time regarding making changes in their working
criteria. Thus, they motivate their staff to work as team so that new ideas are developed and also
the chances of risk are reduced. In this situation, leaders apply the contingency theory regarding
examining the employee’s capabilities to accomplish the task and also helps them to attain such
task in different procedure. So that the task is to be completed and also productive results is to be
determined (Deery and et.al., 2017). Contingency theory mainly arises in case of unpredictable
situation and in case of leaders they are ready with their back up plan. So that they maintain the
continuous flow of productivity in business and also motivate employees to maintain confidences
in completing such task.
The advantages of applying the contingency theory is that it changes as per the situation
arise in business and the disadvantage of this theory is that if leaders not carry sufficient
knowledges to attend the activity or not predict the future issues, then this theory is not useful.
Situation two: During the regular productivity of goods in Primark, If the issues is raised
regarding producing the eco-friendly products in market and also the demand is raised regarding
bringing innovative ideas in the existing products. In such aspects, the role of leaders is
determined through adapting the theory regarding motivating the individual and team to bring
new and creative ideas at work place.
Solution: To resolve this issue in organizational behaviour, path goal theory is applied in respect
of motivating employee and also examines their needs and wants regarding pertaining to
particular activity. Path goal theory refers to such theory in which the leaders are flexible and
changes their working styles depend upon the situation and also the capability of the individual

to attend the task. By adapting this theory, it helps in influencing the behaviour of the employees
and also their thinking regarding accomplishing such task. As every individual had different
perspective of attaining the work and also carried different knowledge and skill to present the
views and thoughts, thus by carrying the path goal theory by leader helps them in providing
flexibility to present the views in better way.
In this situation, by examining the high demand of the products which are eco-friendly
and also fulfil the needs of the customer, then leader had to choose the path goal theory in
respect for motivating the staff to bring innovative ideas at work place (Holmlund, Kowalkowski
and Biggemann, 2016). As employees are not easily flexible to bring changes in their style of
working but to gain profits to them, it motivates them to bring innovative ideas in business. It
depends upon the leaders to personally interact with every individual regarding providing
training to accomplishing the task and also minutely examines the work which is allotted to
them. Through this manner, they impose such strategies which fits for employees’ interest and
also, they motivate employees to provide productive results.
The advantages of path goal theory are that the ideas which is used by leaders is easy to
understand and flexible as per the situation. The disadvantage is there is too much dependency
on leader regarding managing the situation and in case of large number of employees working in
this project, it is difficult to manage.
CONCLUSION
From the above report it is concluded that managing the behaviour within the company
for its success. This is majorly because of the reason that if the organization behaviour is not
maintained in effective manner then the employees will not work in proper and efficient manner.
The current report stated that culture, politics and power play a major role in influencing the
performance of individual and team members. The underlying reason is that if culture is not good
then employees will not be successful and if the powers are in wrong hand then it can be misused
and this will not be liked by the employees.
Further the different motivational theories like Maslow need theory, Adam equity theory
and other was applied over employees of Primark to motivate them to adapt to different changes.
Next the team development with help of five stages of Tuckman team development theory was
discussed and was concluded that this is good way of forming team. For this team the roles were

decided with help of Belbin team role theory. In the end the path goal theory and contingent
theory was discussed and how it applies to different business situation was highlighted.

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