Impact of Culture, Politics, and Power on Organizational Behaviour

This report examines the influence of culture, politics, and power on organizational behaviour. It discusses the impact of organizational culture on individual and team behaviours, as well as the importance of motivation and different motivational theories. The report also explores the difference between effective and ineffective teams.

ORGANISATIONAL
BEHAVIOUR
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Background of the organisation..............................................................................................3
The impacts of culture, politics and power on the behaviour of others.................................3
Motivational theories..............................................................................................................6
Difference between effective team and ineffective team.......................................................8
The concept of team development........................................................................................10
CONCLUSION .............................................................................................................................16
REFERENCES..............................................................................................................................18
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INTRODUCTION
Organisational behaviour is the study related to human behaviour in an organisation.
They understands the behaviour of people and their roles in organisation (Kitchin, 2017). They
are important in an organisation as they help in analysing the performance, job role and profits. It
helps the management in determining job satisfaction, motivation, performance, etc. This report
includes the impact of culture and politics on the behaviour of employees, motivational theories,
Team Development. These concepts help organisations in understanding human behaviour in an
organisation.
MAIN BODY
Background of the organisation
Samsung is a multinational company founded in 1938 in South Korea. Samsung's
organisational behaviour includes innovation and development. They focus on competitive
advantage and intense strategic growth. Their organisational behaviour helps in employee loyalty
and decisions in an organisation. It is important that Samsung should understand the behaviour
of employees as they help them in business growth and success.
The impacts of culture, politics and power on the behaviour of others
Organizational culture and the influence on organization behaviour
Organisational culture is the set of values, ethics, behaviour and practices that guides
employees in an organisation. It is the environment of an organisation which makes them
successful. Samsung's organisational culture give importance to the level of innovation. Its
organisational culture involve the tradition and values that are guiding the behaviour of
employees (Miao and et.al., 2020).
Power and Politics to influence the behaviours of individuals, team behaviour and
motivation levels, and performance of Samsung
The power of Samsung influences the behaviour of individuals as they will perform
better because they are motivated to achieve the goals and they will give their best to increase
profits for the organisation. The political factors of Samsung impacts the behaviour of teams in
an organisation as they are not motivated to perform as a team when the management is not
cooperating. The motivation level of the employees in Samsung is good as they have powers to
make the marketing strategy and will make the employees achieve profits. The politics within the
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organisations affects the business environment and make them not perform better. It creates
conflicts and they do not trust the organisation as they will feel that the management of Samsung
do not understand their needs and are influencing the power on them. The external environment
will be affected as Samsung is a big organisation and they have the power to influence the
behaviour of employees.
The work of Samsung should be profitable for the employees and others and should help
the society in providing better services. The policies and power should not affect their business.
Types of organization culture and their impacts
Types Positive impact Negative impact
Clan Culture- This focuses on
helping people in an
organisation and treating as
one family. There should be
communication and team
work.
It motivates employees and
improves team engagement. It
increases the contribution of
people in an organisation.
This makes the process in an
organisation lack in direction.
Adhocracy culture- The
employees are motivated to
make creative strategies and be
innovative.
It helps organisations in
increasing their profits and
make the employees motivated
as they are contributing in the
strategies of an organisation.
It creates pressure for
employees as they have to
contributes in making
strategies.
Market Culture- They focus
on making organisations best
in the market. They are
looking to compete and get the
competitive advantage.
The organisations are focus to
get the success and achieve the
business goals and profits.
It is difficult for employees to
manage as they are have a
competitive behaviour and
make strategies.
Hierarchy culture- They
follow the structure in an
organisation and understands
the internal factors of an
organisation (Wood and et.al.,
The authority and
responsibility in an
organisation is clear to the
employees.
It makes the decisions slow as
it has to go through levels and
it is difficult to make
strategies.
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2016).
Explain the importance of culture on individual and team behaviours and performance
Employees feel better and perform well when they feel that they are a part of a team
with business ethics and values. It reduces conflicts in employees and helps in making
strategies. It creates a good working environment for the employees. It increases the
productivity of employees as they will be motivated to perform individual and organisational
goal. The teams contribution in achieving organisational success will increase as
organisational behaviour is impacted by the businesses values and culture.
Recommendations for creating effective culture
It is recommended that Samsung should include it in its recruitment process that to
attract and select candidates with its organisational culture. They should integrate its
organisational culture with its performance management system so that they can increase
profits.
Explain organizational politics and the importance on individual and team behaviours
Organisational politics is an informal behaviour of employees to increase power and
influence the behaviour in an organisation. It is a skill of an employee to influence the behaviour
and it creates organisational politics. Effective organisational politics help in achieving success
and maintaining relationship with other employees (Pereira, Malik and Froese, 2017). It helps the
individuals to achieve their self-interest and helps the team to achieve their goals which is
difficult to achieve in a formal structure.
Concept of perception- The employees have perceptions in the organisation and they will
make strategies for the organisation that will help them increase the productivity.
Concept of individual difference- The organisations have different employees and they
will have to increase the performance of employees.
Concept of social systems- The employees in an organisation are for different countries
and they have to understand the behaviour of the employees in the organisation.
Samsung is a large organisation and have employees that are different and the
organisation have strategies to increase the satisfaction of employees.
Explain organisational power and its influence on individual and team behaviour
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Organisational power refers to influencing the behaviour of others in an organisation.
The type of power defines the culture of an organisation and they need to analyse the powers and
understand which will help employees in achieving success. Samsung uses reward has a power
when they motivate its employees and suppliers to perform as a team and gives them reward.
The employees maintain relationship and they are always willing to perform better.
Explain the impact on individuals, team behaviour and motivation levels, and performance
Types Positive impact Negative impact
Reward- This is used to
motivate and help the
employees financially.
This motivates individuals to
achieve their goals and group
goals.
They become competitive and it
affects the performance of others.
Coercive- This power makes
the juniors fear about them.
This helps in effectively
achieving organisational
goals.
This makes employees feel that
they are not a part of team.
Legitimate- When people
are higher position
commands.
This power gives the
direction to an individual to
achieve goals.
This is useful for small
organisations.
Referent- This is used to
develop relationships.
This increases the
performance of people in an
organisation.
This creates an informal business
operations.
Expert power- This is used
by top level managers to
help the employees.
This helps in increasing
productivity in an
organisation.
This makes the process slow and
impacts decisions. They
employees always feel that their
managers will help them and do
not take responsibility.
Motivational theories
Motivation is the willingness to do things. It is the behaviour of individuals to achieve
organisational goal and increase their profits (Omar, Jayasingam and Bakar, 2019). It drives the
behaviour of individuals in an organisation. McClelland theory of motivation helps the
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employees to achieve their goals. Motivation increases the commitment of employees in an
organisation and it is important for an organisation to understand the needs of individuals and
how can they be motivated. Samsung helps its employees to perform better. They feel that they
are contributing to the success of an organisation. They measure their performance and give
them promotions so that they can achieve individual and organisational goal.
Maslow’s hierarchy of needs
People are motivated when their needs are fulfilled. There is a hierarchy of needs and it is
important that organisations fulfill the basic needs and then move to next level of needs. There
are 5 types of needs like basic needs which is the lowest, then there is a safety and security need,
then the employees have social needs, the next is self esteem and then the self actualisation need.
The basic needs is the first need like food, shelter, etc., the second need is safety needs where
they include job security. The next need is social need where they want love and care. The next
is self esteem need which is important for employees for recognition. The next need is self
actualization need which makes them feel that they have achieved success.
Samsung manager use this theory to motivate their employees by satisfying their needs and
wants. Maslow hierarchy theory help in understanding needs of employees which motivate them
to work hard towards organisation goals and objectives. Samsung focus on providing appraisal to
employees on the basis of their performance as it help in boosting morale of employees and it
help in creating high performance environment in organisation. By the help of this theory,
Samsung managers understand need of employees and provide them security in terms of job and
health. Job security help employee in work without any worries and it motivates employees to
work hard which help in maximizing productivity and profitability of organisation. Samsung
manager focus on understanding need of employees as several employee need recognition
instead of incentives and manager focus on promoting employees which are performing
exceptionally well and fulfilling need and wants of employees also help in retention of skilled
employees in organisation.
Vroom Expectancy theory
It is a theory of motivation which defines that employees will do what they want to do
when they can do it. It is the willingness of an individual to perform in an organisation (Salas-
Vallina, Alegre and Fernandez, 2017). It is formed in 1964 where they wants to drive the
behaviour of employees by motivating them. The motivation is achieved when the organisations
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multiply expectancy, instrumentality and valence. The Vroom Expectancy theory is focusing on
the needs of the employees. The organisation will analyse the factors that will help them in
achieving success.
Vroom expectancy theory help in analysing factors which help in boosting performance of
employees. Managers of Samsung use this theory to boost morale of their employees by
providing clear reward structure, defined goals and objectives etc. This theory focuses on
motivating employees to achieve goals and objectives. Managers of Samsung focuses on
motivating their employee by providing incentives and rewards on the basis of their performance
or promote employees which are delivering quality performance. Performance based incentives
and promotions help in motivating other employees to work hard and it creates high performance
culture in an organisation. It help Samsung in achieving desired goals and objectives. Vroom
expectancy theory focuses on need of the employees and Samsung focuses on understanding the
need of their employee to motivate them. This theory help is used to understand the skill of
employees and analysing need which help in motivating their employees.
Recommendations to improve motivation and performance individuals and team
Difference between effective team and ineffective team
Every organisation effectiveness depends on effective and efficient working of a team. Effective
team help organisation in achieving its goals and objectives effectively and efficiently. Samsung
is one of the top organisation and it operates its business in international and their growth
depends on the effective working of their teams and employees. Samsung focuses on
implementing necessary changes in the organisation to improve functioning of their team and
employees. There are various components on the basis of which teams are differentiated and
those factors are mentioned below which help in making a effective team.
Communication
Effective communication in an organisation help in achieving goals and objectives effectively
and this concept goes same in the case of effective team. Effective team members focuses on
communicating effectively which help team members in understanding their roles and
responsibilities. Effective communication help in understanding goals and objectives and
managers of Samsung focuses on effectively communicating roles and responsibilities of every
team member and this help in formulating a effective team. Team leader always makes sure that
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goals and objectives should be clear to every member. Effective communication help in
delivering productive results for organisation and also help in boosting revenues of organisation.
Vision
Vision is another important factor which play vital role in effectiveness of team. Vision help in
setting the path for achieving desired goals and objectives. It is explained as the strategy which is
implemented by team leaders in order to achieve goals and objectives. Effective team leader
focuses on setting the path to achieve goals and vision also help in solving problems which can
be faced by team in the future. Samsung managers makes sure that team leaders have wider
vision which can help in solving problems effectively and efficiently. Team leader of effective
team focuses on analysing the future opportunities which can help organisation in achieving their
goals and objectives.
Motivation is an important factor in determining the success of an organisation. It
increases the capabilities of employees to perform and increases profits of an organisation
(Rhoden, 2016).
Maslow's need hierarchy theory
Create a positive work environment- It is important that the environment of the
organisation makes the employees increase their profits. Maslow's need hierarchy theory helps
the organisations to understand the self esteem need of employees which will motivate them to
increase their performance as they will be recognised.
Individuals and team for effective achievement- Samsung can motivate its employees by
connecting their performance with the rewards. They can give them rewards which helps them in
fulfilling their self esteem needs and make them feel important in an organisation (Kibirango and
et.al., 2017).
Reduce turnover- Samsung can prioritize employees health as they makes the employees take
rests and giving them leaves to enjoy with their family. The employees of Samsung will feel that
they are the part of the organisation and they maintain long term relationship with them.
Helps in achieving individual goal- The employees have individual goals to achieve
which will help them achieving organisational goal. Maslow's need hierarchy theory helps
organisations to understand their safety and security needs.
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Individuals and team for effective achievement- Samsung can motivate its employees by giving
education to their children, providing training to employees which will fulfill their safety and
security needs.
Reduce turnover- It will reduce employees turnover when they will get benefits from the
companies. Samsung can provide them training and development so that they can make
innovative strategies for increasing profits.
Vroom Expectancy theory
The employees are motivated when their work is recognised. This theory increases the
performance of employees by determining factors which will motivate them.
Individuals and team for effective achievement- Samsung can motivate employees by
increasing their performance by helping them achieve factors to fulfills their need which
increases profits and helps in achieving organisational goal.
Reduce turnover- Samsung understands that it is important to have employees which can
be committed to the organisation. They can help them in increasing their performance.
The concept of team development
Team and Group
Team refers to the group of individuals who are interdependent and come together to join
hands for the fulfilment of specific objective. The decision making authority belongs to team
leader and their main focus is on accomplishing team goals (Weng and et.al., 2015).
Group refers to those individuals who are independent and come together because they
all have something in common which helps in completion of work on time. The decision making
authority is among the group members and their focus is on accomplishing individual goals.
Tuckman team development model
Tuckman Model was introduce by Bruce Tuckman in year 1965 and populary known as
team devlopment theory. This theory focuses on the performance of team that is in what way
team tackles the situations from the initial stage to the completion stage. The five phases of this
model are-
Forming- This is the first phase in which task or projects are assign to the team. The team
members spend time on planning and collecting information.Samsung HR department employees
selected from across the globe perform training in groups for a period of three month. In this
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phase team leaders focuses on collecting appropriate information to achieve goals and objectives.
Sometimes team faces problems such as uncleared goals and objectives and team members might
face some problem related to roles and responsibilities. In this stage team leader have to be
prepared to solve problems such as purpose, objectives etc. Team leader have to focus on
resolving issues and help their team members in understanding their roles and responsibilities
which help in avoiding any type of disagreement and conflict among team members.
Storming- This is the second phase in which team members start their work by suggesting
ideas to carry forward the work. Samsung is operating at global level, hence have large employee
force which are from different work culture and have different mind set. In this stage member of
team give different ideas and thoughts as it help in developing plan and strategies to achieve
goals. Team leader sometimes may face some issue during this stage as creates disagreement
among team members regarding group decisions and leader focuses on guiding team members
towards achieving goals and objectives. Leader focuses on guiding team members to understand
need of team and adjust according to the need of team and it help in maximizing coordination
among employees.
Norming- This is the third phase in which team move a step ahead in order to set the
harmonious working practices where rules and values are determined for the operational
activities. In this stage team member coordinate effectively and roles and responsibilities are
clear and accepted by team members. In this phase team leader focuses on developing process
and work style which help in achieving goals and objectives. In this phase leader carefully
monitor working of team members and focus on identifying problems in working process and
solving problem by taking effective measures.
Performing – This is the fourth phase in which team members are confident and familiar
with all the details of project and start operational activities without any supervision of higher
authorities. In this phase team understand motive behind goals and objectives as vision of
organisation is clear to every team member. Team leader focuses on resolving disagreement
among the team members within the team and changes in process and structure are made by team
leader. Leader focuses on setting the standards of performance to achieve goals and objectives
which help organisation in maximizing its productivity and profitability.
Adjourning – This the last phase in which project or task is completed and team gets
disband.
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Advantages of Tuckman model
This model provide proper clarification of the various stages of the team and its members
which helps in identification of mistakes and errors quickly and accordingly corrective measures
are taken. With help of this model team member come to learn about the primary and secondary
tensions along with their solutions. Moreover, this development model facilitate the perfect
method of solving uncertainty issues of group.
Disadvantages of Tuckman model
The major disadvantage of this model is that at the end of the project that is at the time of
completion all the group members get separated. The group members need to follow different
instructions in work process at every stage of task in order to maintain the effective
communication and good relation with the other members.
In context of Samsung, the implementation of this model will provide great support and
benefit to them. As company frequently launches its new mobile models where the
manufacturing and designing is most complicated part. The implementation of this model
facilitate proper functioning of operations and help in providing new innovative ideas to team
members as they perform together (Chou and et.al., 2019). Moreover company is facing high
level of competition in marketplace, so it need to introduce latest technology based mobile
phones. The implementation of this model help the research and development team in systematic
functioning and provides favourable results to the company. Tuckman model helps company in
managing its human resources. The implementation of this model in managing human resource
results in providing effective and efficient outcomes. The research and development team has
worked hard on the market study as company need to introduce new technology based mobile
phone in order to take competitive advantage. The company is coming up with new phones with
tablet feature in it. All this is possible because they are functioning in the systemic manner.
Philosophies or organisational Behaviour
Path-goal theory leadership style
This theory is based on the method and behaviour of the leader which is best suitable for
the employees according to the workplace conditions to achieve common objective. The path-
goal theory refers to the action of leader in the decision making process according to the needs of
employees and working environment so that employees may work together without any conflict
to achieve their daily targets. After analysing the four factors of the path goal leadership theory
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that is employee contingencies, leader effectiveness, environmental contingencies and leader
behaviours, Samsung is using high technology which has positive impact on the performance of
the company. They are following supportive leadership style with the motive to maintain its
technology level where leaders are helping employees to improve and enhance their skills and
abilities. Leaders are responsible to maintain the task structure and need to deal with the team
dynamics so that the situation of conflict does not take place. The leaders are supporting
employees by motivating them to improve their performance and correcting them at those points
where they go wrong so that same mistake is not repeated in future.In the context of Samsung,
the implementation of path goal theory helped in improving the team performance and increased
the level of productivity. As the decisions of leader are as per the capabilities of employees that
is task are assigned according to their specialisation which has helped in employees growth and
development (Barzoki and Rezaei, 2017). Moreover it helps in improving the performance of
team as the leaders involve the team members in the formulation of strategies and take their
suggestions. The leaders helps its team members by motivating them and allotting them work
according to their capabilities. This method helped the company in attaining the desire results.
Merits and Demerits of Path-goal theory
Merit of this model is that is used in those situations where there is time issue that is lack
of time. The functioning of operations with the help of this model facilitate the flexibility that is
it can be used in any situations that is mostly in case of emergencies.
Demerit of this model is the employees are fully dependent on the leaders that is wrong
decision taken by leaders lead to failure. Moreover dependence on leader sometime create
problems that is in the absence of leaders projects get on hold stage as employees do not have
right to take decisions in the absence of leaders.
Situational Leadership theory
Situational leadership style is that strategy which encourages the leaders to have full
information of its team members and accordingly weight the members on the bases of their
performance and then choose the style that best fit to the situation. This leadership style is quite
flexible as it can be adapted to any situation in the existing working environment and according
to the need of the organisation (O'Grady, 2018).
Merits and demerits of Situational leadership theory
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Merit of situational leadership is that it recognizes the need for flexibility according to the
prevailing situations and create the environment where employees are encouraged to come
forward and share their viewpoints to provide solutions. Moreover the adoption of this style
creates the comfortable working environment for employees where they are free to come forward
with their issues so that everyone can find success.
Demerit of this leadership style is that it is implemented more on immediate needs that is
on short term requirements rather than long term needs. In case of task oriented environment the
implementation of this leadership style become ineffective.
In context of Samsung, the implementation of situational leadership style provide great
support to the operational activities as it create healthy working environment where employees
are comfortable in performing their task which lead to increase in productivity. Moreover the
techniques and strategics formulated by leaders get right direction as employees provide their
full support and cooperate with the team leaders (Tamta and Rao, 2017).
Social Loafing Theory
Social loafing refers to those conditions where employees do not put all the efforts
because they are performing in team therefore exert less efforts in the workplace which leads to
detrimental in the place where they are working.
Merits and Demerits of Social Loafing Theory
Merit of social loafing theory is as work is perform in division that is divided among the
employees and tasks are perform in groups which lead to division of work load. The total work
load is divided among the members and is not on one employee. Moreover its implementation
helps in fast functioning as tasks are completed on time.
Demerit of social loafing is it lead to lack of motivation among the employees as task are
perform in team due to which employees individual efforts are not considered. Moreover it also
lead to lack of commitment as employees are dependent on each other due to which some parts
remained uncompleted.
In context of Samsung, the implementation of social loafing theory helped in improving
the performance of workforce as task are performed in groups as a result employees get to know
each other. The employees are able to learn new things while performing in team and tasks are
completed on time with proper efficiency.
Explain Belbin team roles
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Belbin team role is a method of team development which was formed in 1981 to
understand the behaviour of one team member with other. It is used to identify behavioural
strengths and weaknesses in an organisation (Gkorezis and Petridou, 2017). The nine roles of
Belbin team role is explain below-
 Plant- According to this role individual is planted in each team as they have the
capability to solve the problems.
 Monitor Evaluator- According to this role there is one individual who act as a monitor
and make impartial judgements in the business operations.
 Coordinator- According to this role person is responsible to focus on the team's
objectives and divide work as per requirements.
 Resource Investigator- They are one who are responsible for ensuring proper use and
allocation of resources.
 Implementer- They are employees who are there to formulate the strategy and responsible
to carry out work effectively.
 Completer Finisher- They are one who has role to be performed at end where at the end
of activity find outs the mistakes or errors.
 Team worker- They are individuals who are responsible to carry out assign task.
 Shaper- According to this role the employees make sure that work goes on and the the
team kept moving.
 Specialist- The one who has the ability to carry the particular function in an effective
manner.
Advantage
This method focuses on giving role to each member in an team so that their performance
can be measured. The team members are given authority to make decisions and use creativity in
their work. The effective team will work together to increase the performance in the
organisation.
Disadvantage
It is not helpful when employees have conflicts in Samsung and they will have to perform
and they will not be interested. This not useful in large organisations which have hierarchy.
Explain the challenges in team development
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The employees in teams do not want to share their information as they feel that team
member will stole it. The employees who do not want to contribute get the benefit in team
performance as they will not work (Anwar and et.al., 2020).
Explain an effective team as opposed to an ineffective team.
The management of an organisation helps them in making an effective team. The
organisational behaviour is important as it drives employees to perform and contribute to
individual and group goal. The team members should work with each other and contribute to
each other's performance. The effective team will focus on the quality of the products and they
will help the employees to improve the performance and an ineffective team will focus on the
work that should to done and the focus is on the work not employees.
Explain the benefits of effective teams on the organization performances
The effective team will help the organisation to grow and the performance of the team
can be measured in achieving success in an organisation (Katou, 2015).
It will motivate employees to perform and helps in making strategies to achieve
organisational goal.
Suggestion to develop cooperation within the teams
Tuckman model
In context of Samsung, the implementation of this model will provide great support and
benefit to them. As company frequently launches its new mobile models where the
manufacturing and designing is most complicated part. The implementation of this model
facilitate proper functioning of operations and help in providing new innovative ideas to team
members as they perform together (Ndubueze and Akanni, 2015).
Belbin model
Samsung can use Belbin team role as it is a large organisation and there are employees
from different culture which have different motivation. The organisation should understand the
behaviour of one team member on other as they should achieve organisational goal.
CONCLUSION
From the above study it has been concluded that team building plays very crucial role in
the operations of company as they are responsible for completing the tasks and projects on time.
The role of leader is very important as with selection of efficient leadership style the operations
can be perform in most effective and innovated way. The motivation is that factor which
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contributes in improving the performance of employees. Hence, leaders are the one who create
the health working environment with support of team members in organisation.
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