Relationship Among Culture, Politics, Power and Motivation in Organizational Behaviour

This document explores the relationship among culture, politics, power, and motivation in organizational behavior. It provides a critical evaluation of how these factors influence team behavior and performance. It also discusses the application of behavioral and motivational theories in influencing the behavior of others. Additionally, it evaluates the role of process and content theories of motivation in achieving organizational goals. The document further explores team theories for cooperation and development within effective teams and analyzes the influence of company behavior concepts and philosophies in a given business situation.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Critical Evaluation of relationship among culture, politics, power and motivation that
organizations and team can used-................................................................................................3
Critical Analysis on how culture, politics and power of organization can influence their team
behaviour and performance-........................................................................................................4
Evaluation on how the behaviour of others can be influenced by effective application of
behavioural, motivational theories, models and concepts-..........................................................5
Evaluation of how process and content theories of motivation and motivational techniques can
be helpful in effective achievement of goals and objectives in the organizational context-.......6
Team theories to support cooperation and development within effective teams ........................8
Application and evaluation of how concepts and philosophies of company's behaviour can be
influenced within the given business situation-.........................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The organizational behaviour is study of individual behaviour in the company. Generally
it is the interface among the company and individual behaviour. The various theories and
concepts of organizational behaviour are helpful for analysing that how employees are organized
in team and work in the company.
Sainsbury is the largest supermarket chain in the United Kingdom. The company has
16.9% of share in the supermarket sector. It was established by John James Sainsbury in 1869.
The above report includes the critical evaluation of relationship among the culture, politics,
power terms and organizations to succeed. Analysation how the culture, politics and power of a
company can affect the team behaviour and performance. Evaluation of how to influence the
behaviour of other by motivational theory, behavioural, concepts and models. The report carried
forward by evaluation of process and content theories of motivation and effective achievement o
goals in the company context. The relevance of team development philosophies which influence
behaviour in workplace for improving business productivity. The report ends with the
explanation what makes a team opposed to ineffectively analysis of the relevant group and team
development theories for supporting cooperation among effective teams. The evaluation of
philosophies and concepts of company and influence among given business situation.
MAIN BODY
Critical Evaluation of relationship among culture, politics, power and motivation that
organizations and team can used-
The politics, culture and power being related with an organization consistently have an
impact upon individual and group performance and behaviour. Four sorts of culture are common
in a company, which depends on the job, undertaking, power and individual required inside the
areas of the organisation. For the most part argued, the culture inside the organization develops
various varieties and develops numerous thoughts that were not accessible previously (Trong
Tuan, 2017). It likewise expands the limit of the organization to speak with various kinds of
individuals and understand the general taste and preference of these individuals inside a market.
In any case, an expansion in culture decent variety additionally expands a few issues for the

organization, particularly that are identified with the religion and the conservative societies of the
employees. An company and its workers with respect to the distinctions in culture, which exist in
organisation, require certain awareness. As per the culture theory by Professor Geert Hofstede,
there are six dimensions or parts of culture and Hofstede characterized culture as an appropriate
coordinating programming of the human personality subsequently separating a specific gathering
of individuals with another gathering. Globalization and development in innovation has made
company and furthermore helped individuals to contribute for the organization. As indicated by
Senge, it is frequently observed that power has been restricted to the choices of the supervisors
and managers and accordingly these individuals are liable for taking the essential choices of the
organization and not the secondary or petty ones (Latham, 2016). Accordingly, it turns out to be
hard for the managers and supervisors to bring new thoughts and innovations in operations at
whatever point required and these individuals should contact the supervisors for any adjustments
in the company. Without these benefits, these individuals neglect to do their work appropriately
and can't realize changes, which are required at those focuses. Political issues in a company has
negative effects, as the people are engaged with mudslinging and non-helping out others in this
way the profitability and the great name of the organization is stained. Impact of power affects
the people and overall performance of organization. Power when utilized positively motivates
the employees and when it is utilized negatively it harms the brand name and the work
environment.
Critical Analysis on how culture, politics and power of organization can influence their
team behaviour and performance-
The organizational politics, culture, motivation and power have a direct impact on the
day to day functioning of and help company for creating perfect ambience in it for achieving
their targets and goals. If power is executed positively help workers to perform their job well
which is helpful for company in gaining rand reputation among the marketplace. Each and every
individual in the company must be recognized so that they could feel good factor for being a part
of company (Schaerer and et.al., 2018). Company needs a better culture for working so that the
individual are inspired to work for the company further. Whereas if managers behaves good and
properly with their subordinates and do not indulge in any politics among company then the
organization can be succeeded.

Team plays an important role in personal and professional lives. In business there are
several teams that can be product team, project teams and quality teams (Leana and Meuris,
2015). Each team has their different role and nature. It can't be stated that every team is effective.
A team can perform effectively when it consists of following six factors which are right
individuals, purpose, focused coaching, organizational support and having a clear knowledge of
norms of the behaviour. To become an effective team a group need to have a clear objective and
goals. It also needs the result-driven structure. To be an effective team it also needed righteous
competent team members in it. The members of team must have efficient education, knowledge
and training skills. Sainsbury must focus on encouraging employees for sharing concepts of team
building for raising the organizational success on the long term basis.
A group or effective team have a some of common features that contribute in
improvement and development of the group, which consequently, prompts more significant
levels of achievement by improving the general execution of the organization, including the
development of the product and quality of services. Sainsbury has used the process that drives
the fulfilment levels of the buyers and subsequently, the needs of the customer’s increases. At
the point when a team performs well together, the individuals can concentrate on their essential
objectives of solving the issues and clashes. In spite of the fact that, at whatever point there are
uncertain clashes and issues between the individuals the group results are ineffectively evaluated
and judged (Lloyd and et.al., 2015). The potential capacities of a powerful group are boundless
and it can expand the general execution of the organization. The idea of group building must be
actualized so that it should speed up and encourage the achievement of the organizational
objectives and targets. Sainsbury have to consistently be focused around encouraging their
employees to share the idea of team building to enhance the organizational achievement on a
long term.
Evaluation on how the behaviour of others can be influenced by effective application of
behavioural, motivational theories, models and concepts-
The motivation in an organization can be classified into two kinds in particular extrinsic
and Intrinsic motivation (Kumari and Thapliyal, 2017). Intrinsic motivation makes an individual
work with joy though extrinsic motivation makes an individual work enjoyably to stay away
from discipline. Behavioural motivational theories, ideas and models have an effect upon the

behaviour of others. The Equity theory dependent on J. Stacy Adams' work, Expectancy theory
by Vroom, Reinforcement theory are some motivational theory which can be applied for
searching how other individual behaviour can influenced. As per the Equity theory, the
employees have a desire for getting a compensation as per the calculation of difficult work they
are giving. The workers have to dealt with similarly so they don't feel undesirable in an
organization. Hope theory achieves a desire or expectation among employees that they will be
supposed and compensated for their work. The reinforcement theory and the objective setting
theory additionally have positive effect on the people. The motivational theory in an organization
helps in building up the HR of an organization and causes the organization to grow.
Evaluation of how process and content theories of motivation and motivational techniques
can be helpful in effective achievement of goals and objectives in the organizational
context-
Generally there are two types of the theories concerning motivation that is content
theories and motivation theories. In which content theories states specific motivation or boost
individual in organization. Whereas, the process theories concerns how human behaviour is
being motivated. Both theories play a major role in motivation and had huge impact on policy
and practice of management. Sometimes content theory referred to the need theories as it
explains specific requirements of individuals (Tian and Peterson, 2016). Some content theories
are Maslow's Hierarchy of needs, Herzberg's hygiene theory and many more. The process
theories are Skinner's Reinforcement theory, equity theory etc., Each theory of motivation
theories can contribute as basis for development of the motivation techniques. Sainsbury aims to
render its employee several opportunities and suitable working environment for development of
their values and skills.
Maslow's Hierarchy of needs -
Each individual has hierarchy of the requirement which can range in various levels. This
theory states that individual does not have sense of higher requirement until the basic needs are
nit fulfilled. This theory can be explains with the help of pyramid, where each level have
different need requirements at various level. It contains level of requirements which are needed
to be satisfied and thus level must be satisfied. It can be stated that Sainsbury follows and
satisfies all individual requirements (Joo and Jo, 2017). The psychological requirements of
company can be satisfied by rendering them with incentives and salaries. Hence, the safety needs

can conclude secure source of health, income and well-being. When the psychological
requirements are well satisfied then next requirements to be fulfilled that are safety needs.
McClelland's Theory–
This theory states the three motivating factors moderately dependent on Maslow's theory
of requirements. The motivating factors depend variedly on culture and are changeless. The three
motivators are affiliation, achievement and power. The first motivator refers to the need to
accomplish and show skill. It relates to a person's necessities for mastering of abilities and
qualities and achievement (Nicklin and Spector, 2016). The internal activity drivers impact this
particular need. The low motivation sense for achievement of objectives reasons that people need
to decrease the danger of failure. The people with a high requirement for achievement requires
feedbacks on their achievements and regularly look for difficulties and high degrees of the
independence.
It is significant for the employees of an organization to have the achievement motivator
to give the best efforts required at the work place to guarantee achievement of focused objectives
(Eva and et.al., 2018). The second motivator required to the requirement for belonging, love and
relatedness. The people worried during the second motivator have a strong requirement for
fellowships and relatedness. Sainsbury centres that the working people build up a feeling of
connection with different employees to guarantee better communication. Effective
communication assumes a major job in the achievement of objectives and targets. The third
motivator authority refers to the need to control work by different employees or to impact it.
There is a strong need to lead and to prevail in their ideas and thoughts. This theory generally
states that there is a strong necessity for achievement which builds up a person in turning into the
best leader.
Skinner's Reinforcement Theory –
The reinforcement theory states that behaviour is largely impacted or shaped by actions
and consequences, for example, rewards, appraisal and appreciation. For example, if a worker of
Sainsbury gets a positive and rewarding feedbacks for the performed activity, this reinforcement
encourages and inspires the performance of behaviour to recur. In the event that a leader doesn't
precisely clarifies the expectations, at that point the encouraging feedback's advances the
behaviour nearer to the expectations (Ployhart, 2015). The anticipated reinforcement of the
necessary behaviour is accomplished by positive reinforcement. As indicated by the

reinforcement theory, encouraging feedback is an ideal motivational theory that helps in
clarifying the workers the advantages of accomplishing their objectives and targets. Sainsbury
applies the reinforcement in the work environment on a fractional or week after week support
plan, for the most part when the reward isn't provided for each response and activity. This theory
is remembered for different theories of motivations and the reward must fulfil the basics of each
individual worker and expectations (Zhang, Guo and Newman, 2017).
Vroom's Expectancy Theory –
The expectancy theory focus around the process and content of motivation and it
incorporates the necessities and value. The motivation behind this theory is to clarify how the
individual chooses from the accessible activities. As indicated by the impression of this theory,
motivation advances from the belief that choices will have their best outcomes. The motivation
to connect with a person in an activity is controlled by the three factors, for example, expectancy,
instrumentality and valence. The examination of expectancy factor is created dependent on self-
viability and specific self-appraised abilities (Batistič and et.al., 2016). The subsequent factor
refers to the person's belief that there is a current organization between the activity and the
predefined objectives. The evaluation of this factor is pillared on the accuracy and productivity
of marking. Valence refers to the degree to which an individual quality the thankfulness or the
reward, the result of progress. As per the view of Vroom, motivation is equivalent to the increase
of the three variables. On the off chance that any of the factors is zero in effort, at that point it is
general that motivation result will be equivalent to zero as well.
Team theories to support cooperation and development within effective teams
The effective teams have several distinguishing features which makes them more
productive than ineffective teams. Thus, the most common characteristics of effective teams are
as follows:
Shared goals and open communication:
Teams at Sainsbury can be said to be effective only if all team members work together
for achieving common goal instead of focusing on only personal growth. For the long term
success it is vital for the organisation that its team members work in collaboration and there is
open communication among them so that they can achieve goals successfully.
Clarity of team roles:

Ineffective teams often have members who are not clear about their roles and thus it
creates conflicts among them. As a result of conflicts teams are never successful in delivering
productive outcomes.
Time management and problem solving ability:
The effective teams at Sainsbury are also good at time management. It is an important
characteristic of effective teams that all team members complete their tasks in desired time frame
and adopt practical approaches for solving problem. Contrary to this ineffective teams tend to
shift blames on occurrence of any problem instead of working together to solve it.
Bonding and cooperation among team members:
Effective teams can be build only when there is effective cooperation among team
members (Mathieu and Rapp, 2018). The lack of cooperation can result in operational or
functional errors as well as conflicts which causes ineffectiveness.
Team development theories:
Sainsbury can apply following theories to enhance the cooperation and coordination
among its team members.
Tuckman theory of team work:
The theory states that groups can be developed into teams via various stages. At first
there may arise conflicts between members. When these conflicts are resolved groups are settled
into functional phase in which members emphasis on role relatedness. These phases are termed
as forming, storming, norming stage and performing stage. The optimum performance of teams
are delivered only when relationships are developed in teams and there is clarity of tasks and
team roles. In forming stage Sainsbury build teams of suitable size and gives them a meaningful
purpose (Woodcock, 2017). In storming stage members may challenge each others and conflicts
may occur for variations in performing tasks. In norming stage conflicts are resolved and
togetherness is build while in last stage performance is delivered through cooperation.
Belbin theory of team role:
Cooperation in teams is developed only when team roles are defined clearly and all
members are able to assess the strength and weakness of all team members. Well defined team
roles allows successful team management. Effective teams have diversity of personality types
and characters in team. In order to build such effective teams Sainsbury assures that diversity is

included in its team and teams have oriented roles like shaper, completer and implementer. It
also has three people oriented roles like team worker, resource investigator and coordinators so
that team can work in coordination. Teams are also characterized by cerebral roles such as
monitor evaluator, specialist and plant so that there is not conflicts on the basis of lack of clarity.
Application and evaluation of how concepts and philosophies of company's behaviour can
be influenced within the given business situation-
Organizational behaviour is a major factor to influence the performance and activities within the
organization. In the organization the behaviour of the employees and workers in a work
environment influence their performance, motivation, leadership, job structure and
communication. It provides a major factors of the people that can influence their behaviour. In
any organization, the identification of organizational behaviour is most important thing. It helps
to recognize the nature of individual in organization. The diverse organizational behaviour can
reduced the company’s performance and productivity.
Path goal model is the best theory to identifying the behaviour and leader’s style that suits the
work environment and employees to achieve an organizational objective or goals. Sainsbury
origination adopt Path Goal theory to maintain the organizational behaviour. This theory has a
major focus is to enhance their employee’s motivation, satisfaction and empowerment to increase
their productivity and performances in the organization. The Sainsbury organization applied this
model to identify their employee’s behaviour within the organization and work place. They
mainly focus on the leaders of the company should have to engage in the various leadership
behaviour based on their nature. It also encourages the employees of the company to attain the
company’s goals and leader also give them an effective support and direction to inspired them
that their individual goals are compatible with the company’s goals. The inappropriate
organizational behaviour can decrease the company’s performance and productivity. By this
theory, the leaders of the Sainsbury organization try to select the specific behaviour that are most
fitted to the worker’s needs so that they can give best direction by providing suitable path to
attain daily work activities.
The company also use the various basic steps in their organization as per the path goal theory,
such as: the company utilizes to determining the environmental and employee characteristics at
the workplace. They also select the appropriate leadership style to maintain a significant
organizational behaviour for their employees and workers. They also rely on the motivational

factors in their organization that will assist the employees or workers to attain their goals and
objectives. The effective leadership styles that can adopt by the organization like supportive,
directive, achievement-oriented and participative. It can help the leader to establish their great
effects on the organizational employees. With this concept the company focused on motivation
by defining employees’ goals, clarify their path, provide the best support and assistance and take
necessary action to remove obstacles between the employees and their goals. The concept of
organizational behaviour helps to understand the efficiency and effectiveness of the
organization's ability to achieve decided goal. Organization behaviour is the most important
thing to influence the performances and productivity of the employees. It is a significant factor
that assist the company to achieve their objectives by following a best path. The model of the
organizational behaviour separated as autocratic, supportive, custodial and collegial. Because it
identifies the individual behaviour in the organization and provide effective guidelines to
improve their behaviour as per the achievement of goals.
Social capital theory
Social capital theory was contrived to understand the investment of the partners inside the
organization, which has impacted their lives in various manners. In this way, this theory will
assist the organizations with understanding the thoughts and impression of the employees inside
the organization and will in general understand the parts of systems, correspondence,
cooperation, and proactively. It is significant for the managers and supervisors of the
organization to understand their basics and inspire them with the goal that they can accomplish
the shared objective of the organization (Tang and Tsaur, 2016). Motivation is one of the
elements that can influence the demonstration of the organizations and it is significant for the
directors and supervisors of the organization to give chances to the Employees so they can
contribute their thoughts and rewards effectively. It is obvious that an individual is constantly not
the same as another as far as their thoughts and limit and that is the reason the way of thinking
and standards of these individuals contrast.
Contingency theory
There are fundamentally three most ordinarily utilized emergency courses of action.
These alternate courses of action have been divided by the scholars according to their strategies
and these methods help the organizations to manage difficult circumstances. The primary goal of
the alternate course of action is to give the organization a privileged and secure condition during

the hour of a crisis. The three most well known possibility techniques are possibility theory of
initiative, possibility theory of the board, and the possibility theory of situational approach. It is
significant for the organization to be eager so the manager and the supervisors of the
organization can provide the Employees with circumstances and help them to give their plans to
the improvement of the organization (Baker, 2015). It is significant for the organization to treat
everyone in the organization similarly and understand the feelings of these individuals with the
goal that the individuals can feel regarded in the organization they work in.
CONCLUSION
From the above report it has been concluded that the organizational behaviour plays a major
role in the growth and development of company. The company can easily manage and coordinate
with team. Company can access through various fundamental and development theories and
concepts in their organizational structure so that they can motivate their employee for achieving
the company’s target and goal. The goal and target can be achieved by motivating a rewarding
the employees which have motivated employees for working in positive attitude towards
achieving the organizational goal. The company can compete with its rivals effectively and gain
huge position in the market. Company can also raise their brand loyalty among the customer so
that they can raise their sale and profit. And company can gain huge profit margin and huge
success by creating the positive attitude among the employees so that they can work for the
betterment of company and thus they can achieve their goal and objectives effectively.
The field of organizational behaviour can be both vitalizing and complex. Different ideas and
factors influences the collaborations portrayed, and when collected together these variables
provide with different chances to upgrade the individual and organizational viability. It has been
investigated in this report how culture, legislative issues and power impact the practices of
people. The different content and process hypotheses of motivation have been assessed to
legitimize how they empower in achievement of objectives and goals. Organizational behaviour
incorporates the core themes of motivations, behaviour, relational correspondence and some
more. In this report, the various ideas and methods of reasoning of organizational behaviour has
been applied to the organization.

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