Impact of Organization's Culture, Politics, and Power on Individuals and Team Performance

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUTION..............................................................................................................................3
LO1..................................................................................................................................................3
Impact of organization’s culture, politics and power on individuals and team performance and
behaviours....................................................................................................................................3
LO2..................................................................................................................................................6
P2 Content and process theories of motivation...........................................................................6
LO3..................................................................................................................................................8
LO4................................................................................................................................................10
P4 Concept and philosophies relates to organizational behaviour............................................10
REFERENCES..............................................................................................................................12

INTRODUTION
Organizational behaviour can be defined as the process of understanding behaviour of
individuals so that can influence them to give high performance within workplace. To understand
role of organization behaviour has an example of Johan Lewis Partnership. It is a British
company that operates Johan Lewis & Partners department stores. In this report will discuss
about politics, power and culture of Johan Lewis Partnership that impact on individual’s
performance.
LO1
Impact of organization’s culture, politics and power on individuals and team performance and
behaviours
Organization behaviour generally contains three major terms that directly impacts on
organization performance and it’s working environment (Weisbergand Dent, 2016).
Organization culture is essential part of the organization because it demonstrates psychological
behaviours and attitudes of individuals towardstheir job responsibilities, management and work
culture within workplace. Handy cultural model is used to critically analyse organization culture
of the Johan Lewis Partnership in various manners such as:
 Power culture: This type culture denotes that scenario whereas individuals are
empowered to take all decision associated with business perspective. Such people get
special privilege from other staff member within workplace due to power. While other
staff member has to follows all rule and regulation without argument. This type culture is
essential for organization because it helps to align all functional effectively so that they
can achieve organization’s objectives within time frame. The negative impact of this
power culture is that other staff who does not have power they do not allows to keep
their viewpoints in open manner and have to practices all rules and regulation which has
implemented by superior or empowered people like management. Such culture often
lead partiality among employees by managers.
 Task culture: it is quite effective culture rather than other cultures of Hendy’s model. In
this culture, team are made for the certain tasks so that they can complete them
successfully. The main goal of the task culture is to gain high profitability in staff

working and establishes good relationship with them. Johan Lewis Partnership follows
this culture to develops team within workplace so that they can manage whole work of
business precisely and each member of team plays productive role in achieving goal of
the company.
 Personal culture: Personal culture emphasizes on individual’s wellbeing. Such culture
supports organization to retain it’s skilful staff by making them feel valuable for the
business as well as influences staff members to give honest performance that directly
improves organization performance in it’s business market. The major drawback of the
culture is that individuals who offers their services within organization. they give more
priorities their own personal profit rather than organization profit. Therefore, it is not
effective culture to achieve success within business.
 Role culture: Under this culture, each employee has own role that they must play in the
context of organization so that profitability can be achieved within time frame. Such
culture allows individuals to take appropriate decision accordingly condition so that can
be led desirable outcomes within company. Johan Lewis Partnership follows this culture
which supports to create strong workforce at the workplace.
From the above discussion of various cultures of Hendy’s model can be analysed that effective
culture supports organization to influence individuals to gain all goals and objectives while
cooperating each other (Tripathy, 2018). Role culture and Task culture are the more effective
culture for the Johan Lewis Partnership because it supports to maintain wellbeing of individuals
as result gets all objectives and goals on time.
Organization power
Organization power is referred to the authority that keeps by some employees on other staff
members and it’s impact is tremendous for all one either employer or employees. French and
Raven model is used to analyse different types of power such as:
 Referent power: Referent power means there are some specified employees who are
treated special or ideal by other staff members due to outstanding performance instead of
their designated post. With this organizational power Johan Lewis Partnership influence