Organizational Behavior: Analysis on Company Culture, Politics, and Power Influence

This report analyzes the influence of company culture, politics, and power on individual and team behavior and performance. It also explores content and process theories of motivation and techniques for effective goal achievement. The comparison between effective and ineffective teams is discussed, along with the application of organizational behavior concepts in a business situation.

OrganizationalBehavior

TABLE OF CONTENT
INTRODUCTION.........................................................................................................................3
LO1..................................................................................................................................................3
P1 Analysis on company culture, politics and power influence on individual and team behavior
and performance...........................................................................................................................3
LO2..................................................................................................................................................5
P2 Content and process theories of motivation and techniques for effective achievement of
goals.............................................................................................................................................5
LO3..................................................................................................................................................8
P3 Effective team and ineffective team comparison....................................................................8
LO4................................................................................................................................................10
P4 Applying concepts and philosophies of organizational behavior in give business situation
and Aldi context.........................................................................................................................10
CONCLUSION............................................................................................................................12
REFERENCES............................................................................................................................13

INTRODUCTION
Organization behavior can be understood as detailed analysis study of workforce within
organization settings, where corporate productive efficiency is further worked on operatively
based on long term business objectives and strategic goodwill. Within recent time, companies
have been competently heading on high focus for strengthening organization behavior working
goals proactively. For this report, Asda has been taken as retail company which is largest and
one of the oldest corporate brand having high quality consumer goods and services with
optimum innovation. Research within report will analyze detailed analysis on company culture,
politics and power influence on individuals and team behavior factors. Study will also examine
analysis on content, process theories of motivation for achievement of goals in company and
how effective team, ineffective team differs from each other based on competent innovation,
larger working engagement factors. Repot will further bring examination done in detail on
concepts, philosophies on organization behavior working aspects with vivid engagement goals
rapidly.
LO1
P1 Analysis on company culture, politics and power influence on individual and team behavior
and performance
Asda company culture is widely creative and diversified to pool in larger higher
competitive workforce engagement goals dynamically, for larger technical strength rise and
larger dynamic business growth. Culture has strong influence on individuals and team

performance, for higher strengthened new motivation goals enabling employees to generate new
ideas diversely. It further strengthens up motivation and morale factors, for building up new
fundamental strengthened scope effectively within longer time period (Ain and Khodeir,2020).
Handy culture model will enable us to examine factors, which influences individuals and
team behavior performance on large platforms where some of the integral factors are as follows:
Role culture – There is low degree of cooperation and low power distribution whereemployees
want culture to be secured and also there is focus on as much as security and stability as possible
for employees. Role culture enables stability within culture, but scope for new changes and
higher innovation, productivity is not there within management.
Power culture –This factor of cultural model has high cooperation levels and low power
distribution factors among workforce which further strengthens up work potentialities and
monitoring aspects of all tasks. Power culture focuses on power to withhold all responsibilities,
strengthen up work culture as leaders and managers demand which further reduces abilities
among workforce to contribute towards company.
Person culture – This aspect of cultural mode strengthens focus on low cooperation level and
high power distribution which further heads on focus towards giving people autonomy to take up
active part in decisions. It enables motivation to strengthen up, determine higher form of creative
engagement within team members and workforce morale is risen up (Bhagwat and Bach, 2016).
Task culture – This factor of culture model has high cooperation level and high power
distribution which explains leaders maintain authority which keeps check on work accountability
factors diversely. There is fair opportunity given to employees within departments at Asda,
which further adds to significant rise actively on high motivation grounds diversely
Influence of politics and power on individual and team behavior, can be understood to be
widely strong and integrally essential for Asdato further extensively head on larger focus
towards building varied optimum strategies diversely. Positive usage of power and politics
further enables new opportunities to rise on define work culture based on strategic connective
flexible working goals dynamically. Whereas on other hand, negative politics and power reduces
functional efficiency goals, attributives towards shaping functional rise dynamically for larger
time periods actively. Asda as one of the most progressive organist ion, aims to strengthen usage

of new employee opportunities, which enhances scope for dynamic capabilities and functional
growth factors Types of power can be analyzed as follows:
Legitimate power:This type of power comes from position and power of leader and manager
within company, and has negative force if not used wisely. Legitimate power when used wisely
may enable company to get desired results specifically, and define optimum abilities based on
working ideologies (Ekelöf and Lindberg, 2020).
Coercive power:This type of power works with high range of authority and implementation of
power, based on coercive factors which reduces scope for new opportunities rise among
workforce. Coercive power reduces functional growth, also hinders coordination and pace of
motivation goals for employees to deliver new ideas.
Reward power: This type of power is given by leaders in company by entrusting trust and new
responsibility factors for higher potentialities and opportunities rise. Use of reward power
enhances scope for motivation, new scale rise on work goals for longer time period retaining
surge.
Based on above analysis on power and politics influence on individual and team behavior
influence factors, it can be understood that Organization behavior at Asda is highly optimistic to
bring on new opportunities evolve on dynamically. This further heads on profound rise for
strengthened stakeholder’s engagement, higher working expertise engagement goals and also
varied functional pace diversely.
LO2
P2 Content and process theories of motivation and techniques for effective achievement of goals
Motivation plays significant role for bringing on optimistic growth rise evolved on
achievement of new goals, where there are varied content and process theories which further
synchronize higher working growth evolved on. Asda as one of the best successful retail
company, has been investing on best usage of content, process theories of motivation which
further heads on profound rise among larger strengthened scope goals (Fetscherin and et.al.,
2019).

Herzberg Theory of motivation:The Herzberg theory of motivation has high role for further
significantly bringing on new specific rise evolved on dynamically based on optimistic growth
paradigms dynamically. There are two factors which are hygiene factors and motivation factors:
 Hygiene factors such as poor hygiene decreases employee job satisfaction factors, where
further Asda aims to keep up at varied new defined hygiene optimum level for higher
morale rise dynamically.
 Motivating factors such as productive stakeholder’s engagement, where recognition and
opportunities opens up new platforms for employees which empowers higher significant
rise on larger strengthened work engagement.
Maslow theory of motivation:
The usage of Maslow theory of motivation will enable us to analyze higher optimistic
growth factors diversely based on specific working needs among employees and larger higher
quest growth rise.
 Psychological needs: This is first stage where employees look forward to psychological
needs which are also basic needs which further enable company employees, to be
satisfied for wider time period working goals (France, Merrilees and Miller, 2016). Safety needs: Personal security, employment, resources are some of the safety needs
aspects which enable employees to generate larger range of functional working
productivity goals effectively while longer growing efficacy. Love and belonging needs: Sense of belonging, employment opportunity and further
recognition scope enables employees to be competently productive and strengthen their
confidence to boost up. Asda heads on profound rise for larger type love and belonging
needs, which enables employees with new functional working goals rise. Esteem needs: Respect, self recognition, sense of connection are some of the esteem
needs factors, which are widely integral for keeping up employees motivated for longer
time period.
 Self-actualization needs: The self actualization needs are of top aspects within Maslow
theory of motivation which employees look forward to attain longer term business
objectives, and for obtaining higher motivation. Self actualization further enhances
motivation rise, determines new scale technical strengthened working opportunities

which enhances motivation within employees (Gallardo-Gallardo, Thunnissen and
Scullion, 2020).
Process theories of motivation are as follows, which can be signified as follows: Adams Equity theory: This theory of motivation calls for fair opportunity and fair
balance of opportunity between employee inputs and employee outputs which are further
based on larger functional scope rise evolved on. Inputs are hard work, skill levels,
enthusiasm which are inputs from employees to deliver high scale functional role within
their responsibilities. An employee outputs are salary, benefits and intangibles such as
recognition and new scale working potentialities based on larger working progressions
widely. Adams equity theory being one of the most profound process theory, implications
of which strengthen up new working opportunities for Asda larger scale working
progression and higher retaining surge.
 Vroom expectancy theory: This theory assumes that behavior of employees is based on
conscious choices among working alternatives whose purpose is to maximize pleasure
and minimize pain (Greene, 2019). It further heads on profound rise on employee
performance, where factors such as personality, skills, knowledge and further competent
productive growth abilities which hinders functional rise proactively. Implementation of
Vroom expectancy theory works with three components, which are based on expectancy,
instrumentality and valence which leads to intended performance goals.
Motivation techniques used by Asda:
 Asda managers and leaders have been found to be highly optimistic for heading on new
motivation factors rise evolved on which further enables employees to be productive,
optimistic and also deliver higher functional growth opportunities. Motivation techniques
further strengthens up new work scope rise, new platforms to showcase ideas
dynamically and also deliver higher work orders dynamically. Best motivation theories
implementation further strengthen up larger scope, for new strategies rise among larger
scale rise goals diversely for new technical productive growth (Harsch and Festing,
2020).
 Asda managers and leaders also heads on focus towards conducting new brainstorming
sessions, working digital platforms which further heads on profound rise for stringent

collective time period growth. Motivation also optimistically determines new keen rise
for new scale working connective goals, higher morale rise for new strengthened working
engagement targets. Motivation theories further also rises on profound innovation and
creative new skills rise rapidly, based on functional larger scale growth rise goals which
also technically boost retaining potentialities.
LO3
P3 Effective team and ineffective team comparison
Effective and ineffective team comparison can be understood on basis of functional rise
within business determinants, and opportunities for new business working goals dynamically.
Effective team and ineffective team analysis further adds to larger functional growth, quest rise
goals for new strengthened working opportunities productively. Asda aims to keep departments
vitally functional, creative and stringent working opportunities for new scale rise on new
directions and larger scale keen engagement priorities (Greene, 2020)
Differences between effective and ineffective team are as follows:
Effective teams Ineffective teams
 Effective teams are widely cooperative
to learn new trainings, working
opportunities rise for larger working
strengths rise evolved on vividly.
Teams with best functional scope , new
creative working optimistic strengths
enhances scope for dynamic working
domains actively.
 Ineffective teams are less cooperative
to learn new productivity, with less
determination for working new
opportunities which hinders growth.
The ineffective team are also lacking
scope to learn new productivity, based
on further connective diversity goals .
 Effective teams are also widely
determined to further new growth rise
innovatively , where companies aim to
enhance brainstorming sessions rise
functionally. Asda effective teams
have been found to be highly
 Ineffective teams are less innovative to
take up new projects, which ideally
hinder productive functional goals
technically within strengthened
working opportunities.

optimistic, for new learning conditions
and higher growth rise proactively
which further heads on profound rise
rapidly.
Tucuman team building theory Forming: At this stage of team building, Forming of new teams and ideas innovatively
will empower change and motivated working structure among corporate working scale
productively, This stage strengthens leaders working engagement among company, based
on new efficacy aspects and also technically evolves on wider scale performance rise
proactively as per business goals.
Storming: At this stage of team building new ideas and work growth opportunities are discussed
among company, where leader has aim to strengthen up new specific powerful creative working
opportunities diversely. Asda successfully heads on profound rise for new strategies, motivating
new training strengths for wider team development (Klarsfeld and et.al., 2016). Norming: Agreement of employees and leaders is done at this stage, based on efficacy
parameters for new clear working opportunities evolved on dynamically based on new
functional working expertise factors. Norming enables company to further have clear
working vision , designations of strategic working connectivity and new strengthened
optimistic growth determinants widely based on clear new objectives. Performing: At this stage of performing new strategies , idealistic focus is developed on
strengthening larger scale rise diversely for higher effective business competencies
diversely. Asda further heads on larger scale growth based on technical scale rise rapidly
based on new networks, higher strengthened working engagement goals and new vision
oriented targets for longer retaining surge. Adjourning: This stage heads on focus towards task completion, which enables good
feelings an positive working achievement rise for larger working competencies diversely.
Adjourning also has cooperative working innovation deployed on larger functional
working targets, which enables companies to deploy higher strengthened functional

abilities. Asda at this stage, heads on profound rise to monitor and motivate employees,
for new strengthened working engagement goals for longer time retaining surging pace.
From the varied stages of team developing theory, it can be analyzed that Asda has been
widely heading on profound rise to establish larger scale working innovation among team
members within company. This has been found that team working management practically
strengthens higher creative working engagement for dynamic strengthened working rise (The top
20 performance marketing strategies for 2020, 2019).
LO4
P4 Applying concepts and philosophies of organizational behavior in give business situation and
Aldi context
Organization behavior further strengthens working concept and philosophies, where there
are varied working competencies diversely based on longer term productive targets for new time
period. Philosophies implementation further enables company to strengthen up new specifics,
working targets for edged productivity within business goals. Asda has been also functionally
heading on towards significant team building and organization behavior optimization aspects
significantly for higher motivation. Usage and implementation of best strategic organizational
behavior theory practically enables business strategies at Asda to further diversify new scope,
strengthen up key business potentialities effectively.
Employees resistance to change within supermarket may create complications for
workers and management as well, which they may handle by using right philosophy and concept
that are mention below:
Path goal theory of leaderships-
The path goal theory of leadership, further heads on profound rise for strengthening
larger stakeholders engagement and working expertise among workforce within company for
larger productive goal rise. Asda has been strategically also strengthening new vision oriented
operatives functionally for larger working engagement , which further plays crucial role for new
strategic connective rise rapidly. Implementation of path goal theory of leadership further
enables business scope to evolve on dynamically, which keeps up rapid engagement working
goals among company. Furthermore, there is high scale working competencies worked on

strategically for new strengthened working rise functionally, based on creative ideologies for
longer working retaining potentialities within company business strengths rise diversely .
Directive-
It helps to overcome negative impact of conflict management and employee resistance at
workplace regarding change in Aldi by making administration capability to clear duties among
worker that make it easier for them to perform and maintain their work accordingly. It may
provide unexpected outcomes and contribute to gain desire results. This concept is the among
many because of key features and benefits. It permit authority to take decision in effective and
easy way, without any resistance and complications.
Supportive-
This style may enhance interest level of candidates towards aim achievement and
empower them to gain desire outcomes because leader may able to support them by performing
with everyone and providing their helpful directions.Supportive leader may have ability to
empower and inspire other and allow them to understand prioritizing daily work given by the
management. It allows a leader to accept mistake and improve it by collaborating and
coordinating with employees that is quite helpful initiatives that they may do and form a team of
talented people.
Participative-
It is one of those concepts of organizational behavior, which give strength to leader and
manager to form a team of workers who may have power to achieve goal and boost productivity
of individual (Saleem and et.al., 2020). This concept may encourage collaboration at workplace
and opens up new ways of success for Aldi. It increases staff productivity and allow them to
freely grow and flow their innovative ideas in mind which provide benefits to brand.
Participative style may decrease competitive environment in company that is essential and useful
for everyone.
Achievement orientation-
The best advantages that this philosophy may offer to Aldi manager and leader is aim
communication and achievement that they obtain clearly and appropriately. It may enhance their

efficiency to manager worker’s performance and allow them to perform productively. With the
help of this style, leader may aware individual candidate about their duties and accountabilities.
It may enable them to clarify aims and motives of brand to move employees towards conducting
practices that help in achievement of each. This style is quite common to adopt for leader and
work accordingly.
Contingency theory-
This concept may help leader to take decision by providing direction to them in term of
taking action according to situation, which made them capable to deal with current situation and
allow everyone to do so that is important for business growth and Aldi success within retail
industry. It may create productive and positive working environment at workplace which boost
morale and encourage workers to perform productively (Novak, Breznik and Natek, 2020). In
return of benefits, contingency theory may contribute to increase performance and productivity
level of candidates that is essential.
CONCLUSION
From the above analyzed aspects it can be concluded that organization behavior has
widely stringent role for companies to further diversify larger working operations within new
vision oriented functional goals diversely. Asda is one of the oldest retail company, where
strategic working innovation is high based on advanced business operations on strategic
connective diversity for higher growth. Report concluded role of culture, politics and power to be
significant for larger functional rise diversely based on new specific potentialities development.
Study further concluded usage of process, content theories of motivation for strengthening
corporate integration rise rapidly for new technical vision oriented time period. The study further
also concluded analysis of usage of Tuckman team building theory which further strengthens up
commercial strengthened working scope for effective team formation significantly. Research
further also concluded path goal theory of leadership, which is based on strategic business rise
expansion fundamentally for new functional creativity goals.

REFERENCES
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Online
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