Impact of Organizational Culture, Politics, and Power on Performance

This document analyzes the impact of organization culture, politics, and power on performance. It also explains content and process theories of motivation in relevance with the organization. Additionally, it presents a comparison between effective and ineffective teams in relevance with the chosen firm.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION................................................................................................................................3
TASK 1 ................................................................................................................................................3
P1 Analyse the impact of organisation culture, politics and power on performance.......................3
TASK 2 ................................................................................................................................................5
P2 Explain content & process theories of motivation in relevance with organisation....................5
TASK 3.................................................................................................................................................7
P3 Present comparison between effective & ineffective team in relevance with chosen firm........7
TASK 4 ................................................................................................................................................9
P4 Use concept and philosophies of organisational ........................................................................9
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13
Books & Journal:...........................................................................................................................13

INTRODUCTION
Organisational behaviour is set of principles and it depicts how individual and group of
people in entity behave at workplace. This concept is important because it gives understanding of
personnel perception, attitude as well as behaviour. With help of OB, motivation and morale of
employees is increased accordingly. It is wider and broader concept of marketing which needs to be
adopted carefully because it is time consuming & deep focus is also required to accomplish goals.
Sainsbury, which is largest supermarket store headquartered in UK. Organisation deals in variety of
products such groceries, accessories etc. It is the second largest retailing firm competing with its
rivals and competitors like Tesco, ASDA Group, etc. Sainsbury provide goods and services at
affordable rate as well as prices and which leads to more customers and increases goodwill of the
firm. Firm is always ready to take the risks & explore new opportunities so that competition is
decreased in market. This report includes organisation culture, politics, power and their impact on
performance, content & process theories of motivation, comparison between effective & ineffective
team and concepts as well as philosophies of OB.
TASK 1
P1 Analyse the impact of organisation culture, politics and power on performance
In business, there are many which affect the entities, management and employees. Such
types of factors such politics, powers and culture has deep impact on firm overall development. By
accessing OB, it helps to understand and go through the elements which affect the business at wider
& broader level. Sainsbury, use these factors so that analysis of progress and performance is done in
appropriate manner.
Culture
Culture is important for each and every individual because it influences beliefs, values,
morale etc. Also, they depict characteristics and traits of individual in society. In other words, how
we behave, act and live become our culture (Chumg, 2016). Also, enterprises focus on culture so
that staff members as well as subordinates retention level increases and which motivates them to
perform better. In relevance with Sainsbury, they adopts different types of cultures in organisation
which are discussed below-
Task Culture- This is type of a culture in which various tasks are given to each individual
and also within team members according to their skills, knowledge and understanding. It is mostly
done by managers and leaders or superior’s authority (Wood, 2016). Assigned tasks are completed
within a specified period of time by everyone in firm. Sainsbury give tasks to staff & personnel
which result in competition in management. This also helps in generating profit and revenues with

higher rate scale.
Person Culture- Further comes the person culture in which perception is made by
individual that is person is important asset to an organisation and which affect performance level of
employee. In such type of culture, it is essential that firm treats everyone equal. In relation with
Sainsbury, they briefly explain roles and responsibility of every employee & accordingly they react
in firm. This helps in giving clear picture of firm and subordinates position so that wrong
judgements are not made by anyone (Miao, 2019).
Power Culture- In this, power is distributed within the entity but amongst few people who
deserve authority. It is crucial that every firm adopts this power culture so that decisions are made
effectively. So, Sainsbury gives authority of power to employees after analysing their performance
and progress level. It is used differently by departmental heads and superiors so that given
responsibility is fulfilled in effective manner.
Power
It refers to making someone agree to get the work done. In corporation, power resides and
revolves around owners, superiors etc. It is both negative and positive depending upon person uses
it & how. Without power, it is not possible to maintain discipline in organisation. It is used by
management so that all the policies, procedures, rules & regulations are maintained and managed
properly. This results in coordination, cooperation and mutual relationship amongst the
subordinates. In chosen firm, various types of power takes place which are mentioned below-
Legitimate power- This is kind of power which is derived by an individual in organisation
according to the position possess or hold by that person. Thus, Sainsbury distribute this power to
personnel who are responsible such as departmental head, manager etc. It is responsibility and duty
of superiors to analyse that given power to such persons are used in appropriate manner (Lanz,
2020).
Reward Power- It includes appraisal which is given to employees by leaders or managers
for the contribution of subordinates work in organisation. This leads to motivation & morale and
push personnel to face challenges as well as risks. Hence, Sainsbury give reward power who
achieves objectives and targets in a given period of time. This power is mostly given to managers
who knows which personnel deserve reward and which one does not deserve.
Expert Power- Such types of power are given to those who are expertise in a particular
field area or are expert in specific skills. When expert power is distributed it often happens that
conflicts and problems arise between the colleagues because they felt that more importance is given
to their co-colleague and which also indicates discrimination. Because this power is mostly

depended upon skills & knowledge of individual that one possesses. Thus, selected firm use this
expert power so that functions and operations in business are carried out without any conflicts. Also
Sainsbury examine every staff members and then power is distributed so that everyone gets equal
chance.
Politics
In this competitive era, everyone use politics to gain competitive advantage in market and
business. It is used in entities so that employees become more recognisable in management. So, in
Sainsbury politics is used by some personnel and HR manager of firm ensures that it is used in
positive manner. Politics is mostly done by co-colleagues by both negative and positive word of
mouth. It is done for self-benefit to impress others & to be in the eye of boss or team leaders
(McMurray, 2019).
After a brief analysis of above matter it is stated that all the above elements affect the team
as well as individual performance at wider level. So, proper analysis is to be done so that growth of
business does not get affected. Managers of firm need to be aware about every employee progress
and performance level so that it is determined with right measures.
TASK 2
P2 Explain content & process theories of motivation in relevance with organisation
It is often said that to achieve the desired goals and objectives it is crucial that motivation is
present in within each & every individual. Basically there are two types of motivation which are
extrinsic and intrinsic. Extrinsic motivation are those in which individual is motivated through
external sources such as bonus, incentives etc. Intrinsic are those in which employees are motivated
through internal sources such as punishment, risk etc. Thus, Sainsbury use motivational theories so
that vision and mission of firm is achieved easily (Janmaimool, 2017).
Process theory- This theory states that how individual is motivated towards work and
achieving goals as well as objectives. In this, Vroom expectancy theory is included in which
description about the ways and how every person reacts in the entity is analysed. Process theories
are essential because they help in understanding personnel way of thinking towards motivation.
Content Theory- Factors related to motivation which motivated employee are involved in
this theory. In this main focus is on needs & demands of every individual which are to be
considered as important part because they are the source through and for which effort is put by
subordinates to achieve desired tasks and output. With help of content theory, morale and

motivation both are put into employees by managers as well as leaders in proper manner (Hinojosa,
2017).
Motivational Theories-
These are those theories which help every individual in entity to achieve the desired goals.
In organisational behaviour, various types of theories are present such as Maslow, Vroom
expectancy theory etc. They briefly analyses those factors which motivate subordinates and use
them in effective manner. So, motivational theories are mentioned below-
Maslow Hierarchy- According to this theory, several needs and demands need to be
fulfilled which drives employee and trigger them to work hard. It is most effective and used model
in which pyramid of needs is present and accordingly both firm & personnel react as well as
perform.
Physiological Needs- In this, basic needs of people are analysed and stated which motivates
them to work hard so that their requirements are fulfilled. Basic needs such as clothes, shelter, food
etc. are the essentials for everyone. Without them it is not possible to survive in this competitive
world. So, it is responsibility of firm to focus on every individual desires. It is often said one should
have a limit on demand and wants but when it comes to needs statement does not fit properly.
Security and Safety Needs- Another one is safety & security needs which triggers
personnel to perform and give positive output to the organisation. Sainsbury provide these needs
such as insurance, salary, medical health check-ups etc. to subordinates so that they feel safe and
secure in enterprise. Such types of needs are important and they drives personnel in firm so that
objectives are achieved.
Social Need- Everyone in society wants to gain respect and recognized in society. This
makes them motivated and pushes them to face challenges. So, selected firm gives opportunities
such as by giving employee a positive workplace and business environment through which
performance and progress is increased appropriately.
Self Esteem need- These are those needs which are required by employees such at status,
standard of living etc. Sainsbury gives individual self-esteem needs so that stability of personnel
remains for longer period of time (Hopper, 2019).
Self-Actualization need- These needs involves growth and development of person in firm
as well as life. It is important because if it this need is not fulfilled then employee will be not able to
perform in better way. Thus, in relevance with Sainsbury they provide self-actualisation need to
person who perform better and within every two years personnel get promoted and appraisal.

Vroom Expectancy Theory
Another type of motivational theory is Vroom expectancy in which it describes performance
& outcomes as different from each other. With help of this theory personnel perception and actions
are examined under proper consideration. Sainsbury uses this theory so that employees are cleared
about what to achieve and what not to achieve. It is mentioned below-
Valence- This states that employee perform according to the priority of outcome. It means
that if outcome which is least important for employees then effort will be within limit. Whereas, if
outcome is most crucial for personnel than effort will be more so that it is achieved in proper
manner. In context to Sainsbury, corporation adopt valence theory so that productivity is increased
as well as enhanced up to the mark (Lloyd, 2018).
Expectancy- Further comes the expectancy which states that subordinates in entity have
perception such as if performance of is better that result of outcome will be also positive. It
enhances and improves personnel thinking and gives them chance to explore themselves so that
objectives are gained in time. Thus, in relation with chosen firm they use the theory because to
make employee aware about their needs and progress in enterprise. This leads to growth as well as
development of both the parties.
Instrumentally- This is based upon perception of individual in firm because subordinates
think that if they perform better than outcome will be achieved in appropriate manner. This aspect
requires clear understanding of employee towards their work and what results will be achieved by
them. Sainsbury use this approach with focus and appropriate consideration so that all the
misconception & doubts of subordinates are cleared and they perform accordingly. Thus, it
motivates as well as demotivates personnel towards their work (Barba-Sánchez, 2017).
After a brief analysis of above matter, it is stated that with help of motivation vision and
goals are attained properly and which leads to high productivity as well as progress of firm. It is
necessary for enterprise to analyse & examine which is important process or content theory. This
helps managers/ leaders or HR of corporation to handle and manage subordinates accordingly.
Decision making of firm depends upon type of theories which is adopted by entity.
TASK 3
P3 Present comparison between effective & ineffective team in relevance with chosen firm
Team- It refers to group of members who comes together to achieve common objective. It is
mainly formed to increase the organisational productivity, problem- solving and decision making.
As a team objectives is achieved in better way, which leads to growth & success of business. In

relation with Sainsbury, all the departments have a team such marketing & sales team, finance &
audit etc. These are handled by mangers as well as leaders because they responsible for the final
output and results.
Characteristics of employee-
Motivation- It is important because without motivation employee cannot perform and grow
in entity. So, personnel are always motivated towards the work and goals which are to be achieved.
Leadership- In team it is important to lead and employee need leadership skills so that
work balance is managed as well as maintained (Ruiz, 2018).
Communication- Other traits of personnel is to have a communication skill because in firm
it is necessary to communicate properly both verbal & oral.
Listening skills- To understand the roles as well responsibility it is essential that every
subordinate have good listening skills.
Comparison between effective & ineffective team
BASIS EFFECTIVE TEAM INEFFECTIVE TEAM
MEANING
These are those types of teams
which increases productivity
and profit of business.
These are those which decrease
position and progress of
business as well as entity.
FREEDOM OF
EXPRESSION
In this, employee in team
enjoys the FOE, which means
they are allowed to express
their thoughts, ideas and
perceptions.
Employees in team do not have
access or right to enjoy FOE
and which they are only
allowed to follow instructions
which are given to them.
DECISION MAKING Team members are involved
when decision making is done
in firm (Liu, 2017).
Members of the team are not
involved by superiors in DM
process.
EFFECTIVENESS In this, they are more effective
as compared to ineffective team
because of proper
communication &
understanding amongst the
members.
These are less effective because
of improper and
miscommunication, conflicts
amongst the employees.
To understand and lead the team is not easy. So, HR manager of entity need to be aware and
active about the change and development of team. So, Sainsbury use Tuck-man development model
so that factors and how to manage and handle group members is analysed as well as examined in
proper manner.

Tuck-man Development Model-
It is model in which various stages are involved which depicts the development of team in
an organisation. In context to Sainsbury, they use this so that every tasks assigned in a team are
achieved within in time. It involves several stages which are described below-
Forming- This is first phase of the model which states that when new team is formed
members feel uncomfortable, nervous and are afraid about new culture, environment etc. It becomes
difficult for them to adjust at workplace so mangers of company console and help them to feel
better in new environment. In relation with Sainsbury, every employee assists new members so that
they feel better.
Storming- Further, it is the stage in which members of team start share ideas, thoughts and
about themselves & become friends with each other. In this aspect, groups within team are made to
whom individual is comfortable and share mutual bonding. Thus, Sainsbury do this by conducting
induction, training programmes etc. It is beneficial for both the parties. Through this, mutual
relationship between entity as well as enterprise is developed (Jones, 2019).
Norming- Then arise norming stage in which team members start performing according to
the assigned roles & responsibilities. Employees do not any guidance or instructions which mean
that leaders only have to look that everything is done smoothly as well as effectively. For example-
Managers of Sainsbury only set targets and each & every individual perform accordingly. In this,
chances of errors may arise but leaders as well as managers of corporation duty is to only give them
ways and process through which problems can be solved and how to apply those ways depends
upon individual team member.
Performing- At this aspect, members and colleagues compete with each other to achieve the
reward/ appraisal by superiors. It also means they become independent and take decisions on their
own without consulting to anyone. In relevance with Sainsbury, sales team of the department target
their customers according to their choice of methods as well as techniques which is most suitable to
them. This also results in generating of more profit & sales revenue in the firm. Besides this, it may
be possible that structure of team may get affected so managers of firm remains active about every
action of subordinates what and how they are managing things as a team (Kiweewa, 2018).
Adjourning- Last aspect of the model in which members in the group get separated from
each other once the project is completed. Because after this stage everyone get back to their
respective departments and directions by following policies of enterprise. Hence, when project or
assigned tasks are completed & achieved team members of Sainsbury join the old colleagues again.
After a brief examining of above model it is seen that handling and managing team is not

easy. So, management concepts as well as theories are used by firm to understand and go through
employees appropriately. Thus, Tuck-man development has been used to analyse the impact of
factors on team and how at every stage they react. To adopt this, high level of expertise and skills is
required by organisation.
TASK 4
P4 Use concept and philosophies of organisational
When and how an employee needs to behave, act, perform in an organisation can be
concluded from organisational behaviour. Organisational behaviour is a very important part of an
organisation which is based on dynamic concept. There are a number of theories and concepts
included in organisational behaviour which drives manager as well as employs to achieve goals of
organisation. Philosophies provide discipline as well as an organised structure to the organisation.
Thus, Sainsbury uses path goal theory in order to manage the functioning of its form:
Path goal theory: Path goal theory states that it is the duty of leaders as well as managers to
adopt a style for the firm which is most appropriate according to employs and all the team members
(Wood, 2016). Taking the help of path goal theory all the obstacles in the path of management in
achieving the organisational goal are managed. Stages of Path Goal theory are mentioned below:
Leadership Style: In this step various leadership styles are assessed by managers. This
includes various styles such as directive, supportive, achievement- oriented and participative style
of leadership. Traits as well as requirement of team or within the team help in adopting a style of
leadership for the firm. This is an important stage in this theory as it helps in guiding managers as
well as employees to adjust, behave and adopt any changes happening in the organisation.
Sainsbury also goes through all this leadership style before selecting a leadership style which might
suit the working of their organisation. There are various types of leadership styles which are
discussed below-
Supportive Leadership style- In this, managers & leaders of entity support & help
employee both as mentally and physically. Such types of style involve courtesy, understanding in a
team. In relation with Sainsbury, different types of departments have different managers and
leaders. For example- Training and development team mangers are supportive and help every
member (Chumg, 2016).
Achievement Oriented- This refers to style in which difficult and situations are assigned to
every team members so that performance and calibre of every individual is analysed as well as
examined appropriately; weather they meeting up to the expectations or not.

Directive leadership Style- In organisation, it is important that roles as well as duties are
cleared to each and every individual. Thus, this leadership styles defines that guidance and
standards are set by leaders in firm so that each personnel is well aware about their responsibilities.
In Sainsbury, it marketing and sales team department mangers follow the directive style so that
targets are achieved in specified period.
Participative Style- Goals & objectives are only achieved by enterprise when everyone is
equally involved in firm. In this, when decision making is done in organisation participation of
every individual is necessary. In relevance with selected firm, they use this style so that everyone is
able to express their point of view, thoughts and ideas in decision making process. Thus, it leads to
increase in morale of employees and stability also increases for longer period (Miao, 2019).
Environmental contingencies- In the environmental contingencies it is clearly mentioned
that leadership styles are effective but it is not universally applicable, which means that it is
required to be changed in order to suit different situations. There are a number of factors which are
needed to be analysed before selecting any one style such as workplace, traits, attitude,
environment, regions and so on. It is the duty of managers as well as leaders to make sure that they
effectively organise their subordinated in order to achieve aims and objectives of a firm in the given
time frame. In relevance with Sainsbury, all these factors are analysed crucially and then maintained
in order to make employees comfortable and relaxed at working place. It also helps organisation to
increase its brand image, goodwill and credibility in market. It is also responsible for creating
competitive environment so that company can sustain for a longer period of time in market.
Environmental contingencies are responsible for deciding the kind of leadership style to be
followed by an organisation (Lanz, 2020).
From the application of path goal theory on the given organisation it can be concluded that it
is very essential as it helps in growth as well as development of the organisation. It also helps in
organising functions as well as activities in a business. Philosophies included in organisational
behaviour helps to bring peace and positive environment in workplace increasing employee
satisfaction and employee retention rate as well.

CONCLUSION
After a brief analysis of above report it is concluded that organisational behaviour play vital
role in organisation. It is wider a concept and includes politics, power and culture. Such factors
affect the progress as well as performance level of business at deeper level. Motivation is also
essential to achieve the goals and objectives so, motivational theories have been used such as
Maslow hierarchy & Vroom Expectancy Theory. Both depicts the deep understanding of process &
content theory of motivation. Further, no enterprise can achieve mission as well as vision without
forming team. To understand team, tuck-man development has been adopted by firm so that
importance and stages of team are examined properly. Also, in entity it is essential that philosophies
& principles are followed because they guides and give direction to enterprise to follow the correct
path or route. So, organisational philosophies have been also adopted such as leadership style and
contingency theory. Thus, focus as well as proper consideration is important while going through
OP.

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