Influence of Culture, Politics, and Power on Organizational Behaviour

This document discusses the influence of culture, politics, and power on individual and team behaviour and performance in an organization. It also explores content and process theories of motivation and motivational techniques for enabling effectiveness. The complexities of business structures are also examined.

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LO 1.................................................................................................................................................3
P1 Culture, politics and power influence on individual, team behaviour and performance in the
organization.................................................................................................................................3
Reward power..................................................................................................................................5
M1. Critical evaluation of power, culture and politics on individuals and teams.......................6
D1 Complexities of business structures.......................................................................................7
LO 2.................................................................................................................................................7
P2 Content and process theories of motivation and motivational techniques responsible for
enabling effectiveness in an organization....................................................................................7
M2 Critical evaluation of the motivational theories in influencing the behaviour of others.....10
LO 3...............................................................................................................................................10
P3 Some factors of development in making effective team as opposed to ineffective team.....10
M3 Group Development theory.................................................................................................11
D2. Critical evaluation of the theory of team development.......................................................12
LO 4...............................................................................................................................................13
P4 Concepts, philosophies of Organizational behaviour in analysing business situation of a
company.....................................................................................................................................13
M4. Critical evaluation of the philosophies...............................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organizational behaviour (OB) is examining the actions of individuals in company. It is the
study of connection between employees and organization (McShane and Glinow 2017). Its
principles are to make business operate effectively. In Sainsbury, this study includes a research
to improve job performances, job satisfactions, developing innovations and influencing
leadership. Each factor has its actions of reorganizing teams, shaping structures and changing
ways of performance. Organizational behaviour goal is to reshape theories of Sainsbury and
develop better conceptualization to maintain durability in market. It includes total organisational
behaviour and influence of culture, politics and power of an organisation on individual, team
behaviour and performance. It evaluates which content and process theories of motivation and
techniques of motivation enable effectiveness in achieving Sainsbury goals. Organizational
behaviour also defines which theory can make effective team as opposed to ineffective team and
analyse its business situations by applying concepts & philosophies of OB in an organization
MAIN BODY
LO 1
P1 Culture, politics and power influence on individual, team behaviour and performance in the
organization.
Organization culture
Every organization has a mix of norms, beliefs, values, attitude and personalities which
represents special characteristics of a company. It is a fundamental factor that influences
behaviour of company (Management Theory of Charles Handy, 2016). Culture in Sainsbury also
defines how its structure is set and maintained. Organisation culture is defined according to
Charles handy model of culture which was classified in four types:
Power culture
It is a strong culture held by some authorized individuals whose inspiration is spread in
the entire entrepreneurial organisations (Brenyah and Obuobisa-Darko, 2017). It is a dominant
culture among all which affects the results of performance of Sainsbury. Individuals enjoy
special benefits of this power culture at their workplace. Employees do not have any other option
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rather than following strict orders of their leader instructions. There is no liberty among the staff
members to express their views on some decisions
Task culture
Companies form some teams to solve hectic problems and follow this culture. It includes
employees having common skills, specializations and interests are kept together to shape up a
team. Each and every member of the team is instructed to contribute equally in accomplishing
burden of task correctly. Task culture is result oriented culture of an organisation in which results
are more necessary than Sainsbury norms.
Role culture
It is a culture in which each and every staff member is assigned based on their interest,
qualification and special skills to take out the best from them (Chen and et.al., 2019). In this
culture employees decide and accept their work according to their will. Every employee is
responsible of work delegated to them. This culture provides a huge amount of stability and
certainty which is highly effective to grow Sainsbury performance as well as individual
behaviour.
Person culture
This culture is often found in many organisations where staff members are allowed to
work independently. It is unusual culture which shows self-greed of an individual. It is examined
when the individuals come to office only for earning money. Employees never talk or take
decision in the favour of Sainsbury. This culture does not include any kind of goals which could
highly affect performance of Sainsbury.
Organizational politics
These are self-serving behaviours of employees who are responsible to maximize
probability of acquiring positive results in Sainsbury. These are the interactions of human beings
including authorities and power (Angasisye 2019). Politics is an implementation to get access of
operational capability and balance views and missions of Sainsbury.
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Good politics- These politics enables self and team interest appropriately in a very fair manner.
Good politics are the behaviours which are designed to inspire team members for getting succeed
in achieving Sainsbury goals. It includes displaying positive image of company professionally,
appraising one’s accomplishments, complementing team members for their co-ordination and
contribution and maintaining interpersonal relationships with the employees.
Bad politics- These are designed to acquire personal profits at the expense of company or others.
It puts an effective negative impact on Sainsbury image and reputation. Bad politics includes
circulating wrong rumours about the company, does not giving necessary information to others,
mocking someone, speaking behind some one’s back.
POWER (FRENCH AND RAVEN BASES)
It is the capability to get things done according to one’s perspective by involving some
other members to do (Kovach 2020). Here, power is explained by French and raven model fives
bases of power
Coercive power
This power is used to threat and force some individuals to do the things which are against
their desire. In Sainsbury its main goal is compliance. It influence is depended socially on target
that is related to change. Coercive power includes physical, political, social, economic and
emotional force which means it is not totally examined by the influence of targets in Sainsbury.
Reward power
This is a power which is depended on the ability of an office employee which is expected
from them. Reward power is used in the situation of appraisals schedule for achieving
Sainsbury’s aims and goals (da Silva and et.al., 2019). These rewards can be emotional, spiritual,
and social. Tangible rewards include giving promotions, increments, providing bonuses. This
power is used to increase loyalty of an employee towards Sainsbury.
Legitimate power
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It is a power which comes from selected, appointed or elected position of authorities in
Sainsbury. It is built on perception and may be built by laws and social norms. Legitimate power
is obtained from the position one hold in Sainsbury. Clear hierarchy authorize the whole
organisation to recognize and understand the reality of authorities.
Referent power
This power can be gained by individuals who are highly skilled in maintaining personal
relations. It is a personal power that becomes necessary as Sainsbury’s leadership. It is a power
which includes influencing others and be collaborative rather than giving commands and has
control on others in Sainsbury.
Expert power
It is based on perception of employees that a leader or manager Sainsbury has special
skills and highly qualified. This power can be acquired by any member of the Sainsbury because
it is not applicable on specified leaders of company. It is obtained by capable members who can
fluently perform tasks and functions of Sainsbury.
Reward power and expert power are the best power which can be implemented in Sainsbury to
keep employees motivated towards work and make them perfect in accomplishing organizations
objectives expected from them.
M1. Critical evaluation of power, culture and politics on individuals and teams
Power is proved to be beneficial for the individuals and teams as the managers fulfil their
leadership responsibilities and even helps the employees in influencing others to achieve the
organisational goals. It makes the person able to inspire commitment and also reduce the
uncertainties for other employees (Buchanan and Badham, 2020). On the other hand, the person
exercising more power can misuse it which can lead to power corruption which results in poor
decision making, low opinion of employees, use of coercion, unethical or illegal actions by the
manager and more distance from employees.
Good politics can help in building up a strong professionalism image of the companies like
Sainsbury in market and influence performance whereas Bad politics impact the companies’ like
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Sainsbury’s performance heavily. So, they should not be entertained at any workplace (Goddard
and Nexon, 2016).
Each culture has its own importance. Power culture can be applied in Sainsbury because its
dominant and has capability of work to be done in proper manner as instructed. Task culture is
necessary at the time of work load in Sainsbury because employees get chance to work
efficiently and get rewards. Role culture is also an important which can help Sainsbury’s
employees to work by understanding their role. Person culture can be found in Sainsbury as there
are many selfish employees in the society who think of self-advantage before organization’s
objectives.
D1 Complexities of business structures
The most common types of business structures are partnerships, proprietorship and
corporations. The sole proprietorship is basically owned by one person and operated by the same.
It gives complete control on the business. But, if the business of the owner goes in debt, then
there are many risks for the personal assets.
Partnership means the business is operated and owned by more than two people working in
collaboration. General partnerships allow the partners for working as the co-owners but the
profits are taxed at the personal income level. Limited partnership allows the people to invest in
the company but do not engage in the decision-making.
Corporation are treated as independent legal entities and are separate from owners. The
companies are also taxed as business entities.
LO 2
P2 Content and process theories of motivation and motivational techniques responsible for
enabling effectiveness in an organization.
Motivational theories
Motivation is the process of guiding, instructing and maintaining behaviours of
individuals who are goal-oriented. It includes some emotional, biological and social forces to
activate individual’s behaviour (Arshad and et.al., 2020). This term is used to get proper
outcomes or to fulfil desired aims of Sainsbury. It is really necessary for Sainsbury to ensure that
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each employee of it is motivated. So, organizations use content and process models of motivation
theory to examine actions of its employees.
Content theory
It is a subdivision of motivational theories which defines what motivates persons. It often
defines system of requirements that motivates actions of people.
Some content model includes-
 Maslow’s hierarchy of needs
 Alderfer’s ERG Theory
 McClelland’s theory
 Hezberg’s two factor theories.
In Sainsbury, Maslow’s hierarchy of needs is used to enable effectiveness in achieving goals.
MASLOW’S HIERARCHY OF NEEDS
Physiological needs: These are the basic common needs of human beings to survive like water,
air, food and shelter (Fallatah and Syed 2018). It is studied that if humans don’t have those
things their mind and body cannot respond properly. These are the most dominant needs among
all.
Safety and security: When physiological needs get fulfilled new needs takes place which are
safety and security needs such as security of health, source of income, personal and well-being
Belongingness and love: This need is of being accepted and feel of being a part of family and
friends. It includes giving and taking love from them.
Esteem: It means getting value and respect from others (Jonas J., 2016). Acquiring status and
getting appreciations from others.
Self-actualization: It is a desire of growth and development to fulfil potential like choosing
desired work and opportunities and get satisfied.
Process theory
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This theory of motivation focuses on behaviours and psychological process of human
beings followed by them. Process theories were established after understanding interactions,
context and actions which motivates behaviours of individuals.
Four process theories of motivation are;
 Skinner’s reinforcement theory
 Vroom’s expectancy
 Adam’s equity
 Locke’s goal setting theory.
SKINNER’S REINFORCEMENT THEORY
Reinforcement is the way of responding to an individual for strengthening or modifying their
behaviour to get positive outcomes of Sainsbury in the future. This theory is a strong
implementation for analysing individual behaviour (Krouska 2018). Some methods are below:
Positive- This occurs in the consequence of the result shows in the way Sainsbury produced. In
this process, factors are added to maximize likelihood and get positive outcomes of expectations.
It ensures that it can increase possibility of expected behaviour in the future.
For example- Appreciations, promotions, rewards and express positive feedbacks can strengthen
the performance of an individual in Sainsbury.
Negative- It comes in force when Sainsbury is willing to remove the unnecessary and bad factors
from the individuals to maximize probability of behaviour. In this a stimulus which is
undesirable is removed.
Punishment- This is most used technique and the process of criticising employees for their poor
performances ( Troussas, Krouska and Virvou 2017). It can create fear, anxiety in the minds of
employees and can create side effects in the psychological health of employees. This way is
present in many organisations to balance and control harmful workers. But, this should not be
used continuously. Before using it Sainsbury have to offer any alternate options to change and
behave according to their desires.
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Extinction- This implies when reinforcements are absent. It is used by Sainsbury to stop the
learned behaviour of an individual. It attempts to change behaviour by holding positive
reinforcement.
M2 Critical evaluation of the motivational theories in influencing the behaviour of others
Under the Maslow’s hierarchy of needs, by using physiological needs of content model in
motivational theory, companies like Sainsbury can motivate its consumers to buy their needs
from its stores. This led organization to achieve expected goals and make a great market
position. These motivates the employees also as their needs get fulfilled and also increases the
retention which improves their behaviour (Rhee, 2019).
Similarly, under the process theories of reinforcement, some techniques of motivation which can
enable effectiveness in organisation are: Sainsbury have to pay their employees according to
their worth, provide a particular place to work with pleasant (Kendall 2019). Offer them self-
development opportunities, encourage collaboration and give suggestions to make things better.
Inspire and foster when failure occurs, set some clear goals and make them aware of rivalry. The
punishments demotivate the employees which reduces the overall performance.
LO 3
P3 Some factors of development in making effective team as opposed to ineffective team.
Effective teams are conscious about their operations and perform well to get positive results of
work (Wagner and et.al., 2017). Ineffective team does not care about own maintenance and avoid
work which spreads negativity in this team
BASIS EFFECTIVE TEAM INEFFECTIVE TEAM
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Open discussions This team encourages point to
point open discussions and
utilize healthy quarrels to
launch some creative and
innovative ideas.
This team is a group of people
who defends new ideas and
discussions. They disagree on
every point in each discussion.
Clear goals Team has fascinating purpose
and has right people to make
accomplishments of goals.
They do not have
understanding between them
and does not co-ordinate with
each other to accomplish
organisations goals. Team
does not have any kind of
attachments towards
organisations aims.
Decision making Team leaders of this team
have clear business strategies
of making decisions by co-
ordinating with team
members. Team believes in
convincing process to get
expected potential.
Team leaders in this team are
not sure about their strategies.
Each employee clashes with
other at the time of making
decisions. They make
arguments and spoil the office
environment.
Communication This team assess its own
progress and develop
necessary changes in the
improvement of performance.
They always avoid process of
assessing and discussing their
performance and progress.
M3 Group Development theory
Tuckman’s Theory of Team development
Bruce Tuckman focuses on ability of team and classified this theory in some phases
(CAOUETTE and O’CONNOR 2019). These four phases are important for a team to develop,
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face challenges, handle problematic situations, plan work, and deliver desired results in
Sainsbury.
Forming
In this phase of team development, members of team get to learn opportunities, face
challenges and meet Sainsbury’s expectations. Later they have to agree terms and goals of
company and tackle the given task. Team members like to behave independently because they
are not properly introduced to each other. So, they do not trust each other unconditionally and
spend time in planning work, making bonds with one another and collecting information about
the task allotted.
Storming
` This phase of team development is very hard to pass. In this period of developing a team,
Sainsbury faces many conflicts and competition because the personalities of individuals emerge
in this stage. Energy is put in unproductive activities which led to decrease performance of team.
Members do not agree on goals of team and form sub groups. So, Sainsbury’s workers have to
accept differences among them and work to come out of obstacles. Team addresses failure if
these conflicts continue for long term.
Norming
When a team passes the storming phases, all conflicts gets resolved and unity among
workers of Sainsbury emerges. Norming stage develops interpersonal relationships among
workers and increase in team performance occurs in this stage (Hildebrandt and Marr 2020).
Members of Sainsbury began to co-operate and began to focus on team goals.
Performing
In this phase of performing, agreement and co-operation of workers have been
established well and team becomes well organized and mature. Team prepares a stable and clear
structure and commitment to work on Sainsbury’s mission. This team focuses on solving
problems and meet goals of team by performing well together.
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D2. Critical evaluation of the theory of team development
The Tuckman’s theory of team development clears all the stages which are used in making an
effective team (Owoseni and et.al., 2017). It helps in solving all the issues which are raised while
developing a team. This helps in improving the behaviour of employees and also enhances their
performance. On the other hand, it is very difficult to maintain and manage the fiver steps and
implement them systematically (Jones, 2019). It becomes very difficult for the group members to
maintain effective communication and also good relationship with the team members. This
sometimes create stress in the minds of people. This sometimes leads to conflicts.
LO 4
P4 Concepts, philosophies of Organizational behaviour in analysing business situation of a
company.
Usually every organization use autocratic leadership. This leadership characterize by an
individual who controls all decisions (Chumg and et.al., 2016). Leaders in this style make
decisions based on their own ideas. Autocratic leadership includes absolute control on group.
Here, business situation of Sainsbury is analysed on the basis of path-goal theory.
Path goal theory of leadership
It is based on the specification of leadership style or behaviour that suits the employees
and office environment in order to acquire Sainsbury’s goal (Phillips and Phillips 2016). This
process is held by leaders so that they can guide team members through their path in order to
obtain their daily basis activities.
Its four behaviours are defined in the context of Sainsbury’s business situation.
Directive path goal: This behaviour of leader can be used when the conflicts increase in
Sainsbury. It is a direct behaviour of leader that provides proper guidelines about the work and
let them know what is expected from them. Leaders set different standards of performance for
every employee. Leaders controls behaviour of employees when they cannot meet their
performance standards. This direct path goal behaviour has positive effect on employees as they
have clear concept of their allotted work.
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Achievement path goal: This kind of behaviour can be applied at the time of demotivation in
Sainsbury. Leaders set some challenges for employees and let them show their capabilities to
perform well (Dokony, Singh and Arumugam 2020). They attract employees by offering them
rewards for performing well according Sainsbury goals. Leaders support employees to work with
confidence and face challenges. Achievement oriented behaviour performs well when the
employees are suffering from lack of challenges. This path goal theory turns demotivated team
into perfect co-operative team and eliminates laziness and boredom from the team.
Participative path goal: This path can be applied when the sales volume decreases in Sainsbury
because of poor performance of employees. Managers and leaders have to work on floor with
employees and make proper procedure which can improve and recover volume of sales.
Supportive path goal: This behaviour can be applied when Sainsbury suffer from lack pf
employees. Leaders have to follow this path and make them feel secured and provide facilities
which stick them to the company and perform well.
Both participative and supportive path goal theory can be implemented in Sainsbury.
Participative path collaborates with employees to increase performance which can improve
Sainsbury image in the industry. In Sainsbury, supportive path can be very profitable because it
is implemented in serious business situations where company requires high level support from
managers and leaders
M4. Critical evaluation of the philosophies
Under the path goal theory of leadership, it is very necessary for leaders to provide directions
and support their followers to ensure that employee’s goals are compatible with the goals of
Sainsbury. This theory supports leaders to engage with the critical demands of particular
situations by acquiring different leadership styles. This method is flexible and the theory which
is revised can be used in groups in which team members are more knowledgeable (Basrie and
Jatmikof, 2020). On the other hand, this method can fail if there are flaws in the leaders. The
leaders can sometimes be rational and may act on the basis of delusion. This sometimes may lead
to collapsing of the system (Phillips and Phillips, 2016).
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CONCLUSION
After defining and describing total organizational behaviour, it is concluded that
organizations can better improve their performance by using Charles handy model culture. This
theory classifies some behaviour which can be occupied for the betterment of a company.
Politics are also necessary to make advancements in the functioning of company. French and
Raven bases of power are concluded in OB to make appropriate management of company.
Content and process theories of motivation and motivational techniques are implemented to
know what and how organization keep employee motivated towards work. This can be analysed
by using theory of Maslow Hierarchy of needs and Skinner’s reinforcement theory. Theory of
Bruce Tuckman is used for team development in an organization to know which factors make
effective team opposed to ineffective team. Business situation of a company is analysed by using
path-goal theory of Robert House to understand which path can result in positive outcome
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