Impact of Politics, Organizational Culture and Power on Team and Individual Performance

This report explores the impact of politics, organizational culture, and power on team and individual performance in Primark. It discusses the different types of organizational culture and the influence of power on performance. It also examines motivational theories and team development theories in attaining organizational goals.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................................4
MAIN BODY..................................................................................................................................................4
LO1..............................................................................................................................................................4
P1 Impact of politics, organizational culture and power on team and individual performance..............4
M1...........................................................................................................................................................7
LO2..............................................................................................................................................................7
P2 Motivational theories in attaining organizational goals......................................................................7
M2.........................................................................................................................................................10
LO3............................................................................................................................................................11
P3 Team development theories.............................................................................................................11
Illustration 2: Tuckman theory...............................................................................................................13
M3.........................................................................................................................................................13
LO4............................................................................................................................................................14
P4 Philosophies of organizational behaviour.........................................................................................14
M4.........................................................................................................................................................15
CONCLUSION.............................................................................................................................................16
REFERENCES..............................................................................................................................................17

INTRODUCTION
Organizational behaviour is basically studying as well as understanding that how people
and group of people act and behave within an organization. The main aim of this report is to
study influence of motivation, organizational culture as well as technology in Primark on
behaviour and productivity of its employees (Adizes, Cudanov and Rodic, 2017).
Primark is primarily fashion retail organization being established in 1969 by Arthur Ryan
and headquartered in Dublin, Ireland. This organization provides diversity products like
menswear, womenswear, accessories, beauty products, confectionary etc.
This report gives an overview of impact of politics, organizational culture and power on
team and individual performance, motivational theories in attaining organizational goals, team
development theories and philosophies of organizational behaviour.
MAIN BODY
LO1
P1 Impact of politics, organizational culture and power on team and individual performance
Organizational culture
Organizational culture is basically the mixture of various values as well as behaviours
which helps in developing psychological environment within a business (Boussebaa, 2019).
Handy’s model
Power culture
This is basically the organizational culture in which power is generally held by some
individuals and thus has various rules as well as regulations. For example- in Primark, the
authoritative bodies like leaders and top management have the power to delegate responsibilities
to the employees. This culture helps Primark to take effective decisions and thus assists in
influencing behaviour of individual and team (Boussebaa, 2019).

Task culture
This culture mainly addresses upon team performance and in this, teams are generally
formed for achieving the goals and for solving critical problems. For example- to achieve the
targets and definite objectives, employees in Primark usually perform the activities in teams.
This helps Primark to increase the communication between individuals and overall team and thus
enables the employees to increase their productivity (Thomas, Ambrosini and Hughes, 2019).
Person culture
In this culture, the employees as well as individuals are given high emphasis and they are
mainly concerned about themselves instead of organization. In short, individuals mainly see
themselves as unique as well as superior. For example- Primark follows person culture and thus
mainly emphasizes upon the benefits of employees like their pay, productivity etc (Lewis,
Cantore and Passmore, 2016).
Role culture
Role culture is basically the organizational culture where the employees are generally
delegated with the roles as well as responsibilities as per their specialization as well as their
educational qualifications. For example- In Primark, employees are given roles according to their
capabilities like technical work to the technical staff. This eventually increases the commitment
of employees towards their work and hence their overall performance increases (Rurkkhum and
Bartlett, 2018).
Impact of Power
The organizational power is basically the ability to get the things done by other and thus
impacts the performance of individual and team in an imperative way.
French & Raven
Legitimate power
This form of power generally addresses that person have formal right to take decisions
and have the power to reward and punish employees (George and Schillebeeckx, 2018). It affects

the productivity and performance of employees and team as they remain under the fear that they
can be rewarded and punished for their work (Ruepert and et.al.,2016).
Reward power
This is the power where employees are rewarded for their exceptional performance. In
short, this form of the power involves individual’s ability to delegate the matters which they
generally do not wish to do for other people and thus reward them. This power affects the
performance of team and individual in Primark as they become highly committed towards work
for receiving reward (Pradhan, Jena and Kumari, 2016).
Coercive power
This is the power in which employees are punished as well as forced for doing
something. This power involves physical harm and threats for the major purpose of compliance.
For example- the performance of employees and team will decline in Primark due to this power
as employees will not feel motivated and will be under great fear (Supriyanto, Ekowati and
Masyhuri, 2019).
Expert power
This is the form of power which mainly comes from the experience and superior
knowledge. When person generally have the strong knowledge as well as skills then that
individual is said to have expert power. This power influences performance of team and
individual in Primark as when top management mainly provides right guidance to employees and
increases their knowledge then they work with more enthusiasm (Sari and et.al.,2019).
Referent power
This power generally comes from liking as well as respecting the other individuals and
where the leader is generally seen as the role model by their employees. This power greatly
influences the behavior and performance of employees in Primark. For example- when leaders in
Primark will have referent power then employees will highly appreciate the leader and therefore
will work with high productivity to get the same power (George and Schillebeeckx, 2018).
Impact of Politics
Chantal Mouffe is considered as the great political theorist who explained the
organizational politics in an imperative way. According to Chantal, there are two types of

politics which are being exercised within an organization namely positive politics and negative
politics. Positive politics within organization means all the employees are treated fairly and each
one of them gets the equal opportunity (Lewis, Cantore and Passmore, 2016). On the other hand,
negative politics is the one where high level biasness prevails and thus management achieve the
personal gains at expense of the others. Both the politics can influence performance and behavior
of team and individual in Primark. Like for example- when Primark will provide equal
opportunity for personal growth to their employees and exercise positive politics then
productivity of employees will increase and their behavior will be positive towards
organizational goals. While if Primark will inculcate negative politics like improper
communication, favoritism etc then employees will be reluctant in their work and their
performance will decrease (Pingel, Fay and Urbach, 2019).
M1
The organizational culture, power as well as politics play an important role within
organization and thus influence the performance of individual and team. When Primark will
inculcate a great culture within its organization like cooperative working environment then it will
eventually increase motivational level of employees and thus their productivity will increase. On
the other side, when Primark will incorporate positive politics and leaders will exercise power in
such a way as to increase satisfaction level of employees, then level of commitment of personnel
will increase towards work and hence will exhibit positive behavior (Lugiani and Yuniarsih,
2019).
LO2
P2 Motivational theories in attaining organizational goals
Content theory
Content theories are mainly associated with the needs of the people and thus emphasizes
on the major motivational factors which motivates others. In short, these mainly endeavor to
identify that what are the needs (Boussebaa, 2019).
Maslow hierarchy theory

This is one of the great motivation theory which mainly explains the hierarchy of needs
through which individuals passes for fulfilling their needs (Lugiani and Yuniarsih, 2019).
Physiological needs
Physiological needs basically relates with the basic necessities of human beings like need
for food, drink, shelter etc. These needs are essential for optimal function of the human body.
Primark should focus on the first needs of employees and should provide comfortable working
conditions, safe water to drink and necessary breaks (Thomas, Ambrosini and Hughes, 2019).
Safety needs
Once physiological needs are satisfied, human beings progress to another level of need
which is safety needs. This mainly relates to protection from various elements, security, freedom.
In short, in this person expect to feel secure and safe throughout their life. For example- to fulfill
this safety need of employees, Primark can provide personal as well as financial security to them
like secure compensation, job security etc (Lewis, Cantore and Passmore, 2016).
Social needs
These needs basically relate to love as well as belongingness and mainly include need of
employees to have a sense of acceptance and friendship. For example- When Primark will focus
on these needs of employees by encouraging cooperative working environment, promoting great
work-life balance then productivity of employees will eventually increase. This will help in
attainment of organizational goals (Pingel, Fay and Urbach, 2019).
Esteem needs
These are the other need once social needs of employees are fulfilled. These needs are
associated with self-esteem as well as respect. These are related to need of employees for
recognition, respect and status. Primark can fulfill these by continuously offering rewards and
recognition to the employees and by providing promotions. This will increase motivational level
of employees and will help in achievement of organizational goals (Rurkkhum and Bartlett,
2018).
Self-actualization needs

These needs relates to realization of the full potential by employees. When Primark will
fulfill these needs by providing challenging work to employees and encouraging them to
participate in decision-making then employees productivity will automatically increase and will
strive to achieve organizational goals (Ruepert and et.al.,2016).
Illustration 1: Maslow’s hierarchy of needs
(Source: Maslow's Hierarchy of Needs, 2018)
Process theory
The process theories mainly relate with the process which is used for motivating
employees and analyses the overall process which motivates individuals.
Vroom theory
This theory is based on the concept that behavior mainly results from the various
conscious choices among the alternatives where main aim is to increase pleasure and decrease
pain (Pradhan, Jena and Kumari, 2016).
Expectancy
This is mainly associated with belief that great and increased effort generally results to
the increased performance. In short, if employees will work harder then their performance will
ultimately increase. Primark can increase this expectancy of working harder to get better results
among employees by providing the proper resources like time and by inculcating right skill sets
within them. When employees will get appropriate resources then they will work with greater
efficiency and thus will strive to attain organizational goals (Pradhan, Jena and Kumari, 2016).

Instrumentality
This aspect of Vroom theory mainly relates with belief that when employees will perform
great then the valued outcome will arrive. In short, employees will receive the reward if
performance expectations are met. Primark can increase this belief among employees by
ensuring full transparency of the process and also by explaining the understanding of relation
between performance and outcomes to employees. This will help organization to achieve
organizational objectives as employees will work great enthusiasm (Supriyanto, Ekowati and
Masyhuri, 2019).
Valence
This is usually associated with the importance which employees place on expected
outcomes (Ruepert and et.al., 2016). It is basically value which people places upon rewards of
outcomes. For example- some employees in Primark might not feel motivated by financial
incentive instead the formal recognition like promotion gives them more motivation. Thus
organization should emphasize on the different motivational factors of different employees and
should recognize their individual differences in perception of rewards. Thus will eventually
increase the motivational level of employees and thus they will work with greater commitment in
order to achieve the organizational goal (Sari and et.al.,2019).
M2
The various motivational techniques play an important role in influencing the behavior of
employees within organization. There are two motivational theories content and process theories
which are used by Primark for motivating its employees. Within content theories, Maslow theory
is one of the effective motivational theory where its major advantage is that it considers human
nature and thus takes into account every level of need of employees. Within process theory,
Vroom theory is highly remarkable where its main advantage is that it stresses upon expectations
as well as perception of employees and focuses on rewards and pay-offs (George and
Schillebeeckx, 2018).

LO3
P3 Team development theories
A team is basically group of the individuals who work in collaboration for achieving the
common goals and objectives. An effective team is the one in which all the team members work
cooperatively with each other and thus strive to achieve the team goals (Pingel, Fay and Urbach,
2019).
Types of teams
There are generally various kinds of teams which are present in Primark and thus help in
achieving the organizational goals and objectives.
Functional team
Functional team is group of the employees who works with common functional expertise.
In Primark, these employees usually work for same goal and thus have similar objectives which
are shared by employees as well as organization. The functional teams in Primark generally
permit high operational capacity. This functional team in Primark helps to gain competitive
advantage and helps to achieve the overall objectives of organization (Lugiani and Yuniarsih,
2019).
Problem-solving teams
Problem-solving teams are group of the individuals which operates on project that
generally involves resolving the various issues that are affecting overall operations of
organization (Rurkkhum and Bartlett, 2018). The problem-solving teams are generally created
with the main aim to solve a particular issue or problem within restricted time period. These
teams in Primark works towards similar goals but still their work are different because they have
different task to perform. These tasks are mainly based upon problems which are arising within
Primark (Adizes, Cudanov and Rodic, 2017).
Project teams
Project teams are another group of the employees in which each member generally
belongs to various groups as well as functions and thus deals with numerous projects which
Primark has undertaken. These members in Primark are then assigned various tasks. The tasks

mainly belong to same project upon which employees are currently working according to needs
of organization. Management of Primark divides its teams into different sub teams according to
various functions of project (Boussebaa, 2019).
Virtual teams
Virtual teams are basically the teams which are also known by the name distributed team
or remote team and thus are group of the individuals who generally work together across various
geographic locations as well as rely upon communication technology. These teams in Primark
are usually distributed as well as divided into the various parts. Primark undergoes the various
projects where employees are present within various locations but work on the single project
(Thomas, Ambrosini and Hughes, 2019).
Tuckman theory
Forming
This is the first stage in development of an effective team where the various team
members are mainly assembled. For example- in order to increase the sale of its new product,
Primark develops the team where management will first gather all the members who will be
allocated their tasks (Sari and et.al., 2019).
Storming
Storming is the stage in which the team members start addressing tasks and activities. In
this stage, relation between the team members starts taking shape and their different ideas
compete. For example- team members in team developed for increasing sale of new product in
Primark will first challenge each other and their ideas will compete with each other (Lewis,
Cantore and Passmore, 2016).
Norming
Norming is the stage in which team members begin to resolve their conflicts and
differences and respect each other. In other words, this is the stage where team member’s
relation begins to take shape and develops strong commitment for team goals. For example- the
team members in Primark will communicate with each other regarding how to increase sale and

reach target and will start respecting viewpoints and perspective of each other (Rurkkhum and
Bartlett, 2018).
Performing
This stage of team development is all about performing the tasks. In this stage, team
members clearly know that what they need to do and thus develops a shared vision for achieving
the goals and objectives of team. For example- the team members in Primark in this stage will
come to that the team is mainly formed for increasing sale of new product and it is important for
the organizational success (Supriyanto, Ekowati and Masyhuri, 2019).
Adjourning
Once the given task or project is completed for which team was actually created, then the
team disbands. This is adjourning stage. In this, team began to dismantle and everyone move to
the new things after gaining experience. For example- Once the sale of new product has been
increased to given target, team will disband in Primark. Employees will feel insecurity due to
close bonding they shared while task was going on (Thomas, Ambrosini and Hughes, 2019).
Illustration 2: Tuckman theory
(Source: 5 stages of team development, 2019)
M3
The most effective team theory which helps Primark to develop an efficient team capable
of accomplishing organizational and team goals is Tuckman theory. Through its five stages
which are forming, norming, storming, performing and adjourning Primark is able to create an
efficient team where team members coordinate with each other to reach a consensus. The main
advantage of this theory is that it helps employees to understand the cross-cultural differences as

well as perception of other team members and hence increases their productivity (Ruepert and
et.al.,2016).
LO4
P4 Philosophies of organizational behaviour
Path goal theory
Path goal theory is basically the theory which is based on concept of recognizing the
particular leadership style or behavior which fist best for the employees as well as working
environment for achieving goals (Rurkkhum and Bartlett, 2018). There are four types of leaders
behaviours
Directive leadership
This is the leadership style in which leaders of organization informs the employees that
what is generally expected from them and how they have to perform their tasks. This behaviour
of the leaders have the great impact upon behavior of employees in Primark and thus help
employees to cope up with the undefined job responsibilities. This eventually increases the
productivity of employees and their overall performance (Pradhan, Jena and Kumari, 2016).
Supportive
This is the leadership style where leaders shows concerns towards the employees and
thus exhibit friendly as well as approachable behavior with them. The main aim of leaders
adopting this leadership style in organization to work towards satisfaction of needs as well as
preferences of employees. This leadership style of leaders in Primark greatly influences behavior
of employees as when leaders shows concern to employees for their psychological well-being
then employees feel motivated and hence their commitment towards work increases (Supriyanto,
Ekowati and Masyhuri, 2019).
Participative
This is the leadership style in which leaders encourages its employees for participating in
decision-making process and thus consults them before arriving on any decision. In short, in this
leaders mainly solicit opinion of employees for making any fruitful decision for team and

organization. This leadership style in Primark helps leaders to improve the poor decision making
of employees and this eventually increases their positive behavior (Sari and et.al.,2019).
Achievement
The achievement oriented leadership style is the one where leaders generally sets
challenging goals and tasks for their employees and thus expect to perform by giving their best
and showing great confidence. In this style, leaders within Primark continuously encourage its
employees to give their peak performance and thus help in accomplishing the task. This
ultimately generates a trust and confidence among employees of Primark and they strive
willingly for achieving organizational goals (Ruepert and et.al.,2016).
Contingency theory
Contingency theory is basically the theory of leadership which states that effectiveness of
the leaders mainly depend on the extent to which their leadership style mainly matches with the
situation or scenario. In short, according to this theory there is not single way or approach for
leading the organization and leaders need to find the most effective leadership style which suits
the situation. This influences the behaviour of employees in Primark to a great extent. For
example- when leaders in Primark will adopt participative leadership style in the scenario of
dealing with decreasing sale of products then this will eventually motivate the employees as their
opinion will be given utmost importance for increasing product sale. On the other hand, when
leaders in Primark will always exercise strict control over their employees in each and every
situation then a sense of dissatisfaction and frustration will emerge within employees and this
will affect their behaviour in negative way. In this way, the efficiency of the leaders mainly
depends on what leadership style they adopt according to the given situation and thus will have
direct impact on productivity of employees (George and Schillebeeckx, 2018).
M4
The various theories as well as concepts that applies within the organizational behaviour
greatly influences and impacts the behaviour of employees. The most effective theories are path
goal theory and contingency theory. Major advantage of path goal theory is that it provides a
great framework to leaders for understanding that how their style greatly affects employee’s
motivation (Sari and et.al., 2019). Disadvantage of this theory is that sometimes a specific

situation generally requires more than one leadership style. The greatest advantage of
contingency theory is that it has dynamic nature and allows leaders to change their style
according to situation. Its main disadvantage is that it is highly complex and becomes difficult
for managers to understand that which style to adopt (Pingel, Fay and Urbach, 2019).
CONCLUSION
It has been summarized that organizational culture, power as well as politics impacts the
behaviour and performance of individual employees and teams within organization in both
positive and negative way. In order to motivate the employees, organizations make use of
various motivational techniques and theories like Maslow hierarchy theory, Vroom expectancy
theory etc. These theories help the organization to determine various motivational factors of
employees and hence design strategies. Besides this, it is highly essential to develop effective
teams within organization for increasing productivity of employees. To design efficient teams,
organizations make use of theories like Tuckman theory which enable them to systematically
develop teams for various activities. At the end, there are various theories which help
organizations to influence the behaviour of employees like path goal theory etc. These theories
allow organizations to increase satisfaction level of employees and increase their overall
performance.

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