Impact of Culture, Power, and Politics on Organisational Behaviour
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This report analyzes the impact of culture, power, and politics on the behaviour of individuals and teams in an organization. It also discusses motivational theories and effective team development.
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Organisational behaviour
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Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 P1 Analysis impact of culture, power and politics on behaviour of individuals & Team..........3 M1 Analysis of Politics, culture and power on individuals and team members.........................6 D1 Critical evaluation of relationship among power, culture and politics in organisational success........................................................................................................................................7 TASK 2............................................................................................................................................7 P2 Content & Process theories of motivation.............................................................................7 M2 Critical evaluation affect of motivational theories on behaviour of individuals..................9 TASK 3......................................................................................................9 P3 Effective and Non effective Teams.......................................................................................9 M3 Analysis of group development theory...............................................................................11 TASK 4..........................................................................................................................................11 P4 Concepts & philosophies of organisational behaviour........................................................11 M4 Evaluate concept and Theories that influence behaviour in positive & negative manner.12 D2Criticalevaluationofteamdevelopmenttheorywithconceptandtheoriesof organisational behaviour...........................................................................................................12 CONCLUSION..............................................................................................................................12 REFERENCES..............................................................................................................................14
INTRODUCTION Organisational behaviour is a multidisciplinary field that deals with behaviour of an individual as well as teams. The organisation behaviour is concerned with approaches & concepts of a company which assist in setting organisational goals within time frame. This concept is used by an organisation in order to identify the behaviour of individual and group (Borkowski, 2016). It is the study which focuses on developing effective environment at workplacethatleadstowardsattainmentofgrowthopportunities.Primarkistakeninto consideration for the present report. The company was established in the year 1969 and it was founded by Arthur Ryan. Primark headquarter is in Dublin, Ireland and at present it has more than 370 outlets globally. It deals in housewares, cosmetics, clothing and so on. The present report covers impact of power, politics and culture on individual as well as teams. Along with this, it describes motivational theories which assist companies to enhance their productivity and performance level. Moreover, a discussion about effective & ineffective teams is cover along with team development models. In the last, different concepts and philosophies of organisational behaviour is discuss in the report. TASK 1 P1 Analysis impact of culture, power and politics on behaviour of individuals & Team. Organisational behaviour is defined as the study of behaviour of teams and individuals existing at workplace. The primary objective of this study is to gain an insight regarding attitude as well as behaviour of staff members prevailing in the organisation. It help managers to fulfil needs of employees that leads to increase in productivity and efficiency of staff members of company. It also assist companies to retain employees for longer time period which in turns save their cost of hiring new candidate for the organisation(Brickley, Smith and Zimmerman, 2015). There are factors which impact on behaviour of teams and individuals such as power, culture and politics as well. In relation to Primark, it have employees who belong from different culture and religion.The company is performing well in market but It make continuous changes and adopt all the innovative processes in order to gain leading position at marketplace and to fight with its competitors. The power, culture as well as politics plays an essential role in order to maintain consistency at workplace. All these factors affect on the behaviour of individuals and teams that
directly impact on performance of company. The influence of power, politics & culture on behaviour of groups and individuals is defined below: Power: It is defined as willingness of managers and team leadersto influence employeesof an organisation. In addition to this, it is the power of an individual to manage as well control business activities in an effective manner(Carnevale, 2018). It is determined that almost in all the organisation, its higher authorities have the power to take decision of company. The power is of different types which are as follows: Reward power: Herein, higher authorities of a company has the power to give rewards, appreciation and recognition to employees of their efficiency that leads to raise in performance and efficiency level of staff members. In relation to Primark, its top level management should give rewards and appreciation to staff members according to their competencies as well as skills. It affect positively on employees due to which they can contribute their best towards organisation goals and objectives. Coercive power:It is defined as power wherein higher authorities imposes staff members to follow all the rules as well, as policies of a company. Along with this, managers have the power to punish employees of instructions is not followed by them. In context to Primark, acquisition of this type of power builds negative mindset of employees and team members towards company that affect on the productivity & profitability of company in a negative manner. Referent power: This form of power is adopted by companies in order to motivate, inspire and influence staff members prevailing in the organisation. It help managers to enhance efficiency and productivity level of employees of a company. With reference to Primark, if this power is adopted by company it assist managers as well as team leaders to increases sales and profitability of company in an effective manner(Chen, Chen and Sheldon, 2016). Legitimate power: Herein, managers, owners and CEO of a company have the authority to take part in decision-making process of an organisation. In relation to Primark, acquisition of legitimate power declines creativity level of employees and affect negatively on teams and employees. It will also develop issues between team members due to which their effectiveness is reduces that directly impact on objectives of organisation in a negative manner.
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Expert power: Herein, decisions are making by those people who is expert in that specific field.WithreferencetoPrimark,expertpowerwillassistinincreasingperformanceof employees as they work with an expert which affect positively on their mindset. Along with this, it raise confidence and morale of staff members that leads to increase in productivity of Primark. After analysing the above forms of power, it is determined thatadoption of reward power is feasible and beneficial for Primark as it influence teams as well as individuals due to which they put efforts in attaining organisational goals within time frame. Culture: It is defined as ethics, value, belief, norms, opinions and ideologies of people prevailing in the organisation. The main role of managers of a company is to maintain effective relationship between all the subordinates so that no problems is occurred at workplace(Desselle, 2016). With the helop of Handy's Typlogy, it is analyse that culture is of four types which is mentioned below: Task culture:According to this culture, tasks and activities of a project is divided between the staff members as well as team members. The aim to follow task culture is to implement & complete task timely and effectively. With reference to Primark, its higher authorities can adopt this culture as it develops positive behaviour of employees & team members. It also help company to achieve their desired goals within the time frame. Power culture: Herein, the control and power of taking decision is in the hands of few employees prevailing in a company. Acquisition of this culture by Primark might arise issues & disputes among the staff members. This also affect negatively on the business activities that leads to decline in profitability level of company. Role culture: In this type of culture, the task is assigned to team members as well as employees by higher authorities according to the competencies, skills, qualification, knowledge level of staff members. In relation to Primark, adoption of role culture enhance productivity of subordinatesandbringscreativityintheorganisationduetowhichcompanyhavethe opportunity to gain competitive advantage at marketplace. It also company to reach on leading position in the retail sector in an effective manner. Personculture:Herein,themainfocusofhigherauthoritiesisonbehaviour, characteristics, attitude of staff members of company. If this type of culture is adopted by
Primark, it will develop positive environment at workplace which motivates employees to achieve organisational objectives within stipulated time frame. After analysing the forms of culture, it is determined that Role culture should be adopted by Primark as it helps them to bring out creative and new idea at workplacedue to which productivity & profitability of company is increased in an effective manner. Politics It takes place when interaction and communication takes place at the workplace. It is of twotypes that is positive politics and negative politics(Johns, 2017). In relation to Primark, positive politics increases performance level of employees that directly enhance profitability of Primark. Along with this, negative politics occurs disputes among the individuals and team members and impact on overall efficiency of company in negative manner. It also reduce trust level which employees have on company due to which efficiency and productivity of staff members is decline. It also affect on the objectives of company in a negative manner. By analysing the above discussion, it is determined that managers of Primark should emphasise on building positive politics within the company as it assist them to retain their employees for longer time frame. It will also help them to enhance performance & productivity level of organisation in an effective manner. M1 Analysis of Politics, culture and power on individuals and team members One of the most factors that plays crucial role in an organisation or affect on the behaviour of individuals & team members are politics, power and culture as well. Reward power motivate employees to work with full potential that directly leads to raise in efficiency & profitability of company. It is necessary for companies to develop positive politics at workplace as it help them to maintain effective environment at workplace that reduces absenteeism rate of staff members and leads to enhancement of performance of company(Kim, Eisenberger and Baik, 2016). In addition to this, adoption of role culture at workplace develops new and creative idea due to which an organisation have the opportunity to gain competitive advantage at marketplace. D1 Critical evaluation of relationship among power, culture and politics in organisational success. Itisdeterminedthatrelationshipbetweenpolitics,powerandcultureassistteam members to gain success in an effective manner. By the assistance of this, higher authorities of
company is able to maintain healthy relationship among team membersand employees that leads to increase in performance and profits of an organisation. In addition to this, raise in performance and profits leads company to gain growth and success at marketplace. TASK 2 P2 Content & Process theories of motivation. Motivation is defined as a procedure to encourage, inspire, influence an individual in order to raise productivity as well as performance level. In every organisation, leaders motivate staff members to work with full zeal towards attainment of goals and objectives which in turn affect on profits of company.Motivation also affect on the attitude as well as behaviour of employees prevailing in the organisation. Motivational Theories: This theories helps an organisation to identify needs of all the staff members and then fulfil it so that employees take interest in business activities and implement them in a proper manner. Along with this, motivational theories help companies to build positive culture at work place and decline absenteeism rate of employees working in the organisation(Kim, 2019). Moreover, it increases efficiency level of staff members due to which companies attain higher growth. Motivational theories is of two types that is content theory and process theory. This theories is mentioned below: Content Theory: This theory focuses on changing behaviour and attitude of people with the passage of time. It identifies requirements of and individual and then emphasise on the needs and as well as goals of Team. In context to Primark, the content theory that is adopt by Human Resource managers is ERG theory. This theory is discuss below with relation to company: ERG Motivational Theory: ERG theory was proposed by Clayton. p. Alderfer in the year 1969. This theory defines that it is possible to fulfil more than one need at a particular time. It involves three needs that is existence, relatedness as well as growth need. This needs are defined below: Existence needs: It includes physiological needs or the basic human needs that is air, water, food, clothing and many more. Along with this, it also involves safety and security needs which make employees feel secure at workplace. In relation to Primark, its higher authorities should emphasise on satisfying employees basic needs as it reduce mental stress of staff members that leads to implementation of business activities in a proper manner. It can also give
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incentives, on time salary and many other monetary benefits to employees so that they can feel secured in the organisation that affect positively on performance of Primark. Relatedness needs: This need involve social and self actualisation need which is external. It is important for every people to build status in societies and maintain an effective relationship with colleagues, family & friends(Lăzăroiu, 2015). In context to Primark, its higher authorities should organise informal meetings and parties in order to make them familiar with other staff members. Along with this, it help employees to share ideas and perception to each other. It also develops good relation among team members that reduces absenteeism rate and leads to increases in efficiency and productivity of employees. Growth needs: This need focuses on self actualisation need of an individual. Along with this, it also involves internal esteem of a person. With reference to Primark, its human resource manager provide training and development session to staff members that increases competencies, skills as well as knowledge of employees. The higher authorities can also organise activities which help them to accomplish task in an effective and timely manner. Moreover, training programs also brings out innovative and creative ideas which help company to raise their efficiency and profitability level. Process Theory: The psychological procedure which affect people as well as group members to alter their behaviour and act differently is referred as Process Theory. Process theory is mainly focuses on analysing the reason why an individual behaviour is changing. In addition to this, it involves motivating an individual in order to cope up with the changes in an effective manner. In context to Primark, its HR manager uses Adam's Equity Theory as a process theory within the organisation. Adam's Equity theory is defined below in context to Primark: Adam's Equity Theory of Motivation: This theory was formulated in the year 1960 by John Stacy Adams with an aim to motivate and encourage staff members of an organisation. Adam's Equity theory is based on two factors. The first factor signifies that there should be fair as well as equal treatment to the employees of an organisation(Liu, 2015). Making them feel impartial builds negative mindset of staff members due to which their efficiency is declined and leads to reduce in profitability of company. Motivational level of employees is totally rely on how well they are treated at workplace. The another factor of this theory is inputs is equal to the output. The confidence level of subordinates is decline when they did not get returns as compare to the
efforts they put in the working of organisation. Inputs involve hard work, skills, knowledge, efforts, enthusiasm and so on. The output involves salary, incentives, bonus, monetary and non monetary benefits and so on. With reference to Primark, it is important for higher authorities to give rewards and benefits to employees of their hard work as well as efforts. It can also provide other benefits such as paid holidays, family trips, medical facilities to the staff members according to their performance. It help company to motivate employees that directly leads to raise in efficiency and productivity of Primark. Along with this, it assist mangers of Primark to strengthen their market position and generates higher profits which in turn increases revenue of company in an effective manner. M2 Critical evaluation affect of motivational theories on behaviour of individuals Motivational theories influence on behaviour and attitude of an individual in apositive manner. ERG theory states that more than two needs of an individual is fulfilled at a time as it affect on the behaviour of employees positively(Ludwig, 2015). Ifit is talked about Adam's Equity theory which is based on two factors that is employees treat equally in the work premise and their output is equal to the input of employees. This build positiveattitude of employees towards the company which help a company to attainhigher growth as well as leading position in the market. TASK 3 P3 Effective and Non effective Teams. BasisEffective TeamIneffective Team InterdependenceThe members of effective team have clear about the task and rolestheyneedtoperform. They know targets which is to beachievethisthereis interdependenceamong effective teams. Themembersofineffective teams have no set vision and thisthereIlackof interdependence due to which theyarenotattaininggoals within time frame. CommunicationHerein,twowayIneffective teams uses one way
communication process is used that give right team members to share their thoughts & ideas toothermembersofteam (McShane and Glinow, 2017). communication process due to which issues and problems is ariseamongtheteam members. Decision-making ProcessHerein,managersgive authority to team members to participate in decision making so that they can express their ideasinteamsthatleadsto innovation of creative idea in the organisation. The decision making is only in the hands of higher authorities andasperthatbusiness activitiesisperformedand implemented. Types of organisational Teams The group of people who mutually perform together towards a common goal is defined as Team. There are various types of teams which is mentioned below in context to Primark: Functional Team: In this, members consist of similar expertise is working togethet towards an objective. With reference to Primark, development of this team help company to implement activities in a proper and effective manner. Problem solving Team: It is determined that problem solving team is temporary in nature and develop in order to solve specific issues(Miner, 2015). This team will help Primark to easily handle situations as well as problems in a best manner. Project Team: This teams is properly structured and have assigned duties to perform in time frame. It help managers of Primark to attain their desired goals within stipulated time frame. Tuckman Team Development Model:This theory focuses on performance level of employees that is associated from starting to completion of a project or task. Along with this, it states that establishment of teams helps an organisation to develop positive environment at workplace. If this model is adopted by senior authorities of Primak it will help them to manage as well as coordinate teams in a proper manner. This model consist of five levels which are as follows: Forming: Herein, the members of team is gathered & task is clearly defined to them in a proper manner. The members introduce itself to others so that they can implement task
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effectively which is assigned to them. In relation to Primark, it is important for mangers to assign task to team members effectively which help them to attainment of goals within time frame. Storming: At this stage, the problems is occur if the perception and thoughts of team members is not matched so it is essential for higher authorities of Primark to build teams after considering behaviour of employees of organisation. Norming: At this level, the members of team is agree to work together nad they start trusting on each other as it will help Primark to attain competitive advantage at market and to gain success within the market. Performing: At this stage, all the team members emphasise on performing task assigned to them in a proper manner so that goals can be achieved within the time frame(Smither, Houston and McIntire, 2016). It is essential for Primark to keep motivating team members that leads to increase in efficiency and profitability of company. Adjourning: Herein, the task assigned to team member is completed & teams members are disbursed. It is important for mangers of Primark to ensure that relationship between team members is remain same which help them in their future and also maintains positive environment at workplace. M3 Analysis of group development theory It has been analysed that Tuckman development theory helps managers to evaluate and check performance of team members from starting to completion of a project. Along with this, it is determined that group development theory assist companies to attain their desired gaols within stipulated time frame. TASK 4 P4 Concepts & philosophies of organisational behaviour Path goal Theory: It is a leadership theory which determines behaviour of leader is contingent to the motivation & performance of employees. With reference to Primart, this theory will help leaders to give right direction to subordinates which in tuen assist company to attain their goals within stipulated time frame. Path goal theory involves four styles which are as follows:
Directive:In this, leaders of Primark guides employees so that business activities is executed in a proper manner that leads to achievement of objectives on time period(Tankebe and Meško, 2015). Achievement: Herein, leaders of Primark encourage subordinates of company towards achievement of their desired goals. The higher authorities of Primark emphasise on performance of employees so that goals can be achieved in an effective manner. Participative: The leaders of Primark gives opportunity to staff members to take part in decision making of company as it make them feel valued and important part of organisation due to which productivity and efficiency of employees is enhanced. Supportive: Herein, leaders of Primark focuses on fulfilling requirements of employees which motivate them to work with full potential towards organisational objective. M4 Evaluate concept and Theories that influence behaviour in positive & negative manner Path goal theory affect on employees in a positive as well as negative manner. They work according to the guidelines given by leaders due to which they attain targets and get rewards from higher authorities which affect positively on behaviour of employees(Waldman, Ward and Becker, 2017). In addition to this, working according to leaders declines creativity level of staff members that affect behaviour in a negative manner. D2 Critical evaluation of team development theory with concept and theories of organisational behaviour. Tuckman team development theory help companies to focus on performance level of employees whereas path goal theory help leaders to motivate and guide staff members that leads to increases in performance level of employees prevailing in organisation(Wilson, 2017). Thus, both team development theory as well as path goal theory influence on behaviour of employees in an effective manner. CONCLUSION From the above study, it has been concluded that study of behaviour of individuals and teamisimportantformangersinordertosatisfyingneedsofemployeesandtoattain organisational objectives within time frame. In addition to this, it is essential that employees I treated equally at workplace and they get output according to the efforts they put in towards
gaining objectives on time frame as it increases performance as well as productivity level of employees which in tun leads to raise in profitability of company.
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