Impact of Organisation's Culture, Power and Politics on Behaviour

Organisation
Behaviours

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Impact of organisation's culture, power and politics on individual as well as staff
behaviour. ..............................................................................................................................3
TASK 2............................................................................................................................................6
P2: Evaluate how process and content theories of motivation in the organisation. .......6
Task 3...............................................................................................................................................9
P3: Explain what make effective team as a conflicting to ineffective team...........................9
TASK 4: ........................................................................................................................................10
P4: Apply concepts and philosophies of organisation behaviour within an organisation. ..10
CONCLUSION..............................................................................................................................11
Reference:........................................................................................................................................1

INTRODUCTION
Organisation behaviour is a procedures to evaluate the how people behave at the work
related places in a management team. It is a set of managerial activities helping in understanding,
guess and influences the workers at the organisation. It involves different area like wise
improving the performance of the employees, encourage the new thoughts and ideas for
enhancing the productivity, focus on increasing the job satisfaction of the employees at the
workplace. Their are various different theories and concepts which are implemented in the
management team so that mission and vision of the organisation can be accomplished in the long
run. With the references of Primark company, having stores at different location of the UK
economy operating in the retailer industry providing the clothes for women, men and
kids,Accessories, various product of home-ware and beauty and fashion product. This report
undertakes the organisation rules and regulations , power and culture which have a impact on
the behaviour of the workers.
TASK 1
P1: Impact of organisation's culture, power and politics on individual as well as staff
behaviour.
Every organisation has its own strategies and tactics for continuity of business.
Personnel perception and staff behaviour depends on some of the factors such as organisation
working environment, culture, authority etc. In present situation, employees mostly worry about
organisation environment rather than completion of given task. These factors affect both
behaviour as well as working environment in the organisation. Charles Handy theory, also
known as structural theory it states that organisation need different forms of culture which
depicts the collaboration amongst management as well as employees.
According to Handy theory, organisation structure is divided into two dimensions; level of
cooperation and power distribution. Expanding these dimensions includes 4 phases which are
mentioned below-
organisational structure is divided into 4 phases which are mentioned below-
Culture- It refers to social norms as well as guides which reflects the individual
attributes. A culture depicts the organisation and its employee stability. A company with good

working environment culture attracts and gain trust of its personnel as well as team member.
Culture affects both employee and group behaviour because it can have positive impact on
productivity, goodwill of the firm, and sales (Chumg and et. al., 2016). Their are different types
of culture which are discussed below-
Role culture- This culture reflects operational as well as functional structure. In this,
personnel is worried about status and goodwill in organisation. Low level of cooperation is
present in this culture. Because of which management is job oriented rather than goal oriented.
Thus, status of power distribution is this section is low and presence of static environment is
their.
Positive and negative impact: the positive impact on the organisation of that the everyone knows
their part on the task so that management are able to achieve their goals in the perfect times. And
the negative impact is that effectiveness of the inputs of the employees are not up to make which
delay the profits of the orhgansaition.
Task culture- It refers to process in which each individual gets task individually. Tasks
are given for a particular project. Handling of this situation reflects which employee will get
power in the organisation. This form of organisation culture is beneficial for firm because it
boost up the productivity of both employee as well as organisation. In respect with, Primark can
adopt this culture because it enhances the morale of each employee. Thus, organisation will have
good impact on its production efficiency because employee will become result oriented.
Person culture- Further comes person or individual culture. This states that individuals
are egoistic in nature and have a perception that are important than the firm. This culture can
create conflicts amongst team members as well as some of the personnel will have a negative
impact if company go through this form of culture. In context to Primark, adoption of this culture
will have great impact on its productivity as well as sales. Because it is retailing firm, individual
performance can be analysed and on basis of that employee try to put more effort to accomplish
goals. Hence, organisation profitability increases at higher ladder due to full independence
available to subordinates by firm. (Muchiri, Shahid and Ayoko, 2019).
Power culture- In this, according to Handy theory power distribution is low in
organisation because it lies within owners hand. Power culture is more related with cooperation
of subordinates rather than power. In Primark, leaders in this culture are more flexible to
maintain relationship amongst employees for organisation means.