Organisational Behaviour: Influence of Culture, Politics, Power, and Motivation on Performance and Behavior

This document discusses the influence of culture, politics, power, and motivation on the performance and behavior of individuals and teams in organizational settings. It explores the content and process theories of motivation and their impact on achieving organizational goals. The case study focuses on Matalan, a well-known fashion and home ware retailer.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
Organisational Cultural and Workforce Motivation (Part 1)...........................................................3
TASK 1............................................................................................................................................3
P1 Influence of Culture, Politics, Power of organisation on the performance and behaviour of
Individual & Team.......................................................................................................................3
TASK 2............................................................................................................................................7
P2 Content & Process theories of motivation techniques on accomplishment of organisational
goal..............................................................................................................................................7
Organisational Cultural and Workforce Motivation (Part 2).........................................................13
TASK 3..........................................................................................................................................13
P3 Effective & Ineffective Team..............................................................................................13
TASK 4..........................................................................................................................................15
P4 Concept & Philosophies of Organisational Behaviour.........................................................15
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
To obtain high profitability rate, it is essential to pay more attention on organizational
culture & workforce motivation. In this current time, employees are the most precious assets for
the organizations so it is prominent for the managers to take care their workforce & keep
motivating them. Organizational Manager also need to focus on organizational culture so that all
the workforce can share effective value & respect each other belief system, culture, religion
(Aliyu, et. al., 2020). A motivated employee is also maintain behave well & maintains all the
consideration of organizational behavior within an organizational environment. The main
concern of this project is to explain about the organizational culture, behavior of the Matalan
Company which is well known fashion & home ware retailer firm founded in 1985 by the John
Hargreaves. This project is discussing about the organizational power, culture & politics, &
determines its impact on individuals & group members. This project also evaluates numerous
motivational theories, significance of effective & ineffective team. Lastly, this report explain
about the concepts & philosophies about the organizational behavior.
Organisational Cultural and Workforce Motivation (Part 1)
TASK 1
P1 Influence of Culture, Politics, Power of organisation on the performance and behaviour of
Individual & Team
Organizational culture, contain as the strategically framework that include specific value
system, belief, opinion, perception, norms and attitude of employees towards their colleagues &
job.
Organizational politics is an unethical activity which provides indirect impact on the working
environment of the firm & also influenced negatively goodwill of the organization at the whole
marketplace (Desmet and Fokkinga, 2020).
Organizational power is demonstrate the right & authorities on hand of the board of directors,
CEO & other managerial post so that that can use their power for the welfare of the firm.
These three aspects are play a significant part within an organization and also influence
the individuals & team members. Organizational culture, power & politics influence directly on

the working of the Matalan. It is necessary for the Matalan Company to concentrate on these
aspects so that all these aspects provide positive impact on each and every individuals & group
members of the firm. The description about influence of organizational culture, power & politics
on the behavior & performance of the employees & those group members who are working in
Matalan are given below-
Influence of Culture on performance & behaviour of Individual & Team -
Organizational culture is a systematic phenomenon which influences directly e on the
working atmosphere of the firm. Basically organizational culture correlated with the working
condition and also maintains the consideration related to the employees behavior, belief system,
attitude, values & norms (Farkas, Sallai and Krauzer, 2020). Matalan company follow specific
organizational culture so that all the individuals and team members can maintain all the
considerations which can help full to to enhance their performance level so that they will
automatically feel positive and improve their behavior towards their colleagues and other
members of the firm. Matalan use Handy's Model which can helpful to improve the atmosphere
of the organization.
Handy's Model of Organisational Culture
This model is maintaining all the cultural & environmental considerations so that all the
individuals can effectively increase the internal environment conditions. Matalan manager utilize
this model so that all the employees can effectively improve their behavior towards their job so
that it can helpful to improve their performance level. There are four dimensions are involved in
this model which are given below -

 Power Culture - This is containing as the first dimension of this model which
represent the power culture at the workplace. This dimension determine that
organizational power is hold by higher authorities and managerial positions who have
a right to take appropriate action for the development of their individuals and group
members. Power culture helpful to provide right direction to the workforce so that
they can effectively improve their performance & behave properly (Ferris and et. al.,
2017).
 Role Culture - This second dimension identify the role of the individuals within
organization. This culture evaluates the effectiveness of employee’s role towards their
job so that all the individuals & team members can improve their productivity level.
Manager of the Matalan provide effective training session which can lead the
development of employees so that they can improve their job role & maintain their
behavior with coworkers & customers.

 Task Culture – On the basis of this third dimension, knowledge, skills, capabilities
& applicability’s of the individual & group members are considered by the task
culture. Matalan leader assigned the entire task to their team members so that they
can effectively perform their task in an effective way & boost their performance level.
It is necessary for the team members to accomplish the entire task within given time
period so that their attitude and behavior towards their job become positive (Harbi,
Thursfield and Bright, 2017).
 Person Culture - This culture is all about those person who are engaged in the
organizational activities whether they are managers, leaders, employees, workers.
Matalan culture is very supportive and helpful to maintain the integrity within an
organization so that each and every person can effectively enhance their performance
and behavior towards their work.
Influence of Politics on performance & behaviour of Individual & Team -
Organizational politics influence adversely the performance & also behavior of the
workforce & other team members. Politics are responsible to enhance the illegal and unofficial
activities within an organization & affect the value of the firm (Isik, 2018). Matalan manager
need to take appropriate steps towards reduces these informal activities so that all the individuals
& team members can work without any pressure and get happy working environment. The
influence of organizational politics on Matalan are explained as follows-
 Decrease employee’s satisfaction - Organizational politics reduce the satisfaction level
of the individuals so that they can show their less interest on their job role. Matalan
leaders need to provide proper guidance to their team so that they can improve their
behavior towards their job role and maintain performance level.
 Change attitude of employees - Politics lead to change the attitude of all individuals &
other team members within an organization. Matalan managers need to take appropriate
actions to eliminate the situation which can help full to improve the behavior of the
people so that they can take an effective steps towards their performance.
Influence of Organisational Power on performance & behaviour of Individual & Team -

Basically power in organisation are hold by top management & authoritative people who
have rights to formulate policies, make deal, take risk & decision for the development of the
firm. Matalan top management show their active participation to use their power in a right way
and also initiate various plans and policies for evolvement of individuals and team members. The
influence of power leads some positive consequences which are given below -
 Enhance employee engagement - Top management have power to establish strong
relationship among employees so that they can work collectively in a team. Matalan
manager responsible to employee engagement activities so that all the individuals & team
members engage and work collectively. Employee engagement it is beneficial to improve
their behavior and performance of workforce (James, 2017).
 Maintain chain of command - Power factor determine the authoritarian structure of the
firm in which all the employees need to follow an appropriate protocol & guidelines
which are delivered by the top management. Matalan higher authority, maintain a proper
chain of command so that they can effectively regulate the performance of the individuals
& teams. Top quality also arrange specific programs for their work force which can help
full to improve their behavior regarding their job role.
TASK 2
P2 Content & Process theories of motivation techniques on accomplishment of organisational
goal
The impact of the content theories and process theories of motivation on the employees
determine the positive outcomes which can help full to achieve the organizational goals. Matalan
use both theories which are given below -
Content Theory of Motivation -
There are some content theories considered by the Matalan which are discussed below -
Maslow's Theory of the Motivation
Abraham Maslow proposed this theory of motivation which can helpful to to boost the
motivational level of the each and every individual of the form so that they can effectively
improve their performance. There are 5 steps are included which evaluate the basis need of the
employees. The explanation about all these steps is as follows -

 Physiological Nneeds - This basic need is help to full fill the requirements of water ,
food cloths, home & rest. This need is prominent and consider as the common need of
people.
 Safety needs – Safety is also main concern of the individuals and it is necessary for the
company to fulfill safety need specific considerations like Legal procedure health, data
protection, and financial stability (Kondalkar, 2020).
Figure 1, Motivation Theories- Content Theory- Maslow’s Hierarchy of Needs
 Social needs - This need is crucial because individuals are social human being and they
need to maintain their social interaction with their family, friends & spread love, respect
& affection. Self- esteem needs - This need is useful to enhance the morale & satisfaction of the
individuals. This need include self respect, achievement, encouragement & rewards.
 Self-actualisation needs - This basic need involved self realization, self assessment,
personal & professional development & increase value system which can helpful to
improve their productivity.

Herzberg’s Motivation Theory
This theory proposed by the Fredrick Herzberg in the year 1959. This theory also called as
“Two Factor Theory" or” Herzberg’s Motivation Hygiene Theory" or "Duel structure theory".
There is two factors are included which can helpful to maintain the motivation level of
workforce which are as follows -
Figure 2Herzberg’s Two-Factor Theory of Motivation, 2019
 Motivating Factors - This factor is dedicated towards motivation of the workforce &
improves the satisfaction level so that they can work effectively to maintain their
performance. This factor determines the recent actual job role of the workforce. The
main benefit of this factor is to enhance morale & importance of employees within an
organization (Kothe and et. al., 2019).
 Hygiene Factors - This 2nd factor is not concerned about the recent job role of the
employees. The main concern of this factor is to maintain some specific elements like

policies, plans, procedures, security level, salary, wages & working conditions of the
workforce so that they can perform their work effectively.
As per the contents theory, Maslow's theory & Herzberg theory of motivation are discussed. In
the basis of discussion about both motivational theories, it is analyzed that for Matalan Company,
Maslow's theory is more appropriate & useful to boost the motivation of the employees. This is
helpful to accomplish the organizational goal and improve productivity (Kotni and Karumuri,
2018).
Process theory of motivation -
These theories are also appropriate to provide motivation of the workforce. There is
involvement of various theories of motivation which are discussed below-
Adams’ Equity Theory of Motivation
Johan Stacey Adms developed this theory in the year 1963 & this theory also famously
known as “Equality theory of the motivation". This theory is useful to increase the motivation
level of each and every employee which can aid to maintain the performance & effectiveness.
For instance, in an organization, if an individual feels inequality and also discrimination so that
managers required to use this theory and maintain the motivation level of their manpower. In this
Equity theory, two factors like Inputs & outputs are used which are discussed below -

Figure 3, Adams’ Equity Theory, 2019
 Input Factors - This factor of equity theory mainly considered the loyalty, hard work,
commitment towards the job & trust level of the employees. In this sector, those activities
are contained which perform divider individuals to get effective outcomes. Individual
need to maintain roles and responsibilities, manage working hours, maintain loyalty &
experience (Lee and Lu, 2020).
 Output Factors - This factor mainly concern about the outcomes of the efforts of
individuals in context of their performance. This factor determines salary, recognition,
achievements, performance appraisal, rewards and other benefits. Company need to take
care about their employees and also so appreciate their efforts which can help full
improve their motivation regarding the job.
Vroom Expectancy Theory
This process theory of motivation is beneficial to maintain performance, efforts of the
individual so that they can get rewards of their best efforts. This theory directly influences the
performance and also experience of workforce so that they can effectively evolve their
performance as compared to the last one. Three factors are involved in this expectancy theory
which are discussed below -

Illustr
ation 1: Expectancy Theory, 2018
 Expectancy – This factor determine the efforts of the individual to what their job role.
This factor is essential because it can help full to analyze that how individual can when is
your performance and improve their efforts to fulfill their day to day target effectively.
 Instrumentality - This expectancy factor is depending upon the performance of the
individual within an organization. The main concern of the factor is to develop the
performance level of the employees so that they can get reward and recognize action of
their best efforts (Ling, Kothe and Mullan, 2019).
 Valence - This third factor of expectancy theory is all about achievements and rewards
which employees can get their best efforts and performances. Employees work hard
continuously to improve their performance level so that they can get appropriate rewards
and appreciation.
On the basis of process theory discussion it can be e measured that both theories are essential to
improve the motivation level of the work force but in context of Matalan company, Vroom
expectancy theory is most reliable and helpful to improve the competencies and performance
level of the workforce to obtain organizational goal.

Organisational Cultural and Workforce Motivation (Part 2)
TASK 3
P3 Effective & Ineffective Team
For successful enterprises, employees are the more precise assets who are involved in each
and every activities and operation and provide their best contribution to complete regular task.
Employee works collectively in a team so that they can actively participate in the operations
Matalan. Manager of the company determine two types of team which are discussed below -
Effective Team & Ineffective Team
 Effective Team - This kind of teams are add more value in the performance of the
company which can lead the long term sustainability rate in the market. Matalan manager
involved high talented employee’s ineffective team so that they can perform
appropriately and provide positive results. Manager also arranges training classes for
their team so that the entire member can effectively update themselves with the current
competencies. Effective team members maintain proper coordination and communication
all team member so that they can effectively achieve their task (Özduran and Tanova,
2017).
 Ineffective Team - This team is unstructured team which mainly decrease the
productivity of the organization. Employees who are not interested in their work and also
come in the list of weak performer are part of this team. Matalan manager constantly
analyze the performance of the entire workforce and then prepare a list of those
individuals whose performance is not good as per the job role. Manager need to provide
advanced training & development fashions to these employees & provide some
guidelines so that they can properly follow and try to boost their performance so that they
can take space in effective team.
Comparison between Effective & Ineffective Team
Effective Team Ineffective Team
Concern The main concern of effective team is
to accomplish regular task & maintain
their performance level &
Ineffective team not concerned about
anything and it can decrease the
productivity of the organization.

productivity.
Operations Effective team members are cooker on
their work and they are showing their
interest to follow all the operations of
the Matalan company.
I poor performers are part of an
effective team and they are not taking
serious every operations of the firm.
Communication Effective team members properly
follow formal communication
structure so that all the relevant and
appropriate information can be share
with the team members (Aderibigbe,
Nwokolo and Oluwole, 2019).
In this team does not follow proper
communication and also lead informal
communication channel in an
organization.
Belbin Theory
In 1981 , Belbin proposed this theory, this theory determined that every individuals contain
some kind of behavior and characteristics which can useful to create effective relationship with
other individuals within an organization. This theory is containing specific considerations which
can help full to make effective team. There are nine roles are include which can useful to
formulate an effective team. All nine roles includes like team worker, monitor, evaluator,
coordinator, implementer, completer, shaper, investigator and plant. Matalan manager consider
few specific rules to create effective team for the development of the organization which are as
follows -
 Investigator - This role is helpful to observe the hidden facts which are helpful to
maintain the operations of the organization. Matalan manager adopt this role from Belbin
theory which can helpful to enhance the innovativeness of the team members so that they
can use their creativity in their operations and add more value on their working so that
company can effectively achieve their goals (Schunk and DiBenedetto, 2020).
Implementer - Most of the team members applied this role so that they can implement
all the appropriate guidelines which provided by the manager of the company. Matalan

manager assign those candidate who effectively play role as an implementer in their
working task so that all the operations of the company best implemented by these team
members in a right manners.
TASK 4
P4 Concept & Philosophies of Organisational Behaviour
The description related to the concept and also philosophies of the organizational behavior
in context of Matalan Company are given below -
Concept of organization behavior
The concept of organisational behaviour is engaged with the attitude, perception, belief
system, values & behaviour of the employees to what their job role and also each and every
employee of the organisation. Matalan HR manager properly follow organisational structure and
also maintain all the considerations related to the organisational culture so that employees can
get healthy environment in which they can evolve their behaviour for the others. Leader of the
Matalan responsible to built strong relationship that there any number and also continue to guide
them so that they can effectively enhance their behavior & complete their work on time.
Philosophies of Organizational Behavior
Organizational behavior contains some specific philosophies which can add more values In
the goodwill of the company. Organizational behavior philosophies are provide direct impact on
the behavior of the individuals and also team members so that they can effectively take
appropriate action in context of their performance (Shayya, 2018). Matalan leaders adopt specific
approaches like human relation approach, scientific leadership, systematic approach and many
other which are helpful to develop the behavior of the workforce. As per the Matalan,
contingency approach and systematic approach is more beneficial to maintain organizational
behavior.
Path Goal Theory of Leadership

This theory is more appropriate in context of leadership. Martin Evans & Robert Hourse
developed this theory which is associated with contingency approach. This theory contain
appropriate leadership style which are considered by the Matalan are explained below -
 Supportive Leadership Style - This leadership style is mainly adopted by the most of
the leaders which can useful to maintain encourage the team. Matalan HR manager
appointed that candidate who use this leadership style so that they can properly guide
their team without any discrimination & constant support them in every adverse situation
(Sebastião, Zulato and Trindade, 2017).
 Participative Leadership - This leadership style is also beneficial for the team
members & mainly considered by Matalan so that they can work systematically.
Leader can participate in the operations of the team member and also provide them
right direction.
Illustration 1: Path-Goal Theory of Leadership, 2021

According to the path goal leadership theory, it is determined that Matalan leaders adopt
supportive and participating leadership style so that they can support and co-ordinate with their
team members effectively to achieve day today operation. These leadership styles are beneficial
for the development of the team members so that can improve their efficiency and work properly
to attain organizational goals.
CONCLUSION
On the basis of this project, it can be concluded that it is mandatory for the companies to
identify the impact of organizational behavior so that we can take appropriate steps to improve
the performance and behavior of the employees. This project discuss about the influence of
organizational power, politics and culture on each and every individuals & team members so that
they can effectively improve their performance and behavior. This report also determined about
various motivational theories and it is identified that Maslow's motivational theory and
expectancy theory is more prominent for the selected organization. This report also evaluated the
importance of effective and ineffective team and also differentiates it. Moreover, this report
discusses various leadership styles and evaluated that participative and supportive leadership
style is beneficial for the firm.

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