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

This document discusses the influence of power, culture, and politics on team behaviour and individual performance in an organization. It explores the impact of company culture on individual and team behaviour, the effects of organizational politics on individual and team behaviour, and the influence of power on individual and team behaviour. Additionally, it discusses content and process theories of motivation and provides motivational techniques for meeting set standards in a firm.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................4
LO 1.................................................................................................................................................4
P1) Explain how companies’ power, culture and politics influence team behaviour, individual
and performance..........................................................................................................................4
M1) Critical evaluation of how culture, politics and power of an firm can affect individual and
team behaviour and performance................................................................................................7
LO 2.................................................................................................................................................8
P2) Discuss content and process theories of motivation and motivational techniques for
meeting of set standards in a firm...............................................................................................8
M2) Critically examine how it impact the behaviour of other by effective application of
behavioural motivational theories, models and concepts..........................................................10
D1) Critically determine the relationship among power, politics and motivation which enables
group and firm to succeed providing justified recommendations. ...........................................10
LO 3...............................................................................................................................................11
P3) Throw-light on what makes an effective team as opposed to an ineffective team. ...........11
You are required to explain what makes an effective team as opposed to an ineffective team; the
best approach.................................................................................................................................12
would be to identify and explain the factors that makes an effective team. If you refer to the
class note........................................................................................................................................12
some of the factors are:..................................................................................................................12
M3) Discuss relevant team and group development theories to support the development of
dynamic cooperation.................................................................................................................12
LO 4...............................................................................................................................................13
P4) Illustrate concepts and philosophies of organizational behaviour .....................................13

M4) Focus how concepts and philosophies of OB inform and impact behaviour in positive
and negative way.......................................................................................................................14
D2) Examination of relevance of team development theories..................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisation behaviour refers to as studying human nature and behaviour while working
in a firm. On the other hand, it can be said that this is a systematic study regarding how people
and group act while working in a company (Anggraeni, 2018). This plays a crucial role as it
directly or indirectly helps in building healthy relation over the years. Top level management of
the enterprise examine the complex nature of human being in order to frame tactics for better
results. Additionally, this manger can conduct distinguish seminars and training sessions so as to
maintain healthy interrelations in an organization. In order to complete this report Tesco is
undertaken. It is a British multinational retailer store situated in Welwyn garden, United
Kingdom. Dave Lewis is the CEO of this leading company. In the year 1919 by Jack Cohen this
retail store was started. This assignment covers how companies’ culture, power and politics
affect individual, performance and team behaviour. Various models are studied to attain set
goals and objective. Belbin theory, path goal etc. theory is deeply studied.
LO 1
P1) Explain how companies’ power, culture and politics influence team behaviour, individual
and performance.
In order to sustain for longer time duration in cutthroat competitive world it is very
essential to analyse organization's politics, culture and power for better results. By examining
this management of the firm can attain competitive advantages against rivalry. However, politics
and power is associated with leadership and management of the firm. They are able to handle
team behaviour and individual so as to raise their performance in order to accomplish set
standards (Castille and Thoroughgood, 2018.).
Impact of Firm's culture on individual and team behaviour.
Firm's culture is stated as shared values, assumption and beliefs that guide how
individual behave in a company. It is the core element in an organization as it influences and
guide people regarding their dress, performance of job and act. The work culture of Tesco is
understood by studying Handy's cultural typology model whose illustration is done beneath:
Power of culture: In this case, power of culture is present in small businesses. Here, the
power is centralized with the owner of the organization. Along, with this companies are nor
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rigid but are very much flexible in nature. Additionally, staff members working in this tyoe of
enterprise are loyal for their work and leader.
Role culture: In bureaucratic firm this trope of culture exists. Role culture is more job
oriented along with this agreements, procedures and strict rules are followed. In a company the
position and role of the people states their level of power (Cooper, 2018)
Task culture: This type of culture is present in matrix firm as they are result oriented. In
the open marketplace expertise and flexibility is central in nature while coordination totally
depends on work priority level. Here, co-workers are highly experienced and professionals are
good in problem solving.
person culture: In professional firm where sub-ordinates are completely independent
and work with own expertise in that type of workplace person culture exist. However, this
culture is mainly found in law firms.
Tesco is adopting task culture because in this culture more priority is given to staff
members output. Along with this it uplifts overall performance of human assets which is a
positive mark for the company.
Impact of company’s politics on individual and team behaviour:
Organizational politics refers to as process and behaviour in people interactions including
power and ability (Johns, 2018). On the other hand, organizational politics is known as office
politics. Tesco supervisor need to take best decision in order to reduce the influence of individual
in an organization in order to accomplish set standards. By doing so cooperative working
environment can be built for attaining productive results. Below are the points elaborated related
to impact of firm's politics on people and team behaviour which are as under:
Spoils the ambience: In any firm politics creates negative atmosphere for working. Due
to which gap is built among the sub-ordinates and spoils the ambience. Also, capable employees
are switching to other companies for their growth.
Reduces productivity: Politics affect the performance of co-workers as they are more
interested in leg pulling of other teammates. By this full dedication is not given in the work
assigned which results in unproductive outcomes.
De-moral co-workers: When the deserving candidate is not awarded for their hard work
de-motives skilled employees in Tesco. Due to unnecessary politics the credit goes to other hand
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creates great impact on employees work ability in negative way. The ratio of employee turns out
is raising day by day due to this activity (Joo and Bennett III, 2018.).
Impact of companies power on individual and team behaviour:
In an organization power can be explained as capability of top-level management in order
to mould the conduct of people and groups to attain objectives. On the other hand, it is said that
power is the way to make things happens as per one's perspective by asking others perform it.
The distinguish types of power present in a firm are elaborated beneath:
Referent power: In this particular case, the trades and attributes of people attract other
individual person and push them to attain set goals and objective in effective manner. However,
in Tesco referent power is laying in the hands of influential people and guide co-workers in their
task. By this other sub-ordinate inspire themselves to be like them.
Expert power: This power is exercised by superior knowledge and skills. Tesco CEO
possess this power and is capable enough to tackle all day to day activity in effective and
efficient manner (Kinicki and Fugate, 2017).
Reward power: Manger of the firm provide reward to their employees for their best
performance. In Tesco human resource department is accountable to provide rewards by
examining everyone's performance. After getting approval from the board of directors HR of the
firm give incentives, parks etc. to the deserving staff member. By this other sub-ordinate get
motivated to be in the next list of reward and work hard for it.
Legitimate power: In a company according to the position and post the power is
deliberated to the co-worker. The owner of Tesco monitors all the business operations and keep
eye on the day to day working of skilled and potential staff member.
The influence of power, culture and politics on individual and team behaviour and
performance.
Basis Impact on individual
behaviour
Impact on team behaviour
Power In an organization positive
power boost workforce
efficiency and encourages
them to work effectively and
efficiently so as to create tough
In open marketplace positive
power aid to build better
coordination among the staff
members as well as problem-
solving capabilities is built
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benchmark for others in
cutthroat competitive world.
By completing the work with
high quality achieving set
goals become easy.
accordingly (Klotz and
Stornelli, 2018). This helps
the firm to attain set targets in
the set time frame. As well as
managers can resolve the
conflict and misunderstanding
among the teammates in
proper manner.
Culture Culture of a company directly
influence motivation and
promote individual learning.
Teammates are boosted to get
adjusted easily with the culture
of the firm.
In the working premises team
behaviour is influenced by
companies’ culture as it affects
communication and group
decision making process. In
order to retain capable and
skilled employees it is very
important to build positive
organizational culture.
Politics Politics is the main cause of
reducing individual output in
the company. Also, affect
overall productivity as staff
members are keen interested to
be part of politics (Lee and
Legood, 2019).
At the workplace teamwork is
influenced with politics as
different idea of team gets dis-
balanced sue to which best
decision is not taken. Along,
with the main purpose of team
is not full filled in productive
way.
M1) Critical evaluation of how culture, politics and power of an firm can affect individual and
team behaviour and performance.
Basis Positive influence Negative influence
Culture This raises coordination
among the teammates in the
In rigid policies and
regulations co-workers
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working premises. become confined in that which
results in unproductive
outcomes.
Power By appropriately using the
power sub-ordinates can be
motivated to attain set goals
and objectives in set time
frame.
In order to meet the targets in
the framed deadline staff
members extra day and night.
Politics By allotting work at lower
phase raises competition in
them which results in
nongenary of creative idea.
At lower level more gossip
take place due to which
workers are unable to focus on
their work. That raises mental
stress in them (Mo and Shi,
2017).
LO 2
P2) Discuss content and process theories of motivation and motivational techniques for meeting
of set standards in a firm.
In neck to neck competitive world it is very essential to timely motivate teammates for
better outcomes. Motivation creates positive impact on overall performance of staff member as
it boost their confidence level and are pushed from within to work effectively and efficiently to
compete with competitors prevailing in the open market place.
Content theories of motivation: In this case, it elaborates the factors that cause changes
in the needs and wants of co-workers with time duration. Following are some of the content
theory that will directly assist Tesco in examining those factors which are influencing motivation
level of workers. As well as find ways to boost them to meet the designed goals and objectives.
Maslow's hierarchy of needs: This model was designed by American psychologist
Abraham Maslow. According to this great personality there are five levels of hierarchy when
each level is full-filled workers are automatically motivated to meet the left over four levels. The
five stages are brief explained as under:
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Psychological needs: In this employee work to full-fill the basic needs such as, food,
water, cloths and shelter (Moorman and Grover, 2018). This can be meet by paying them
nominal salary in order to achieve their psychological need.
Source: Michael McCarthy, 2011
Safety needs: When basic need are meet co-workers tries to achieve safety needs which
covers job security, health and safety of family as well their own in the working environment
(Maslow's theory, 2011). Firm by allotting them safe and secure working atmosphere leads in
uplifting their work performance.
Social needs: The third stage in Maslow's model is social need in which belongingness,
interaction, companionship and so are included. Management conduct numerous training and
seminars to encourage employees to build healthy relation in the premises
Esteem needs: In this stage employees wants appreciation and recognition for their hard
work. By doing so they get motivates from within and perform the task more appropriately
(Organ, 2018).
Self-actualization needs: In Maslow's model this is the last stage in which staff member
seek personal growth and development. Moreover, self-actualized people are more satisfied in
nature.
Process theory of motivation : In order to motivate employees to perform the work
better in the set deadline psychological and behavioural processes is used. Below process theory
will assist Tesco to evaluate the factors impacting motivation level of sub-ordinates.
The Expectancy Theory: Victor Vroom who is a Yale business professor shared their
view in context of motivation. According to this great personality motivation is refers to as
conscious selection of people which maximizes pain or pleasure. The expectancy of huge
satisfaction after winding up of work in the set time frame encourage people to raise their level
of efficiency to accomplish set standards. The additional benefits, perks, incentives and so on
given to them for their hard work boost them from within and push them to work much better
than earlier.
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The Equity Theory: According to this theory it is recommended that co-workers get
boosted by treating them fairly in the working premises. Equal benefits and rewards should be
offered to them despite of any gender, colour, religion and so on for their hard work. In order to
retain skilled and potential staff members for longer time duration it is essential to maintain this
equity.
Tesco can implement any of the above-mentioned theories for better results in cutthroat
competitive world. Content and process theory both the equally holding their importance for the
growth and development of the business. Content and process theories of motivation is
associated with boosting staff members by understanding their driving factors and training them
to meet the set standards (Pan and Bi, 2018).
M2) Critically examine how it impact the behaviour of other by effective application of
behavioural motivational theories, models and concepts.
In order to complete the assigned task in the set deadline it is very important to influence
the behaviour of the individual. In order to better understand the behaviour and attitude of people
organization is using distinguish motivational theories, models and concepts are used so that staff
members can be mould in such way to attain desired results. Maslow's need hierarchy directly or
indirectly assist top level superiors to measure the needs of its subordinates which must be
satisfied to keep them motivates in order to gain competitive advantages against rivalry.
Moreover, expectancy theory aid in understanding the expectation level of workers in order to
push them to raise their overall workforce efficiency (Tasselli and Landis, 2018).
D1) Critically determine the relationship among power, politics and motivation which enables
group and firm to succeed providing justified recommendations.
In open marketplace organization plays a significant role regarding how people feel
regarding their level of motivation, work and job satisfaction. Power, motivation, politics and
culture boost workers motivation that raises their performance and assist in attaining desire
outcomes. Below are mentioned recommendations for improvements which are as follows:
 Reward power helps firm to retain skilled and potential employees for longer time
duration.
 By training the staff members to work unitedly under roof as it raises productivity ratio at
a tremendous scale.
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 Co-workers can be motivated by performance-based appraisal as it enhances performance
of employees and aid in meeting goals in the set time frame.
LO 3
P3) M3) Throw-light on what makes an effective team as opposed to an ineffective team.
In intense competitive world every small and big organization is facing neck to neck
competition from the rival companies. So, in order to compete this challenges firm is seeking
effective team members who can revert on their tough benchmark (Vasu and Garson, 2017). It
is a positive mark for a company that they are having effective and capable team members in
their project. By this they enable business of Tesco to properly handle the issues of effective and
ineffective team members. Below are mentioned the brief explanation of both the points which
are:
Effective Ineffective
Effective team members are those who work
hard day and night to meet the desire
outcomes. In addition to this effective and
capable teammate put all their efforts to
complete the assigned task in the set deadline
for better and productive outcomes. They try to
solve the issues on immediate basis while
attaining the goal.
Those workers whose main priority is to satisfy
their own desire are categorised as ineffective
team members. They are those unproductive
assets of the firm who resist for change and
brings huge problems with them. They share
big hand in reducing productivity and
profitability ratio (Vibert, 2017).
Belbin Theory:
This theory fosters numerous styles and pattern to behave in specific condition. The
points are illustrated beneath:
Shaper: In this case, Tesco management focus on recruiting capable candidate for the
vacant position. As well as measure full potential that the selected nominee is holding skills and
abilities so that they can shape business toward growth.
Implementer: Here, all the pre- designed strategies and plans are implemented in
effective way so that productive results can be attained. By doing so productivity ratio raises at a
tremendous scale.
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Complete finisher: The superior of Tesco should be assured that the assigned work and
tactics which have been executed is successful in providing expected outcomes by solving all the
quarries.
Co-ordinator: Tesco management is framing unique tactics in order to motivate team
members from different background to work unlimitedly under one roof for best results as
compare to competitors.
Team member: In order to create tough challenge for competitors it is very essential to
build healthy relation with the team members. By doing so set standards can be achieved easily.
Resource investigator: The human resource department of Tesco examine all the skills
and capabilities of the employee before hiring for the post because they are the assets of the firm
(Wu and Lee, 2017). In efficient nominee brings huge loss to the firm over the years. So it is
essential to investigate all the abilities, skills etc. in selected candidate.
Plant: An individual who always come up with creative idea and aid in creating tough
competition for competitors.
Specialist: Special attention should be there while hiring specialist as they will guide the
firm to deal with rivalry tactics. However, specialist guide the business regarding uplifting their
productivity and profitability ratio.
Motivation and self-esteem makes effective team while those who are interested in
politics and gossip are ineffective team in the firm. Effective team is the best approach as it aid
in attaining set goals and objectives effectively.
The factors which makes effective team are as follows:
1. Proper delegation of authority and responsibility: By giving power and authority to the
capable person best results can be attained easily.
2. Focus must be given on conflict management: In order to build effective team conflict
should be handled on priority level so that smooth working environment can be build for
productive results.
3. Set objectives for team: By this task can be accomplished in organised manner and
competitive advantages can be gained against rivalry.
4. Concentrating on motivated team behaviour: Effective team in the working premisses
can be build by motivating them contentiously supporting them in their work.
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5. Ensuring democracy in decision making process: Engaging teammates in the decision
making process assure them that they are valuable assets of the firm and effective team is build
gradually as decision is taken for the betterment of booth employer and employees.
Therefore, Belbin theory helps workers in better understanding their roles in a team.
Here, strengths and weaknesses are managed properly which aid in meeting set goals and
objectives. By this theory dynamic co-operation can be ensured and employees are pushed to
perform better in order to uplift revenue maximization ratio.
LO 4
P4) Illustrate concepts and philosophies of organizational behaviour .
Path goal theory: This specific theory guide Tesco management to evaluate the best
leadership style and behaviour which suits their staff member and working premises. The main
motive of this theory is upgrade co-workers’ motivation , satisfaction and empowerment in order
to turn them into valuable assets of the firm over the years. It provides clear path which needs to
be adopted by sub-ordinate to achieve set goals and objectives.
Leadership style: Numerous leadership styles can be executed by Tesco superiors in
order to monitor daily staff members activities. By doing so in the set time frame assigned work
gets completed. Some of the leadership styles are discussed below:
 Directive leadership : Here, leaders guide the employees to perform the task. They allot
roles and responsibilities which they need to perform. Also, rewards are given on the
basis of their performance. Tesco can adopt this style when work is un-organized and
complex in nature as well as workers are inexperienced in nature.
 Supportive leadership: In this leadership style leaders support their workers in each and
every stage so that they get adjust with the working environment. They treat all the
members equally and provide positive working environment in order to raise productivity
level (Yang and Wei, 2018).
Organizational behaviour is about studying nature about individual in the working premises.
Organizational culture affect team and firm's performance in positive way. Changes in the
culture bring innovation in the rigid working style due to which reams are motivated to perform
effectively to meet the set objectives.
13

M4) Focus how concepts and philosophies of OB inform and impact behaviour in positive and
negative way.
The concepts of OB are adopted in a firm as it directly or indirectly aids in building
healthy relations with co-workers. Timely staff members are motivated and rewarded for their
performance so that switching ratio to another firm is decreased. Along, with this it aids in
maintain g diverse workforce. Proper training is provide to the unskilled employees so that they
can be made capable enough to contribute in attaining set standards.
OB has created positive impact on the organizational performance as set goals and objectives are
meet by motivating the employees . This is because firm are able to study behaviour of people
easily and designed ways to retain them in the company for longer time period. Some of the
issues of OB is that it includes huge cost and time while examining this at the work place.
D2) Examination of relevance of team development theories.
Behaviour of employees are affected by team development theories. In team everyone
has to work unitedly under one roof so as to accomplish set goals and objectives. For this team
need to be motivated by using relevant leadership style to perform better as compare to
competitors so that they can be in the leading position.
CONCLUSION
From the above discussion the conclusion can be drawn is organizational behaviour
directly or indirectly affect the smooth functioning of the business. It is important to study
employee’s behaviour in order to attain productive results. Various theories such as, Maslow's
hierarchy of needs, expectancy theory, The Equity Theory are deeply studied so that loop holes
prevailing in the firm can be overcome and tough competition can be built for others in intense
competitive world. Belbin model is implemented in the working premises as it makes the team
effective in nature and push them to perform better as compare to rivalry. While path goal theory
is properly executed by an organization as it guides and lead people to complete the allotted
work in the set deadline.
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