How Organisational Culture, Politics and Power Influence Behaviour

This assignment discusses the influence of organisational culture, politics, and power on individual and team behaviour. It also explores content and process theories of motivation and motivational techniques for effective goal achievement.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1. How an organisation's culture, politics and power influence individual and team behaviour
.....................................................................................................................................................4
TASK 2............................................................................................................................................7
P2. How content and process theories of motivation and motivational techniques enable
effective achievement of goals....................................................................................................7
TASK 3..........................................................................................................................................10
P3. What makes an effective team as opposed to an ineffective team......................................10
Difference between Effective and Ineffective teams:....................................................................11
TASK 4..........................................................................................................................................13
P4. Concepts and philosophies of organisational behaviour.....................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Organisational behaviour indicates to the subject of administration actions and
operations which concerned with understanding, predicting and impacting individuals behaviour
in an organisation. It can be a procedure of study of both team and individual execution and
function in a firm. It is essential because it help in determining human behaviour in a working
atmosphere and monitor the impact on job design, execution, abstraction, encouragement and
leadership. The study of organisational behaviour is important because it provides an
understanding of employees behaviour who make their contribution in the growth of the
company (Aderibigbe, Nwokolo and Oluwole, 2019). This assignment is based on Burberry
Group PLC which is a British luxury fashion house. This company was formed in 1856 by
Thomas Burberry and headquartered in London, UK. This firm operate its business in fashion
industry with its main fashion house and distributes trench coats, ready to wear outerwear,
fashion accessories, fragrances, sunglasses and cosmetics. This document will discuss about
impact of culture, politics and power on the behaviour of team and individual. Further, will
define about content and process theories of motivation which are beneficial for effective
achievement of goals. Effective & ineffective team and concepts or philosophies of
organisational behaviour will also describe.

TASK 1
P1. How an organisation's culture, politics and power influence individual and team behaviour
Organisational culture
It can be explained as the philosophies, ideologues, beliefs, presumes, impressions,
anticipations, cognitions and standards that add a company together and are shared by its
workers. In Burberry, it can be crucial to accomplish organisational goals and drives the way of
thinking so that employees can perform well. To monitor the influence of organisational culture
on team and individual behaviour, the firm can use theories if organisational culture. They are as
follows:
Handy's model of organisational culture
Power culture- In it, power is allotted to few people and they are only responsible to take
decisions (Ahmadi and et. al., 2019). In Burberry, if the management follows it, then they can
provide the right and power to take decision and delegate their responsibilities to the employees.
It affect negatively individual and team behaviour because it dissatisfy and demotivate them
when the senior lead wrongly and lead a high labour turnover then it affect workers performance
due to lack of proper guidance.
Roles culture- In this culture, manager and administrator of the company responsible to
share and transfer information. If the administration of Burberry follow this culture, the senior
and managers of the company will transfer all information to its employees related ton work,
rules, policies and others (Alamayreh, Sweis and Obeidat, 2019). It favourably affect the team
and individual behaviour because if the firm make change in its policies and rules then the senior
will share information to them and they will aware with it and work accordingly which positively
affect their performance.
Task culture- In this culture, task and work are allotted and assigned to employees and
workers according to their knowledge and competencies. In Burberry, with the help of it,
administration of the company can allotted work as per employees skills and knowledge so that
they can appropriately meet the objectives of task and work. This positively affect individual and
team because if task will assigned accordant to their abilities then they can fulfil the requirement
of it in given time period which influence their performance.
Person culture- Within this culture, employees think that they are more crucial and
important to the company and they are concerned about their own self rather then the company.

If management of Burberry follow this culture then they can providing training, reward and
others to feel them important resources of the company. This favourably affect team and
individual because with the help of training they can improve their skills and knowledge and
perform their activities effectively.
As per the above information, it can be analysed that task culture is essential for Burberry
because with the help of it management of the company can assigned work to employees as per
their knowledge and the workers can complete their work in appropriate manner which can be
beneficial for organisational growth.
Hofstede model of organizational culture
Power distance- According to this dimension, it concentrate on evaluation of the power
distribution in a specific organisational culture (Chatwani, 2019). For example, in UK people are
work equally and they have power to take decision according to them. But in US, company
follows hierarchical structure and senior of the firm have power to decisions. So if Burberry
expand its business in these nations then it can work according to this dimension.
Masculinity vs femininity- Femininity stands for group action, decency and precaution
whereas masculinity refers to accomplishment, positiveness and substantial rewards (Dyson,
2019). For example, in UK, organisation make focus on femininity because being cooperative,
they can accomplish their outcome. But in US, companies concentrate on masculinity due to
rewarded their workers so that they can attain their objectives.
Uncertainty avoidance- It define the ability to manage the uncertain of results. For
instant, in UK, organisations design plans and policies to handle the unpredictability of
outcomes. Whereas in US, companies formulate plans to overcome issues after results. This
affect team and individual behaviour like if the issue are resolve timely then they perform
properly. If problems are not solve on time then affect negatively employees and their
performance.
Individualism vs collectivism- According to this dimension, in a company people are
working in team or perform some task independently. For example, in UK, organisational
culture focus on adopt individualism and employees are perform their task adequately. Where as
in US companies concentrate on work in group or collectively. This dimension affect team and
individual behaviour because if employees follows individualism approach then they can work

according to them and effectively attain their set objectives where as collectivism approach can
create issues and problems in the work and task due to number of workers.
Organisational Power
It refers to the ability to make things happen as per one's perspective. In a company, it
can be a process of taking decision by the seniors and managers of the company. There are
different types of power which can be used by the management of Burberry in organisational
context which is as follows:
Coercive power- This power states that someone is forced to do something against their
will. For example, in Burberry, if the administration of the company use it and allotted work
which is not according their skills and they can not able to do it. Then it negatively affect team
and individual behaviour because they will not perform well in it which demotivate them.
Reward power- It consider the ability of workers to complete work adequately in form of
achieving their objectives (Friday, 2019). For instant, if management of Burberry adopt this
power in their organisation, employees complete their work in appropriate manner. It will
favourably affect team and individual behaviour because employees perform well by using their
efforts and rewarded by the company for their good performance.
Legitimate power- This power basically based on a role and in a company, rewarding and
punishing workers can be like legitimate part of the leadership role (Green, 2019). For example,
If Burberry follow this power then it positively and negatively affect the team and individual
behaviour. Because when employees perform good then they are rewarded but when they not
attain their set objectives effectively then it influence negatively.
Expert power- In Burberry, this power can be allotted to leaders so that they can help the
employees to provide information about their task and guide them in right and correct way. It
favourably affect team and individual behaviour because if employees have clear information
bout their work and its vision then they work in right way and perfom well by accomplishing
objective of the task.
Referent power- This power exhale from an individual who has referent power to good
understanding of their environment. For instant, in Burberry, if the management of the company
follow this power, they can provide the power of taking decision to employees so that they work
appropriately which help in motivating them. With the help of it leader of the company can

motivate employees regarding their work. This create positive influence upon team and
individual because they are encouraged and perform their duties properly.
Organisational Politics
It is an activity and behaviour of human interactions including power and authorisation. It
can be a tool which help in standard the structural ability and to make equilibrium in several
views of hypnotized organization. In Burberry, it can be folksy, unauthorized and sometime
behind the scenes endeavour to sell ideas, affect firm, modification power and accomplish their
set objectives. The administration of the company can manage it by analysing the informal
task,maintain connections, improving employees competencies and nullify unfavourable.
Organisational politics influence of company favourably in term of employees and they will be
aware of the care, caution and a valid approach in context of work and task (Holland, Teicher
and Donaghey, 2019). Due to share wrong information, it increase stress which negatively affect
team and individual behaviour because workers do not attain their set objectives in time.
Organisational politics influence individual, team behaviour and performance favourably
and unfavourably. For instant, if the politics is regarding to make and formulate effective policies
and plans fro organisational growth or offering a healthy and friendly working environment
where people can perform appropriately by using their skills then nit postpositively affect the
individual and team behaviour. If employees people effectively then it favourably affect the
business performance of the company. But when due to organisational politics issue and conflicts
are arise then it negatively affect the company's performance, individual and team behaviour.
Because they will not perform their duties due to unhealthy workplace which affect the
organisational performance.
TASK 2
P2. How content and process theories of motivation and motivational techniques enable effective
achievement of goals
There are various theories of motivation which can be used by the company to encourage
workers, they are as follows:
Content theories of motivation
Maslow Hierarchy of Needs

This theory is formulated by Abraham Maslow and focus on motivational components in
people and establish a hierarchy of needs (Jacobs and Manzi, 2019). There are several kind of
need which are consist within it, they are as following:
Physiological need- It consider those needs which are essential for surviving the life such
as food, shelter and clothes. In Burberry, the administration of the company can fulfill this need
of employees by proving them effective pay for their contribution and rewarded them for their
good work. It motivate employees and they complete their effectively.
Safety needs- It related to protection of employees from elements, security, law, stability,
freedom, fear and others. In Burberry, the administration can fulfil this need by providing safety
and security to employees at workplace, by following safety laws like discrimination, equality,
health and safety law etc. It encourage employees and they can perform their responsibilities
adequately.
Social needs- It is related to love and belongingness because human needs is social and
involves feeling of belongingness. In Burberry, the administration of the company can satisfy
this need of employees by building friendly and healthy relation to them so that they can feel
motivated and share their ideas and issues.
Esteem needs- It involve knowledge, confidence, competence, independence and others.
In Burberry, the management of the company can fulfil this need by providing respect an
reputation to employees. The firm can provide training programs so that they can improve their
skills and knowledge which help in encouraging them and with the help of it they can make
personal and professional development.
Self actualization needs- It affiliated with intellectual needs, fulfilling potential,
achievement of targets and others (Karatepe, Ozturk and Kim, 2019). In Burberry, the
management can fulfil this needs by organising learning and development sessions so that
workers can improve their knowledge and skills and can satisfied their potential and intellectual
needs.
Strengths- It is effective concept with the help of this organisation can think about the human
encouragement and incentives, recognising similarities and qualitative differences between them.
Weaknesses- This concept can not be tested empirically. There is no way to measure precisely
how satisfied one extent of need must be before the nest higher needs becomes oiperative.
Herzberg's motivator hygiene theory

Alderfer ERG Theory
This theory is formed in 1969 by Clayton P. Alderfer which consist various factors that
are as follows:
Existence needs- It consider elements of physiological and safety needs such as food, water,
cloths, safety, love and affection etc. In Burberry, it can be fulfilled by rewarding employees and
offering them safe and secure work place where they can work effectively (Lunt, Staves and
Weyman, 2019).
Relatedness needs- It involve social and external component of esteem needs. It consist
relationship with grandness others like family, friends, collogues and employers. In Burberry, the
management of the company can satisfied it by building healthy and friendly relation with
employees and providing respect to them so that they feel motivated.
Growth needs- It include esteem and self actualisation like need to be creative and
productive. So that work and task can be complete in adequate way. In Burberry, the
administration of the company can offer training and learning programs to its workforce so that
they can develop their competencies and help in organisational growth.
Process theories of motivation
Vroom's theory
This theory is developed by Victor Vroom which consist three factors that are mentioned
as below:
Valance- In Burberry, the management of the company rewarded employees by analysing their
performance which provide motivation to employees and they can complete or perform their task
in efficient manner.
Expectancy- In Burberry, it indicates to the values when workers are working hard and
applying the competencies then they can attain their set aims and objectives (Nachmias and
Caven, 2019). By providing relevant and required resources, administrators can motivate
workers so that they can accomplish set goals.
Instrumentality- It indicates uncertainness to aid by the people with to each possible
performance. In Burberry, it refers to the emotions and needs of employees of employees whose
demonstration will asset to a specific desired reward (Omole, Oladundoye and Oyetunji-
Alemede, 2019).

Strengths- The advantage of this theory is that if this concept applied well then employees
willingly and happily participate in work projects because administrator has decided
participation based on staff being encouraged by the chance ton perform and get reward that they
see as meaningful.
Weaknesses-The disadvantage of this theory is when the administration offers certain
motivations and rewards but the workers don't value or believe them.
Equity theory
This theory is formulated by John Stacey Adam's to explained that why defrayal and
stipulation alone do not analyse encouragement. This concept is connected with processing and
explicating plans and process to make equilibrium among input and outputs.
Input- It involve the inputs of employees such as efforts, experience, skills, loyalty and
others. In Burberry, these all inputs are use by workers to complete the allotted work and task
which provide motivation to them when they attain set objectives with the help of them.
Outputs- It explained as approbative and admonitory development which can be realized
by an individual. In Burberry, it consist salary, increment, bonus, reward and others which
encourage employees and they accomplish their set objectives in set time period.
By analyzing these theories it can be determined that the employees of the company
utilize their all efforts and competencies to accomplish the objectives of allotted work and task
with the help of different kind of motivation.
TASK 3
P3. What makes an effective team as opposed to an ineffective team
Team is a group of two or more employees working together to attain common goals.
There is big difference between Teams and work groups, in teams members share information to
attain common team objectives while in a work group employees share information with each
other but to achieve their individual objectives. Therefore, teams are set of members chosen by
managers to achieve a common objectives in particular period. Teams can be differentiated in
two ways:
Effective Team
A team is effective when personnel of that team perform assign jobs effectively and
efficiently to acquire teams objectives which will enhance Burberry's operations moving towards

achieving its goals (Rezaei, 2019). An effective team will always have good communication and
understanding amongst its members ensuring best results in relation with obtaining business
objectives.
Characteristic: Comfortable environment- Working atmosphere is of an effective and efficient team is
relaxing. Members are well coordinated, cooperative also have good understanding
amongst each other leading them towards their goals in appropriate manner. Task clarity- An effective team members are well aware and clear with their jobs and
team objectives (Sendjaya and et. al., 2019). Therefore, they work with their full potential
to obtain predetermined goals. Common thinking- All decisions in an effective team is taken with agreement of all team
members. Views of all members are considered before taking any step further in order to
complete team task.
 Playing by the rules- The people who atre working in effective team, they are
performing their roles and responsibilities by considering the rules, regulations, laws and
policies of the company.
Ineffective Team- An ineffective team is just opposite of and effective team. Members of an
ineffective team are not able to perform assigned jobs to acquire common objective of team.
Ineffective team are made of individuals who do not fit good together and lot of conflicts exist
between them. Most of times Burberry team becomes ineffective when there is negative
competition build up amongst members.
Characteristic: Lack of Purpose- Most times teams proves to be ineffective because of unclear purpose.
Members do not have clear picture of goals, purpose and utility of that team, making
them ineffective in their performance. Conflict of Interest- Many personnel of a team disagrees with one another causing
conflicts in their thinking and way of performing jobs. This lead to inconsistency in team
with inefficient team performance affecting their goals. Lack of Trust- Most team personnel are unknown or meeting for first time therefore, they
lack trust amongst them.

 Lack of unity- The people who are working in ineffective team they do not their work by
discussing ideas and plan. They work according to their own thoughts.
Difference between Effective and Ineffective teams:
Effective Team Ineffective Team
 Purpose and objectives are clear in an
effective team.
 No conflicts arise amongst team
personnels, suggestions or thoughts of
every members are taken in decisions
taken. Basically, decisions are made on
consensuses of all members.
 Whereas, in an ineffective team
purpose of existence of team and aims
are unclear (Simmers and
McMURRAY, 2019).
 On the other hand, conflicts exist
between team members and their ideas.
Due to lack of communication or trust
different conflicts exist amongst their
thinking.
Tuckman team development theory
This model is developed by Bruce Tuckman in 1965. it consist various stages which are
as following:
Forming- This is the first stage of this model, within team is assembled and task are
assigned to team members (Waddell and et. al, 2019). In Burberry, the administration of the
company monitor s,killed and knowledgable employees of the company to form an effective
team so that they can help in attaining effective outcomes of allotted task.
Storming- In this stage, team starts analyse the task informal thoughts and views. In
Burberry, within it, relation among team members are make and broken. But it is essential that
group has outstanding helpful leadership within this phase.
Norming- It is an important phase because within it, team begin to believe themselves
and they accept critical participation of each and every team member. In Burberry, within it all
the member of team are responsible regrading work and task to complete it in an effective
manner.
Performing- In this stage, team are identify as high level of success, encouragement,
cognition etc. In Burberry, in this phase, team fulfil the task demand and complete the work and
find out accordant to its occultist.

Adjourning- This is the last phase of this model within which in Burberry, team are
rewarded when it perform in adequate manner. If the team member do not perform good then the
management of the company provide training and learning sessions to them so that they can
improve their skills and knowledge.
Belbin theory
Implementer- In Burberry, the people who play this role, are organiser within the team.
They are answerable to develop plans and policies for effective completion of the team work.
Shaper- In respective company, thy are those individuals who are aflame, motivated and
willful (Aderibigbe, Nwokolo and Oluwole, 2019). These people are concentrated on the work to
provide shape so that deigned aims and objectives can be accomplish in given time period.
Complete finisher- In Burberry, these individual are amenable to examine the quality and
safety. They are responsible to create plans so that they can find out with the admonitory
influence.
People oriented roles
Team worker- In Burberry, people within this role are more erogenous members of the
group (Ahmadi and et. al., 2019). They are helpful, complaisant and extremely assembled on
establish a flourishing and friendly atmosphere.
Coordinator- In Burberry, it refers to those workers who make coordination within the
team so that group member can accomplish their work and task in appropriate manner.
Resource investigator- In Burberry, the individual of this role are help in providing
required resources to team members so that they can complete their work in appropriate manner.
The people of this role are cheerful, extroverted person with several interaction inside and
outside of the team.
Thought oriented roles
Monitor- In Burberry, the person of this role are preoccupied and fault-finding. They are
answerable to determine and monitor the performance of team workers so that they can rewarded
adequately for their good performance.
Planter- In Buberry, these people are imaginative, thinker and innovative. These
individual provide resolution of team conflicts and issues by using their skills and abilities so
that team members can do their work appropriately.

Specialist- In Burberry, it is an illimitable origin of cognition in a particular area
(Alamayreh, Sweis and Obeidat, 2019). Primarily, it refers to leaders and administrators who
provide their support to team in each cognition by using their skills and abilities.
TASK 4
P4. Concepts and philosophies of organisational behaviour
Path goal theory was first introduced by Martin Evan in 1970 and then further developed
by House in 1974. This theory is based on different leadership styles used by leaders to
empower, satisfy and motivate employees to achieve organisational goals and objectives
(Chatwani, 2019). For Bruberry Path Goal model is suitable for leaders to use for motivating
their workforce by empowering and keeping them satisfied to attain objectives of organisation.
Three aspects are their in this theory which are mentioned below:
Employee Characteristics
This aspect is about how employees interprets managers behaviour. For this aspect the
leader has to have an understanding about motivating factors to individual employees. Bruberry,
managers have to gain knowledge about abilities and experience of employees to use those
factors in motivating. In order to make them work with their full potential in favour of Burberry.
Task and Environmental Characteristics
There are some obstacles present in every organisation, with this function of Path Goal
Model leaders focuses on those obstacles to reduce them so that operations can run smoothly.
Some complicated challenges always arise are: Design of task- Managers support is needed for some tasks which may be difficult to
perform. Bruberry's leaders will have to be very focused while assigning tasks and if
there is any job which require leaders support they have to be their for workers and be
very supportive.
 Formal authority system- Assigning authority in relation with tasks. Bruberry's managers
have to give some controls to employees in relation with jobs assigned.
Leaders Style
This is a independent function or Path Goal theory, leaders adjust their leadership styles
according to employees and task characteristics to keep them motivated and they excel in their

performance (Dyson, 2019). Four types of leadership styles are introduced by House and
Mitchell which Bruberry managers can use are : Directive- This style is straight forward, here Bruberry managers will inform employees
about their tasks and how they need to do it. This style is adopted when uncertainty exist
in work environment and is most effective in uncertain situations. Supportive- Friendly approach is used by managers, they show concerns and be
supportive towards employees when tasks are physically or psychologically challenging
(Friday, 2019). Manager of Bruberry, show concerns and be very friendly towards
employees to motivated and make sure that given task is completed by them with full
potential. Participative- Leaders while making any important decisions take suggestions from
employees or involve them in discussion. This way they feel their importance in Bruberry
and be motivated to present any new or innovative ideas to perform tasks.
 Achievement- Bruberry managers give challenging task to personnel and expect them to
work with their maximum abilities to meet their expectations by showing confidence in
them and on their capabilities. This is a very effective way of motivating and developing
new skills in employees and a healthy competitive atmosphere.
After considering all unique styles leaders can adopt to motivate their employees best
suitable style Bruberry's managers can adopt is Participative. This way of motivating employees
makes employees feel important and therefore, they get more interested in company's operations
(Green, 2019). New ideas are also suggested by them which can favour Bruberry operating in
more effective and efficient manner to attain set goals and objectives.
CONCLUSION
As per preceding described information, it can be analysed that organisational behaviour
is an essential aspect of an organisation. Within organisational behaviour culture, power, politics
play and efficient role in the success and growth of the company. There are several motivational
theories like content and process theories which are beneficial for encouraging employees.
Effectiveness of a team is crucial to attain the set objectives of a company so that the firm can
make increment in its productivity and profit margins. To build an effective team there are
various theories and model like Belbin and Tuckman theories are essential. Path goals theory of
leadership is important to provide effective guidance to attain the task and work. Within this

theory leader is important because the person help in providing support regarding completion of
task and work.

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