Influence of Organizational Culture, Power, and Politics on Team and Individual Behavior and Performance

This assignment analyzes the influence of organizational culture, power, and politics on team and individual behavior and performance in the context of Morrison's, a top supermarket in the UK. It also evaluates motivational theories and techniques for achieving goals in the company.

Organizational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Analysing how an organizational culture, power and politics influence team as well as
individual behaviour & performance......................................................................................3
Analysing how power, culture and politics of Morrison can influence team and individual
performance and behaviour....................................................................................................8
Evaluating how process and content theories of motivation and techniques enable excellent
achievement of aims in Morrison's context............................................................................8
Examining how to influence others behaviour through application of behavioural motivational
concepts, models, and theories.............................................................................................12
PART 2..........................................................................................................................................12
Explaining what makes an effective team as opposite to an ineffective team.....................12
Analysing appropriate group and team development theories to support development of
cooperation within effective teams.......................................................................................15
Applying philosophies and concepts of organizational behaviour within Morrison's context
and given venture situation...................................................................................................16
Evaluating how concepts & philosophies of organizational behaviour influence and inform
behaviour within given business condition..........................................................................17
CONCLUSION..............................................................................................................................18
REFERENCES................................................................................................................................1

INTRODUCTION
Organizational behaviour is defined as application and study of knowledge about how
people behave and conduct specific activity within a company. It concerned with human
behaviour that is appropriate for organisational productivity and performance. The concept
provides insight on how workers perform in the work area. The current assignment will be based
on Morrison's, which falls under list of top 10 supermarkets in the United Kingdom. It holds
fourth number position in retail sector by offering quality products to consumers. Supermarket
has 494 outlets in the UK, where skilled people are working. The organization source and
process most of fresh food that it sell through own production facilities. By serving quality
products and service, brand has covered more than 11 million households, which contribute to
increase profitability and productivity.
The study will explain how politics, culture and power influence individual & team
behaviour and performance. It will define how content and process concepts of motivation and
techniques enable effective achievement of aims in company. Furthermore, the report will justify
what makes an effective team as compare to ineffective group. Lastly, it will clarify application
of philosophies and concepts of organizational behaviour within chosen firm context as well as
give business situation.
PART 1
Analysing how an organizational culture, power and politics influence team as well as individual
behaviour & performance
There are varied factors available in the business world that affecting performance and
behaviour of companies, individual employee and teams. It includes power, culture and politics,
which affect the way people conduct any activity (Erthal and Marques, 2018).
Organizational culture is made up of shared beliefs, importance and assumptions about
how workers should behave and communicate. While, organizational power is described as the
competence of a company structure that enables firms to use all mandatory resources in context
of business growth.
Influence of organizational culture on team and individual performance & behaviour-
The culture of Morrison's affect individual and team nature as well as their performance.
It may define by applying Handy's model of organizational culture which encompasses four
types of culture.

Power culture-
It is usually a powerful culture, though it may swiftly turn toxic. When a company
follows this type of culture, it drives the attention of management towards taking their decision
without any differentiation practice, it may influence individual applicant and team behaviour as
well as performance in term of increasing their productivity (Ekhsan and et.al., 2019).
Role culture-
It built on detailed structure of companies which usually tall not flat with a long chain of
administration command (Shujahat and et.al., 2019). A company with the current form of culture
by controlling practices and activities of workers in a fair manner may influence performance
and behaviour of all the workers in positively.
Task culture-
An company may use this culture when groups formed to address particular project or
tasks. When management within Morrison's build a group to complete important project without
conducting differentiation practices, it may influence performance of applicants in positive
manner as well as their behaviour in term of boosting morale (Stoyanova and Iliev, 2017).
Person culture-
Illustration 1: Handy's Model of Organisational Culture
(Source: Handy's Model of Organisational Culture, 2018)

Organizations with personal culture may influence the performance and behaviour of
individual workers and groups in a negative manner. The culture allows a person to think about
completing their own work, which is not a supporting activity as it affects the way other
applicants work at workplace.
Hofstede’s dimensions of culture theory-
This framework is utilized to comprehend differences in culture across nations and to
recognize ways that companies is done across varied cultures. The model encompasses six key
categories that define culture.
Power distance index-
It considered degree to which power and inequality are tolerated. High power distance
indicates that organizational culture accepts unethical activities and power differences, on the
other wide low power distance index define that a culture supports equality (Deirmentzoglou and
et.al., 2020).
Collective vs individualism-
This dimension considered extent to which societies are incorporated into groups and
their perceived oblige (Kucharska and Kowalczyk, 2019). Individualism point that there is a
major importance placed on achieving personal aims. While collectivism indicates that a society
focused on well-being of each person.
Uncertainty avoidance index-
This dimension considers degree to which ambiguity & uncertainty are endured within
society. High uncertainty avoidance indicate a low tolerance for risk taking and low score point a
high tolerance for ambiguity.
Femininity vs masculinity-
These dimensions refer to as hard vs soft. Masculinity dimension within a society or
nation comes with roles, concentrated on material achievement etc. in term of characteristics.
While femininity comes with modest, concerned with life quality and fluid gender roles.
Short term vs long term orientation-
Long term orientation indicates concentration of people toward achieving future aim and
short term concept define ambition of person to achieve current goals instead of focusing in the
future growth.
Restraint vs indulgence-

Indulgence scores indicates that a community permits comparatively free satisfaction in
context of enjoying life. While, restraint point that a society encompass suppress gratification of
demand and people within this society regulates themselves through social norms.
Affect of power on team and individual behaviour & performance-
French and Raven types of power-
Legitimate power-
It is one of the most recognizable type of power, legitimate power comes along with
being appointed to a particular position (Van Esch, 2017). It influences positively upon
behaviour and productivity of workers and groups, when a leader expect from others to be
obedient and follow the same.
Reward power-
This kind of power influences in positive manner upon individual performance and
behaviour as well as a team. For example, when a leader and manager take decision fairly
without any differentiation to give reward and appraise, it helps increase performance level of
group and individual worker.
Expert power-
Illustration 2: Power sources
(Source: French and Raven’s Forms of Power, 2019)

Just like other types of power, the current one also influence same activities in positive
manner, when leader within Morrison's share their knowledge with all the workers equally which
in return enhance their performance and productivity (Cardador, Northcraft and Whicker, 2017).
Referent power-
This power is based on being respected by others and liked as an individual. Referent
power derive from an leader perceived value, attractiveness and worth.
Coercive power-
It includes those activities that affect performance and nature of workers in negative
manner such as forcing someone to complete task etc.
All above sources of power influence behaviour of workers in Morrison's in positive
manner when it may utilize effectively and appropriately.
Impact of organizational politics upon individual and team performance & behaviour-
It defines as unofficial, informal and sometimes behind scenes attempts that conducted by
leader or manager to influence their workers. For example, when management takes favour of a
specific group and share important information only with them instead of other people in term of
group differentiation, it put negative impact on performance and behaviour of individual worker
as well as group members. It may decrease the productive nature of applicants and their
motivational level as well. Spreading rumours, sharing information with particular group and
talking behind someone back are the best examples of organizational politics.
Outcomes-
From above analysis, it can be said that Morrison's follow power and task culture, its
management uses both elements in positive and fair manner. Reward and referent power allow
managers and leaders enhance the performance and productive nature of individual employee at
workplace.
By using Hofstede’s dimensions of culture theory, it has been identified that UK scores
low in context of power distance which means that Morrison's follow a culture where
management focused on conducting fair practices. It influences workers behaviour and
performance in positive manner in term of increasing motivational level.
Furthermore, through same model it has been analysed that with high scores of
individualism, individual person in UK has concentrate on attaining personal aim instead of
supporting others (Understanding the 6 Dimensions of UK Culture, 2020). It affects negatively

up behaviour and performance of employees that are working in firm for longer as it decrease
their morale, motivation and interest in context of work at workplace.
Low scores in regard to uncertainty avoidance shows that people in the UK are
comfortable with uncertainty and able to tolerate risk. It affects positively when individual
perform in Morrison's and ready to take any risk which in return enhance performance and
productivity of firm. It kind of culture within UK allow individual person to influence other and
create productive environment at workplace.
United Kingdom is considered a totally masculine nation under Hofstede's analysis,
which means that people tend to value competition and success. It influences team and individual
worker behaviour as well as performance in positive manner because it drives attention of each
person towards making their career more successful.
UK is shown to have a tendency to try to realize their needs and weak pulse control. It
defines the nature of people in nation. Individual person due to poor impulse control focus on
having fun. It may impact positively upon performance and behaviour of team when these types
of people work within company. As they create a positive environment with a good nature.
Analysing how power, culture and politics of Morrison can influence team and individual
performance and behaviour
Task and power culture put effective impact upon individual and team behaviour, in term
of increasing their productivity. It may also affect performance in term of enhancing
motivational level, which is quite important to increase because it drives the attention of
employees within Morrison's to prioritize business aims and objective & work hard to achieve
these. Along with power, politics and positive organizational culture also affect similar practices
within supermarket. However, politics impact in negative manner as it decrease performance and
productivity of each applicant.
Evaluating how process and content theories of motivation and techniques enable excellent
achievement of aims in Morrison's context
There are different types of motivational concepts available in the world of business that
many leaders and managers used while working in a company. Here, Maslow and Vroom
theories of motivation apply in context of supermarket to boost the performance of workers,
which in return achieve set goals of company and allow gain competitive edge.
Content theory- Maslow's Hierarchy of Needs

Physiological needs-
It includes food, water, home, and other basic needs that a person wants. Within
Morrison's, when the manager considers these needs of workers and provides without making
differentiation between employees, then it enhances the motivational level of an individual
applicant (de Negreiros and et.al., 2019). Motivated candidate always ready to work in any
situation, even they work hard to achieve business aims.
Safety needs-
This stages encompass financial security, health and safety against injury at workplace as
key elements. Manager within Morrison's by offering ESIC scheme to workers may attempt
increase their motivational level, because it provides health care benefits to individual person.
When a person obtains this kind of need, they feel high motivated and get ready to achieve
objectives of company.
Love and Belonging-
Respect, friendship, collaboration, and effective communication are included in the
category of social needs (Lam, 2020). Through effective communication and conducting
teamwork activities, leaders within Morrison's may encourage workers to contribute in the
context of gaining competitive advantages. It is one of the most common ways that a leader may
adopt in terms of showing love and belongingness to employees at workplace
Esteem-
This stage is classified into two categories, first one is esteem for oneself and second is
desire for respect and reputation from others. By considering the opinions and suggestions of
workers, leaders within Morrison's play vital role in term of motivating applicants. It enables
candidates to achieve aims of company.

Self actualization-
It refers to realization of a worker potential, peak experience and self-fulfilment. It
includes skill development, education etc. When a manager provide training session to workers,
it enhances their performance level or may fulfil their full potential which in return make
applicants able to work in productive manner with even better attempts.
Process theory- Adam Equity theory of motivation
This concept goes a step further and indicates that workers do not just comprehend equity
in isolation, instead they look around workplace and compare themselves to others (Bawa, 2017).
Inputs-
By providing rewards, incentives and appraisal to employees, leaders within Morrison's
may contribute to increasing motivation levels among individual people. It may consider as
inputs that management do to get positive outcomes in term of achieving aims and objectives of
company.
Illustration 3: Maslow's Motivation Theory
(Source: Maslow's Hierarchy of Needs,
2020)

Outputs-
Above attempts in term of inputs, allow leader to motivate workers which in return built
strong workforce that supports gaining competitive edge and increasing sales level. Equity or
equality at workplace always provide positive results, which is quite beneficial for organization
as well as their applicants.
It can be said that when leader use all the sources and approaches of employee motivation
within Morrison's in systematic manner, it allows them to increase productivity and performance,
which in return provides desire outcomes of firm.
Emotional intelligence-
It is also known as emotional quotient which defines in term of competence among a
person relate to understand, utilize & manage own emotions in effective manner to relieve stress,
interact, and overcome challenges.
Importance of soft skills for managers and groups within Morrison's-
Effective communication, problem solving, team work and empathy are included in list
of soft skills. All these competences are quite beneficial for manager within company, because it
helps them to manage the performance of applicants. Effective communication help to motivate
Illustration 4: Equity Theory
(Source: Adam Equity theory of motivation, 2017)

people at workplace (Succi and Canovi, 2020). These skills are vital for teams, because it allows
them to solve issue which occur while working in group.
Motivation techniques-
 The most common and effective form of motivation approach that a leader may use to
encourage workers in Morrison's is achievements celebration. In recent time, individual
person like to celebrate their achievement, as it help to boost their performance and also
motivate to perform even better than last months. Management by celebrating task or
project achievements within supermarket may enhance employees morale and encourage
them to work hard (Nwoko, 2020).
 Encouraging a healthy work life balance is another effective technique that leader may
use in context of employees motivation within Morrison's. The approach prevent burnout
and boost productivity at workplace, which is actually very beneficial and important for
firm as well as applicants (Oludayo and et.al., 2018).
Examining how to influence others behaviour through application of behavioural motivational
concepts, models, and theories
Maslow's hierarchy of needs and Adam equity-theory of motivation are also considered
as behavioural motivational theories. By using these concepts, leaders and managers within
Morrison's may successfully influence behaviour of others in term of increasing their
motivational level and boost morale. However, they influence workers behaviour in negative
manner when rewards may provide on the basis of personal and other types of differentiation,
which may decrease productivity and interest rate of individual work towards achieving aims of
company. Negative influence upon behaviour of each applicant may lead to decrease operational
efficiency of firm.
PART 2
Explaining what makes an effective team as opposite to an ineffective team
Definition and differences in context of team & group-
A group is defined as collection of individuals that coordinate their attempts and efforts
with each other. While, a team is described as unit of people that share common purpose and
face number of challenges by working together.
Comparison basis Group Team

Leadership A group have only one leader A team have more than one
leader that leads teams
successful.
Members All the group members are
independent.
On the other side, within a
team, applicants are
interdependent on each other.
Accountability Group is accountable to work
individually
While team is responsible to
perform mutually or either
individually.
Focus on A group concentrate on
achieve individual aim.
On the other hand, it totally
focused on accomplishing
team aims.
Different types of organizational teams-
Functional- It has varied subordinates and a responsible manager that has power to
manager external relationship and internal operations of specific department.
Problem solving- this type of organizational team is able to handle complaints at
workplace and solve workers issues.
Project teams- An company creates this kind of team to complete important project.
Virtual team- it made up of individuals that work in several physical outlets and utilize
advance technologies to achieve common aim within an firm.
Characteristics of effective team compared to an ineffective-
Productive team is considered as the foundation of successful companies. They contribute
to give tough competition to competitors that has operated in same sector. Shared aims, clearly
defined roles, shared skills, knowledge and mutual respect are included in list of characteristics
relate to effective team (Gilal and et.al., 2018). These traits allow the productive team to become
an important part of the business that helps in the growth and success of Morrison's. On the other
hand, ineffective team is unable to coordinate effectively because they are unable to
communicate appropriately. Lack of trust, openness, commitment towards aim achievement etc.
are the key characteristics of ineffective team, which is quite different from effective.

Impact of technology on teams-
Technology affects virtual team in positive manner as it help them to enlarge distribution
or supply chain of Morrison's successfully. The element support virtual team to collaborate while
working remotely with other people.
Tuckman's team development model and impact of stages on individual worker growth-
Forming-
In order to build an effective team, a leader may support workers by providing right
directions to them and guide during initial project work (Jones, 2019). This phase affects
individual development within Morrison's in positive manner in term of fulfilling roles and
accountabilities.
Storming-
Team work bring clashes at workplace, which leader may handle or solve by applying
effective approaches and techniques. Storming stage of team development concept impact
individual development in positively as it enable people to solve conflict or clashes with better
guidance of leaders. As it gives chance to get self-dependent.
Norming-
This phase also impact individual development and allow leader to build an effective
team. It is when teams moves past their earlier quarrels and start recognize their team members
strength because they are able to handle any situation by working together, which is an important
activity that should be conducted at workplace.
Performing-
After recognizing teammates importance, their benefits, taking leaders guidance and
conducting other valuable practices, an individual may develop themselves successfully at
professional level. They perform effectively and able to work in a team which in return building
effective teams within supermarket.
Adjourning-
This stage of Tuckman team development theory sometimes known as mourning because
individual worker have developed close and feel a loss after experience is over.
Belbin's typology-
Shaper- while playing this role within supermarket a leader may require effective
communication skills which enable them to provide important directions that help shape teams.

Completer- this role requires time management skills, because it allows a person to
complete work on time.
Implementer- Manager while playing their role as implementer within Morrison's, may
enhance team and develop a group of people. Critical thinking skills is required to play this role
in effective manner.
Plant- through creative thinking skills, leader may play this role in company to develop
effective team.
Specialist- Coordination in term of competence enable a person to work in a team as they
may use depth knowledge of important areas of group work.
Monitor- interpersonal skills allow leader to be a effective evaluator through which they
may evaluate and monitor staff performance.
Resource investigator- Leader by using their inquisitive nature may easily find ideas to
bring an individual to work in a team.
Team worker- coordination skills make person able to work in teams as team member.
Coordinator- in order to play this role in effective manner, an individual needs to
concentrate on team aim and objectives, which permit them to work appropriately.
Benefits & risk of team and conflict resolution in organizational context-
The best thing about accessibility of teams within Morrison's is that it help accomplish
daily work on time. On the other hand, the worst fact about existence of a team is that it create
conflict when thinking and work style does not match with other people.
Conflict resolution enhance productivity and creates a positive work environment. Poor
planning in context of conflict resolution is a major risk which leads to decrease productivity.
Analysing appropriate group and team development theories to support development of
cooperation within effective teams
Tuckman's team development theory helps to learn more about secondary tension and
primary as well. It contributes to develop an effective team within Morrison's. While, the stages
of concept consumes a lot of time.
Furthermore, Belbin team roles also included in category of team development concepts
that helps workers to adapt to changing aim by highlighting set of strengths and decreasing their
weaknesses. On the other side, the roles represent functions and activities in self management of
practices in a group and are not personality forms or thinking preferences.

Applying philosophies and concepts of organizational behaviour within Morrison's context and
given venture situation
There are number of concepts and philosophies accessible that many leaders while
working in their firms has been utilized to enhance productivity and performance level of teams
as well as individual. It includes path goal theory and charismatic leadership theory, these
concepts were applied in Morrison's in context of specific situations such as performance
management.
Path goal theory of leadership styles-
This concept is based on specifying a leader behaviour or work style that fits workers and
work environment at a company to achieve a set aim & objective. It encompasses key leadership
styles, which leader in Morrison's may use to manage the performance of workers. It identified
achievements such as oriented, supportive, directive, and participative behaviours of leader
rooted in four forms.
Directive leadership style-
This form of leadership style help in context of any situation such as performance
management, within Morrison's, because it makes leader able to solve conflict at workplace by
directing and providing right guidance to all the workers (Cummings and et.al., 2018). It clarifies
the behaviour of leader that is quite different from the others. It refers to condition where they let
workers known what is expected by employers to them and tells how to work in company for
longer by conducting each task in effective manner.
Supportive leadership style-
Just like above leadership style, supportive form also bring benefits for company in term
of increasing employees productivity, managing their performance and enhancing their
motivational level (Aslam, Khan and Ullah, 2018). It permits leader to support individual
applicant through effective communication and coordination. Supportive nature of leader is
directed towards satisfaction of workers preferences and needs, which help to boost their
performance and productivity degree.
Participative leadership form-
Participative leadership style make leader capable to conduct ethical practices such as it
allow them to make a group discussion where they consult any topic or action with all applicants.
It is one of the most effective and beneficial styles of leadership, which Path goal concept

encompasses (Hayat Bhatti and et.al., 2019). It drives the attention of leader towards conducting
participative practices in term of working with their team members as it enable each applicant to
feel motivated and allow get better experience while collaborating with experience person.
Achievement oriented-
It also contributes build effective team at workplace and lead competitive situation. It
drives the attention of leader to set challenging aim for workers, which they may overcome by
applying own methods. This sort of behaviour among a leader refer to situation where they set
challenging goal, which is quite important for workers to overcome as it help to determine their
competences and make them more stronger than ever. Achievement oriented nature of a leader is
predominant when staff members are highly personally included in their daily work.
Charismatic leadership theory-
It is trait based leadership concept where leaders conduct activity as a visionary driven by
their belief and encourage workers to work better and in productive manner by utilizing their
persuasiveness and competences (Sy, Horton and Riggio, 2018). This theory help employees to
manage their performance and grow even better within company, it enables firm to gain
competitive benefits in sector where competitive level is high because each firm give touch
competition to each other for gaining market benefits. By acting as visionary person, leader
effectively and successfully encourage performance of staff members which in return increase
productivity of business. Charismatic leadership theory enables a person to become successful
leader by using key characteristics of concept. It includes effective communication, maturity,
compassion, humility, confidence, listening skills, substance etc. All the traits allow leader to
lead a team at workplace and retain knowledgable workers for longer within Morrison's.
Evaluating how concepts & philosophies of organizational behaviour influence and inform
behaviour within given business condition
Path goal theory of leadership styles is quite beneficial for company as it allow leaders to
work hard and conduct attempts in context of developing effective team (Wuryani and et.al.,
2021). Their support and coordination influence and inform behaviour within Morrison's. It
influences behaviour of workers in positive manner, because it drives the attention of leaders and
managers towards conducting ethical practices that help to boost morale, increase productivity
and confidence level of applicants within Morrison's.

While, it may impact and inform behaviour of leader in negative manner in term of
consuming a lot of time. The success of this approach can fail when leader has flaws and may
not be rational on basis of delusion. Without using leadership styles in effective manner, a leader
may not be able to influence other and motivate them to perform even better than last few
months.
Charismatic leadership style in form of philosophy and concept of organizational
behaviour may affect positively upon leader behaviour which enable them to influence other in
term of increasing workers motivational level. It provides benefits in Morrison's in term of
making leader able to fill communication gaps between management and applicants and allow
encouraging staff for better productivity. On the other hand, it affects in negative manner in term
of preventing workers to get new learning chances from occurrence.
CONCLUSION
By summing up above discussion, it has been concluded that by creating productive and
positive environment at workplace, leader has successfully increased the productivity and
performance as well as motivational level of their workers. Furthermore, it has been identified
that usage of content and process theories of motivation like Maslow's hierarchy of needs and
Adam equity-theory, making leader able to retain skilled and talented applicants for longer
period. These candidates have contributed to gain competitive edge and also supports to
increasing sales of organization in term of achieving its aims. Moreover, it has been determined
that by using stages and elements of Tuckman's team development model and Belbin's typology,
management has built up strong workforce as opposite to ineffective team. By summing up
above analysis, it has been summarized that Path Goal theory leadership styles has provided a lot
of advantages to leaders, which they utilized to increase productive nature of each worker within
company.
Moreover, it can be inferred that by considering and following the principles of
Charismatic leadership theory, leaders has overcome challenge and negative environment that
has impacted staff performance. By focusing on appropriate motivational techniques and
approaches, they have handled every situation and boosted performance level of workers.

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