Impact of Culture, Politics and Power on Individual Performance

This report explains the impact of culture, politics and power on the performance of individuals in an organization. It discusses the Handy model of organizational culture, different types of power in an organization, and the influence of politics on employee behavior. The report also explores Maslow's hierarchy of needs and Vroom's expectancy theory of motivation.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................2
LO 1.................................................................................................................................................3
P1. Impact of culture, politics and power of organization on the performance of individual.....3
LO 2.................................................................................................................................................5
P2. Content and process theory of motivation.............................................................................5
LO 3.................................................................................................................................................9
P3: Effective and ineffective team...............................................................................................9
LO 4...............................................................................................................................................13
P4: Concepts and philosophies of organisational behaviour.....................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
Individual Differences Influencing Work Behavior: 2019. [Online]. Available Through:
<https://www.scribd.com/doc/21392854/Individual-Differences-Influencing-Work-Behavior>.16

INTRODUCTION
Organizational behaviour evaluates and determines the performance of the students and
team of the college. In the workplace of the business organizational behaviour helps to determine
the human behaviour and their impacts on the structure of job, communication, leadership,
motivation etc. This report explains the organisational behaviour of the community arts college
which the educational institute is focuses to increases the number of staff in their institutes This
report explains the impact of the culture politics and power on the behaviour of other people in
the business. There is the content and process theory of motivation which helps to achieve the
goals of the organization. Team and group development theory are used by the business because
it supports in the development of people in the team of the organization. There are various
concepts and philosophies of organizational behaviour in the different situation of business.
LO 1
P1. Impact of culture, politics and power of organization on the performance of individual
The performance and behaviour of the organisation are influence by the various culture,
power and politics of the business. These are explained below:
Handy model of organisational culture:
Organisation culture is comprises with various powers and aspects of the organisation.
Culture, power and tasks involved in the organisation structure of Art college is indicated as the
organisation work culture. Culture of organisation put a huge impact over individual
performance in company. Every aspect of the organisation such as power culture, task and role is
further defined below.
Power culture: In such culture power of decision-making stay with few people thus organisation
are highly dependent on abilities of people. In the community art's college power is given to only
few staff member of chemistry and chemical biology department, and they only have authority to
take the decisions. These power people play main role in taking the effective decision of the
business and helps in growth and survival. The students and profession must follow the
instructions of staff member of chemistry and chemical biology to perform their function
(Beltrán‐Martín, and et.al., 2017). In this culture of the community arts college students and

professors do not have any right to share their ideas and opinion they only follow the direction of
chemistry and chemical biology department.
Task culture: It found in such organization in which team must address specific problem
or projects thus must perform a task. College of community arts also follow the culture of task in
their institutes, so they make the effective teams for solving the difficult problems and
achievement of targets. If any crucial decision or problem is to address, then principle of
community arts college has power to take decision. Instead of big issue it is small problem it can
be sort by professor of college. Thus, power depends upon the task to be performed or problem
to be address.
Person culture: It is such organisation where person think himself superior than
company and simply exit to work. In the institute of community arts, the staffs of Biology and
biochemical feels that they are more important than their college as most important decision are
taken by them. Thus, they are focused about their personal goals rather than the goals of college
in this case it creates the problem in the college (Brough, Chataway and Biggs, 2016). The main
aim of the people in this culture is to acquire the self-actualization needs.
Role culture: Power in organization is determined by roles and responsibilities of
individual in the organization. As per the qualification, interest and specialization of the staff
senior authority of the community arts college allocates various roles and responsibilities to
identify the best of them. Professors who have more experience and knowledge of commerce
field is head role and responsibilities to manage commerce department whereas person that have
no experience is given opportunities to take lecture in commerce department. Thus, it is the best
way to do the operations by assigning power as per roles and responsibilities of person. To
achieve the goals and objectives of the business staff adopts new and innovative ideas to perform
the role effectively (Subba and Rao, 2017). The senior authority or head of department has the
duty to delegate the role and responsibility as per the knowledge and experience of individual
which helps in growth of organisation.
Power:
The power of the college is in the hands of the few staff members of Chemistry and
chemical biology department, so they take the effective and strong decision to get the success
and growth of the community Arts College in future and current situation of the college. It
influences individual behaviour as if the working of the students and professor is not good, then

the staff have the power to punish them for not focusing on the goals of the community arts
college. Thus, forcing student and professors to behave in proper manner and follow instruction
of institution. But at the same time senior management by using its power can reward those
professors and students who work effectively for the success and growth of the organisation. The
reward power motivates the teachers and students to improve the level of performance and helps
in building strong brand image.
Legislative Power: Legislative power involve power and authority proved by laws and
legislations associated with the Art college. Legislative power is indicated as the rights and
authority of the organisation beased on all the legislations and provisions implemented by
government.
Reward Power: Reward power is associated with giving or taking rewards in return to effective
performances. To honour the productive performances of employees this aspects implement in
the organisation. IT also improves employee motivation as well.
Coercive Power: Coercive power is also indicates as a forceful aspect of the organisation. It is
indicated as a foreful aspect of the organisation due to any authority.
Referent Power: Referent power is also a crucial aspect of the organisation. IT involve personal
skills of convincing people about the efficiency of services. Art college has a unique image
among the target people that indicates about its referent power.
Cultivate own power: Cultivate own power implies with improving the positive aspect of the
organisation. IT involve improving the potential of the college by enhancing the potential of
customer efficacy.
Expert Power: Expert power is indicated as a power of uniqueness. Every organisation create its
brand image due to certain factors that create customer loyalty in the target market. This power
reflect to that aspect only in respect to organisation.
Politics: The behaviour of the staff is affected by the politics in workplace of the community arts
college. In the effective and efficient working of the institute's politics creates various difficulty
because the higher authority gives the credit of the task to only those staff from which they have
good relations. The teachers get demotivated, and they do not work to achieve the goals of the
institutes. Because of this the people working in the college reduces their concentration level and
works to spoil the working other people. In the working environment of the community arts

college employees do not achieve the targets as per the specific time. So, politics shows the
ineffective behaviour of the employees at the workplace.
Culture, politics and power of the college affects the performance of the people working
in the organisation because of the different types of culture people changes their behaviour and
style of working (Alleyne, 2016). Politics creates negativity in the behaviour of the college, and
it will reduce the morale of the employees in the workplace. The behaviour of team and
individual are also affected by the power used by the higher authority which helps to reach the
success and growth of the college.
Ilustration1: Individual behaviour at work
(Source: Individual Differences Influencing Work Behavior, 2019)
Conforming to the article “Individual behaviour in organization”, written by Ashim Gupta, on 26
April 2012 our behaviour at workplace is determined by the following elements: demographic,
abilities and skills, perception, attitude, personality.
Thus, it can be stated that organisational culture, policies and power impact adversely on
functioning of community arts collage by motivating and influencing individual to work hard for
achievement of organisational goals.

LO 2
P2. Content and process theory of motivation
In the community Arts College, the content and process theories of motivation helps to
encourage and inspire the people working in the institutes and leads to the success. These
theories of motivation are explained below:
Content theory of motivation:
Content theory concentrate on needs of individual to motivate and influences it foe
achievement of organisational goals on the other-hand process theory address more issue such as
how the process work and sustain itself over time thus focus on individual behaviour.
Maslow's need hierarchy
It includes the theory of Maslow hierarchy of needs which explains the needs and wants
of the teachers in the business which motivates them in their effective working. Arts college
focus to fulfil the personal needs of the people so that they work to achieve the goals and
objectives of the college (Baillie, and et.al., 2019). This theory includes physiological needs,
social needs, self-esteem needs, safety needs and the need of belongingness which are described
below.
Physiological needs: This is the basic needs of the survival of human being such as air,
food, water, shelter, and clothing. Body of human being functions properly when these needs are
fulfilled. This need are the most important needs of the people, so community college of arts
focuses to fulfils these needs of the employees to motivates them towards the common goals of
the business.
Safety needs: It includes safety and security from the physical, emotional and
environmental conditions in the workplace. To motivate the people there is need to provide the
job security, financial security, health security etc. which eliminates the fear of unsecure
environment in the business.
Social needs: When both the physiological needs are fulfilled then the next need is social
needs which include the feelings of love and belongingness. To motivate the staff college also
make effective efforts to fulfil the need of love and belongingness in their working environment
so that the students gets the best understanding from their teachers.

Esteem needs: This need is divided into two parts such as needs of dignity, achievement,
confidence etc. and the second is the desire for respect, reputation, status in the workplace from
others (Chinomona and Dhurup, 2015). In the institute of community arts, they give the proper
respect and reputation to their employees, so they get motivated and work to provide better
education to the students and maintain the image of the college.
Self-actualisation needs: It refers to the need of the people to achieve success and
growth in life. People have zeal to become what they want to become in life is refers to the self-
actualisation needs. To satisfy the employees with their self-actualisation needs community Arts
College provides the proper training and development programmes which helps them to reach
the growth.
Pros: This theory helps in satisfying specific needs of individual thus influencing behaviour of
individual to work effectively for achievement of goals.
Cons: It does not explain about the way a person choose one behaviour from several option
available to them so difficult in finding accurate way to motivate people.
Process theory of motivation:
The main aim of process theory of motivation is how motivation is occurred in the
organisation and helps to achieve the targets of the business. In the business of Community Arts
College, they use the Victor Vroom's expectancy theory of motivation which focusses on the
behaviour of the human being. This theory determine that the motivation of the teachers is
depends on the three sources such as expectancy, instrumentality, valence (Jain, 2015).
According to this theory the performance of the people is depends on their skills, knowledge,
abilities and experience. Different variable which is used top motivates the people are discussed
below:
Expectancy:
The senior authority of the educational institute identifies the resources training and
guidance to the employees, so they will improve the level of their performance. The people
working in the community art's college have various expectations and confidence related to their
work
Instrumentality:
It refers to that idea which helps them to perform effectively in the business operations of
the college. The staffs are the instruments which makes their effective contribution in the

achievement of the results (Pei-Lee, and et.al., 2017). So, if the performance of the people
working in the college of arts is effective and efficient then it leads to the success and growth of
the college.
Valence:
It states that the staff members put their value and knowledge in the task for the better
outcomes which is based on the needs, goals and different factors of motivation. Community
college of arts motivates the teachers by giving reward to them so that they with their skills and
values. This theory of vroom is works on the perceptions of the students.
Pros: It stresses upon perception and expectancy and of individual thus satisfied needs of
individual as per its expectancy thereby motivating it to work effectively for achievement of
company goals.
Cons: It seems to be idealistic as few professors only perceive high degree correlation between
rewards and performance.
Illustration 2: Vroom’s Expectancy Theory

Source: Vroom’s Expectancy Theory, 2019
LO 3
P3: Effective and ineffective team
Basis Effective team Ineffective team
Interdependence Goals and objectives are achieved
by the members of the teams.
Effective members of the teams
used interdependence in a positive
manner.
The people of the teams do not
achieve the goals easily because
there is no interdependence.
Communication In this there is two-way of
communication
There is one way of
communication only opinion is
expressed.
Atmosphere There is the tension free
atmosphere in the effective teams,
and they maintain the healthy
situation in their groups (Barry and
Wilkinson, 2016).
Because of the lack of
conversation in the effective team
there is indifferences in the
atmosphere.
Objectives There objectives are clear, so they
are focused in their success and
growth.
Objectives of this team are not
clear because the members of the
team do not have any
understanding and knowledge.
Listening All the people of team are listening
to each other.
In the effective team the members
do not listen to each other ideas
and opinion. Ideas are ignored by
the people.

Division of labour At the time of action taking
assignment are accepted by the
group of people.
All the decision is taken on the
action are not clear. No member
knows that what they are doing.
Team and group development theories:
Differences between a Team and a Group
 They are focus on individual goals;
 The things they produce they are doing
it individually;
 Here the goals are shaped by manager;
 Individual accountability.
Here they are oriented to team goals;
 They produce things collectively;
 Here approach to work and purpose
it is shaped by team leader with team
members;
 Individual and mutual
accountability.
Illustration 3: Differences between a team and a group
Made by student
In the workplace of the community arts college they make the effective team for the
achievement of goals and objectives with the help of Tuckman theory and Belbin team
development theory. These theories are explained below:
Tuckman theory:
This theory States that the development of the maturity, ability, effective working
relations and different styles of leadership which makes the good team and leads to the success
and growth of the team (Tekingündüz, and et.al., 2017). There are different stages which are
used for the development of the team which includes forming, storming, and norming,
performing and adjourning.

Forming: In this stage the people are fully depended on the direction and instructions of
the leader. Roles and responsibilities of the people in this stage are not clear. There is the
introduction of all the members of team with each other’s and task is allocated to them. In the
college of community arts leader gives answer to all the questions which related to the purpose,
objective and relation of the team.
Storming: According to this stage the members of the team in institutes identify various
ideas related to the task. In this level the relation with the team member should be made and
broke and some broken relation cannot be recovered. It determines that the team must focus on
their targets and objectives and avoid the conflict's ion relations
Norming: It includes the people of the team start appreciating the strength of the team
members and contributes equally to achieve the common goals of the college. Various process
and styles of the working are discussed and developed in this stage of development of team.
Performing: This stage states that the people become confident, motivated and
comfortable with the allocated task and there is no need of supervision for the team members
(Szczepańska-Woszczyna, 2015). All the members of the team are focused to achieve towards
the common goals and to improve the productivity of the college.
Adjourning: this stage explains that the task is completed successfully, and the team is
to be dissolved. Because of this it creates the distance between the members of the team. To
motivate the employees for the next task the leader organizes the farewell party for the people of
the team.

Illustration 4: Stages of team development
Belbin theory of team development:
This theory states that for becoming the high performing team there is need of the nine
behaviour roles which is used by every people of the team. With the help of this theory there is
the effective communication between the leaders and subordinates in the business of community
Arts College. These roles are explained below:
Resource investigator: The leader aims to develop the outside relation for the
achievement of objectives
Team worker: In the role of team worker leader gives support to their subordinates in
different situation of the task.
Coordinator: They work to evaluates that the team are working together or not and
coordinates their activities towards the goals.
Plant: In the community arts college the leader play role of the plant which gives the best
ideas and innovations for the development of the team.

Monitor evaluator: Under this role the leader is very serious minded and analysis the
problems and identify various ideas and their solutions. They take the decision and monitor them
before implementing.
Specialist: It refers to the people who have enough knowledge and understanding and he
is expert in his stream.
Shaper: It is the person who have desire to reach the objectives and gives shape to the
goals of the business in the institutes.
Implementer: As an implementer the leader converts the concepts and plans into
working of the business.
Complete finisher: It refers to that the leader has talent analysis the subordinates about
what is wrong and right (Cafferkey, and Dundon, 2015).
Illustration5: The types of groups and team in organizations
Source: http://smallbusiness.chron.com/advantages-disadvantages-teams-workplace-21669.html
LO 4
P4: Concepts and philosophies of organisational behaviour.
There are lots of concepts and philosophies which are used by the institutes of arts in the
workplace for the better results in future and present conditions of the college. Improvement in
the performance and development of the education services of college is done with the help of
the following concepts:

Motivated behaviour:
People have lots of needs and wants so when these needs are fulfilled, they perform
effectively in the activities of the college. They provide the different types of opportunities to
their teachers, so they satisfy their needs and wants and improve the level of performance and
achieve the targets of the college (Abdullah, Marican and Kamil, 2019). The fulfilment of the
needs also improves the educational skilled and knowledge which is given to the students’
Perceptions:
Every person has different level of perceptions and thinking when they see any kind of
objects. The college gives task to their employees as per their skills and talent so that they give
their full efforts and makes the good image of the community arts college in the minds of the
students. As per the perception of the people the college takes different ideas and opinion from
their teachers so it will minimize the time and money of the college.
Mutuality of interest:
When there is need of the skilled teachers in the college and also there is need of job for
the people. Community Arts College is introducing the new subjects in their educational
institutes, and they require the skilled and talented people to provide good education to their
students. So, they organize the recruitment and selection process and select the person who have
the accurate qualification and have need of the job.
Desire for involvement:
In community arts college teachers gets lots of opportunities when they take participate in
the process of decision-making. By sharing the ideas and opinions in the process of decision the
students feel that they are also important for the institutes. To improve the performance of the
teachers in the college the senior teachers involve them in the decision-making process, so they it
provides the benefits to the institutes.
Human dignity:
Every employee wants to treat them with full respect and dignity at the workplace. The
main aim of the college is to make the good working environment by maintaining and managing
the good relations with their staff members and gives the full respect and dignity, so they don't
lose the confidence and motivated towards the goals of the business.
These concepts and philosophies of the business help to maintain the behaviour of the
human being and make the good image and reputation of the ASDA. There are both the negative

and positive impact of the concepts and philosophies because when the students get the task as
per their skills and understanding they become expert in that task, but they do not understand the
other functions of the business (Wickert, Vaccaro and Cornelissen, 2017). With the help of
motivation, the students improve their performance and works top get the better results.
CONCLUSION
From the above study it can be concluded that the performance of the staff and team are
affected by the behaviour of the organisation. Different culture of the college influences the
students so that they improve their performance and works to get the success of the institutes.
Organisation motivates their employees by fulfilling their personal needs and wants so they
become focused in the different conditions of working. With the help of different philosophies
and concepts of the education the college will changes the behaviour of the people towards their
working environment.

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Online:
Vroom’s Expectancy Theory. 2019. [Online]. Available Through:
https://businessjargons.com/vrooms-expectancy-theory.html
Individual Differences Influencing Work Behavior: 2019. [Online]. Available Through:
<https://www.scribd.com/doc/21392854/Individual-Differences-Influencing-Work-
Behavior>