Organisational Behaviour: Culture, Power, and Politics

This study focuses on the impact of organizational culture, power, and politics on individual team behavior and performance in LG, a South Korean multinational electronic manufacturer. It explores different types of cultures and their influence on team behavior, as well as the role of power and politics in affecting employee morale and motivation. The report also discusses theories of motivation and their impact on achieving organizational goals. Additionally, it highlights the differences between effective and ineffective teams and the importance of effective team development.

ORGANISATIONAL BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Analysisng of how organizational culture, power and politics affects the individual team
behaviour and performance..........................................................................................................1
M1 ...............................................................................................................................................2
LO2..................................................................................................................................................3
P2 Theory and process theory of motivation impacts achievement of organizational goal........3
M2................................................................................................................................................4
LO3..................................................................................................................................................4
P3 difference between effective and ineffective teams................................................................4
M3................................................................................................................................................6
LO4..................................................................................................................................................6
P4 Concepts and philosophies of OB and leadership styles........................................................6
M4................................................................................................................................................8
CONCLUSON ................................................................................................................................8
REFRENCES...................................................................................................................................9

INTRODUCTION
`Organisation behaviour is the process of analysing behaviour of employees in the firm
because it influences the working of company to great extent. Present study is based on LG
which is an South Korean multinational electronic manufacture. LG manufactures different types
of products like mobiles, television, laptops, air conditioner etc. This study highlights the power,
culture and political on the behaviour of other organisation and also motivate the individual team
to achieve goal. It also reveals the understanding of cooperate effectively with other and showing
the concept & philosophy of OB in business situation. In this regard the present report has been
prepared (Al Ali, Elanain and Ajmal, 2016)
LO1
P1 Analysing of how organizational culture, power and politics affects the individual team
behavior and performance.
LG's culture can be defined as belief, basic assumptions, values and way of interacting
which contributes to physical and social environment of the company.
Handy's four class of culture-
Power culture- In this culture decisions are taken by only higher authorities and lower staff are
not allowed to take decisions. It influences team behavior in such a way that they have power, so
they sometimes create work load to the employees as this reduces the work quality and de
motivates them. The culture individual behavior as they feel that they have less value as all the
decisions are taken by some higher persons only. This culture creates negative impact on
employee as they feel that they are treated like machines, people do not corporate and thus,
affects work performance. This culture impacts the productivity of LG as workers are not
satisfied and leaving their job (Al Nasseri and Aulin, 2016).
Role culture- Power in role culture is determined by a person’s position in the organizational
structure. As staff turnover is the major problem, by implementing this culture LG will be able to
make its workers happy which will make them able to retain in firm for longer duration. It
impacts the team behaviors as decision making is painful and slow so when team wants to
implement any strategy the decision making is delayed by management and impacts over all
team performance. This influences the individual behavior is such a way that they do not feel
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motivated (Al Nasseri and Aulin, 2016). As the company has strict set of rules and decision
making is slow if affects the performance of LG.
Task culture- Task culture is created when groups in organization are created to handle an
specific task or project. This impacts the team behaviour in such a way that they feel motivated
as they are given equal responsibility to perform a task. Thus, this influence individual in such a
way that employee is responsible for its own task only which keeps them motivated. Task culture
influence the overall performance of LG, each task is carried out smoothly as role are divided.
Thus, work productivity of LG increases (Allameh, Rezaei and Seyedfazli, 2017).
Person culture- In this type of culture individuals are more serious about their personal profit
rather than the Organization's profit. Person culture impacts the team behavior as individuals are
not serious about the work, they work only for their benefit not the individual. Individuals are
influences as they do not take initiate foe business productivity. Person culture reduces the work
progress as individuals are not working for LG's benefit.
POLITICS- Due yo politics in LG carrying out business task becomes difficult. It imapcts team
behaviors that people are not given credit for their work as higher authority plays politics. As a
result, workers feels less valuable in the LG. Individual behavior is also influenced as it reduces
the morale of employee and demotivates them to do work (Allameh, Rezaei and Seyedfazli,
2017). Politics reduces the productivity of the LG as employee’s relation are not so good, so they
do not perform day to day task very well.
POWER- Power means that higher authority has certain powers to deal with subordinates with
different punishments when certain tasks are not performed on time. This impacts the team
behaviour as they feel motivated by the reward provided. This influence individual behaviour as
reward keeps them happy on work but in other sense when they are punished, they do not feel
good. So, this impacts in both manner negative as well as positive. The culture impacts work
progress of LG as higher authority makes the workers to do work on time, thus more output is
generated within desired time (Chinomona and Dhurup, 2015).
M1
Culture influences the team behaviours as when good culture is followed ibn the
organization teams works in more effective manner. When culture followed is not good healthy
relations among staff can not be carried out and thus impacts overall productivity of LG. Politics
plays and major role as there is lot of politics in organization performing day to day task
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becomes difficult and it influences individual as well as team behavior. Power impacts in this
way that when higher authorities utilize their power in significant way organizational goals can
be achieved as early as possible (Chinomona and Dhurup, 2015).
LO2
P2 Theory and process theory of motivation impacts achievement of organizational goal.
Content theory: Abraham Maslow's hierarchy needs theory.
According to author there are some needs which are required to be fulfilled and are as follows-
Physiological needs- LG takes cares of the physiological needs of employee such as air, water,
food, clothing etc. all these facilities are provided to employees so that are satisfied with the job
and work more efficiently. As LG provides them attractive wages that aids in fulfilling the needs
in significant manner.
Safety needs- These needs provide person a sense of security and well-being. Types of security
which are provided by the LG are personal security, financial security, good healthy and
protection from accidents. LG always take care of security of people and ensure that no
accidents occur with them. This encourage them and they work without fear in business. This is
the best way through which firm encourages its staff members and retain them in business for
longer duration (Al Ali, Elanain and Ajmal, 2016).
Social needs- These needs refer to the need of sense of belonging and acceptance. Social needs
are important to human so that do not feel alone and depressed. LG takes care of social needs of
the employees by encouraging teamwork, healthy relations. LG always give love to staff and
maintain their relationship in the firm. This type of atmosphere motivate workers and they like to
work here, this helps in raising their productivity.
Esteem needs- Esteem needs refers to the need of respect and self-esteem. LG praises and gives
recognition for good work done. This assist in reducing employee turnover ratio and assist in
increasing employee morale (Allameh, Rezaei and Seyedfazli, 2017). LG gives appraisal to them
and ensure that they do not face disrespect at workplace. This encourage them and people
become loyal towards the brand.
Process theory: Vroom's expectancy theory
Vroom's theory differentiates between effort which people give in their work and final
result. This theory is related to motivation within a work environment.
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The formula used by Vroom for calculating motivational force: motivational force= expectancy
X instrumentality X valence.
Expectancy- Expectancy is workers estimation of profitability from their efforts. If the
expectation is based on the probabilities applied on a scale from 0 to 1, we can say that when an
employee does not believe in his chances of success for reaching the goals, the hope is 0, but if
he is sure of his success for reaching the goal proposed, then the hope is 1. Usually employees
estimate the hope somewhere between the two extremes. LG responds to that by finding out what
the factors which can motivate the staff to deliver the best possible performance. Leaders gives
rewards so the performance of the employees in LG can be increased. Thus, it assist organization
in achieving its objectives (Corfield and Paton, 2016).
Instrumentality- Instrumentality is the individual's estimate of profitability that the desired level
of achieved task performance leads to different outcomes. LG promises to offer additional
reward such as bonuses or promotion. This helps in achieving the business goals as rewards
assist the workers to work more smoothly and with full motivation.
Valence- The final result that employee achieve is valued by single individual. This value is
based on the basic needs of employees. It is the strength of employee's preferences for an
particular reward. This is a great idea for firm for finding out an individual employee values and
their personal needs. Some employee’s values money and values of other may be different.
According to that employees are rewarded thus, assists in raising their morale and achieving
LG's goal (Corfield and Paton, 2016).
M2
As by following the Maslow's hierarchy needs theory the motivation can be raised of the
employees. As this theory focuses on fulfilling various needs of employees like physiological
and social needs. When the needs are fulfilled workers feel satisfied and work with more
dedication. In this way it impacts the behavior of workers in LG.
LO3
P3 difference between effective and ineffective teams.
Effective teams Ineffective teams
Interdependence is used in an positive manner,
so that goals of the LG can be achieved by the
Interdependence is no9t used in constructive
manner, as the group is not able to achieve the
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teams. goals easily.
Goals are clearly modified so that the best
possible match between the team goals and
individual goals.
In this members only accept the goals which
are imposed on them De Sanctis, Ordieres
Meré and Ciarapica, 2018).
Two way communication is there in effective
teams, open and exact expression of thoughts
and feelings is emphasized De Sanctis,
Ordieres Meré and Ciarapica, 2018),
One way communication is followed in and the
ides, thoughts and feelings are ignored.
Decision making procedures are matched with
the situations, various methods are used at
different times and group discussions are
encouraged.
Decisions are made by the highest authority,
little group discussion is there, members are
not involved in decision making.
Tuckman model
Tuckman model that develop the team ability and maturity, establish relationship and
leader changes a leadership style.
Forming- This is the first stage in which members of teams are introduced to each other. During
this stage the project goals, individual goals etc. Here mainly focus on people rather than work.
LG has to form an effective team so that organization can leads to productivity.
Storming- In this stage weight and reality of completing the task in hand is telling on everyone.
Some of the team may try to skip a storming stage may avoid the conflict. Avoidance create such
issues until blow up. It recognizes an conflict and resolve it early. it as soon as possible.
Norming- Here people start noticing and appreciate the team member strength. Team start settle
into a groove. Member of LG admire knowledge of employee and coding skill, web design and
value to his opinion for an anything related to tech (Frangeskou, Vasilakis and Lewis, 2016).
Performing- In this stage members are motivated, confident and familiar enough with project &
their group and operate without an supervision. Everyone on same track and try to achieve a final
goal. It is the stage where all member of group in LG tries to reach.
Belbin team development
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This theory explains several role of team members, if all these roles are performed in
effective manner then an effective team can be formed.
Resource investigator- is the role where leaders have to work as investigator and has to use
resources properly.
Team workers- is another role where effective cooperation between staff members is developed.
Coordinator- is the role where each member is responsible for team coordination so that allotted
work can be completed on time.
Plant- is the role where creative ideas of employees are encouraged.
Monitor evaluator- is the role play by leader where higher authorities work as strategic former
and all the decisions are judged (Kujala, Lehtimäki and Pučėtaitė, 2016).
Specialist- leaders give expert advice to all members so that they can work better.
Shaper- this is dynamic role and leaders work to overcome challenges.
Implementer- It ensures that ideas can be transformed in reality in significant manner so that
team members can work effectively and company can get positive outcome.
Finisher- leaders polish the work to raise quality and enhances perfection at workplace.
Importance of effective team- Effective team is important bas they very well understtod the
objectives of the LG and work according to that. Effective teams listen to the ideas of each
employees and after that decision making is done. Two way communication is followed as by
this new ideas are gathered for business expansion of LG (Peter and Chima, 2018).
Barriers to effective team work- Communication plays an important role as when proper
communication is not there team can not lead to success. Unclear goal is also an barrier to
effective team workn as when the goals are not clear the task can not be performed by teams in
LG in an desired manner, thus impacts overall productivity.
M3
Team development model like Tuckman supports in effective team development as there
are stages in the approach and by applying this model great team is developed in LG. Group is
made for an particular task and it get dissolves after the completion. All the task are carried out
in an desired manner as when team is developed by applying Tuckman model (Frangeskou,
Vasilakis and Lewis, 2016).
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LO4
P4 Concepts and philosophies of OB and leadership styles.
System leadership theory- It enables the leaders in the LG to create an condition, where all the
level of people work productively with their potential. It uses an sound principle for an human
behaviour to create an model of the good leadership, system design, strategy and the social
process. Systematic approaches to the leadership attempt a dredge leadership and system theory
of literature to find an meeting point. The leaders of LG determine the factorize in leadership for
an external environment and have relationship among an element. Leaders without followers are
unable to exercise and also make ensure about conviction that provide a system to purpose and
structure (Srivastava, 2017). As leaders behave with all staff equally and leaders ensure giving
task to such person that has skill related to the same. By this way people feel comfortable which
help in managing the work and retaining skilled human resource in the firm for longer duration.
Path goal theory- It is mainly based on specifying leader behaviour that fits best to employee
and work environment that order to achieve LG's goal. Path goal theory provides a way to an
leader to encourage or motivate and try to support their employees for achieving the LG's goal.
Leaders have to direct people well and have to give them support in each condition. Effective
participation of staff members helps business in motivating employees and retaining talent. If
leaders work in the same direction, then it can help business in gaining trust of workers and
making them positive towards business. Giving respect to staff and positive behaviour towards
them encourage them and their working performance get increased (Srivastava, 2017).
Path goal theory identifies four leadership styles and are as follows-
Directive leadership- n this style, the leader must know what has to be done exactly, how
perform the task & what is deadline. By provide an employee an clear guidelines that regard to
an process and tell employee what the LG is expected from them and hoe the carry the task. It
increases the performance of the employee as well as raise the behaviour of the LG and it reduce
the turnover and employee retain at workplace.
Supportive leadership- This leader pays more attention to requirements and well beings of
workers being friendly &empathetic with it. Leader of LG gives respect and support the
employee when it is needed (Dadich, Hodgins and Collier, 2016).
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Achievement oriented leadership- Here the leader sets a challenging goal. Leader expect an
achievement on highest level of the workers trust and ability to handle. Here leader compel an
employee for an excellent work and build confidence employees. Hence leader can achieve the
LG's goal through the employees by motivating and improving the confident, ability among the
employees.
Participative leadership- In this style leader deems it an essential to work with employees and
also include ides and opinion of the employees. Here leader open discussion and consultation,
suggestion from employees for decision making process. It motivates the employee to work with
more efficiency and retain the employee at LG & reduce turnover (Cheng, 2016).
M4
There are many leadership style but company has to adopt participative leadership style,
this can help business in developing relations with staff and encouraging them to work better in
the business unit. This type of leadership always makes them positive and retain talent tin the
firm for longer duration. The negative impact of this style is that decision making is delayed
(Peter and Chima, 2018).
CONCLUSON
From the above study it can be concluded that Organizational behavior is a very essential
for the businesses. It increases the performance of the employee and motivate the employee to
retain at their workplace and also used leadership style to develop the effective team building
and also motivate the employee to achieve the organizational goal. Also study concludes about
various theories of motivation which help in motivating the workforce, as a result it boosted their
morale and help in improving overall productivity of organization.
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REFRENCES
Books and Journals
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of the relationship between organisational justice and organisational performance in the
UAE.
Al Nasseri, H. and Aulin, R., 2016. Understanding Management Roles and Organisational
Behaviours in Planning and Scheduling Based on Construction Projects in Oman. Journal
of Construction in Developing Countries. 21(1). p.1.
Allameh, S.M., Rezaei, A. and Seyedfazli, H., 2017. Relationship between knowledge
management enablers, organisational learning, and organisational innovation: an
empirical investigation. International Journal of Business Innovation and Research.
12(3). pp.294-314.
Cheng, K.T., 2016. Doing good in public schools: Examining organisational citizenship
behaviour in primary school teachers. Journal of Management & Organization. 22(4).
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Chinomona, E. and Dhurup, M., 2015. The role of organisational commitment in the
organisational citizenship behaviour and employee intention to stay relationship: The
case of Zimbabwe. International journal of Humanities and social science. 5(7). pp.47-
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Corfield, A. and Paton, R., 2016. Investigating knowledge management: can KM really change
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Dadich, A.M., Hodgins, M. and Collier, A., 2016. Video reflexive ethnography: a creative
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De Sanctis, I., Ordieres Meré, J. and Ciarapica, F.E., 2018. Resilience for lean organisational
network. International Journal of Production Research. 56(21). pp.6917-6936.
Frangeskou, M., Vasilakis, C. and Lewis, M., 2016. Generating insights into the variation of
acute stroke care practice through the analysis of the ostensive and performative aspects
of organisational routines. In 10th International Organisational Behaviour in Healthcare
Conference. 2016.
Kujala, J., Lehtimäki, H. and Pučėtaitė, R., 2016. Trust and distrust constructing unity and
fragmentation of organisational culture. Journal of business ethics. 139(4). pp.701-716.
Peter, B. and Chima, O.B., 2018. Organisational Cynicism and Employees’ Intention to
Quit. International Journal of Management Science. 5(1). pp.6-9.
Srivastava, A.P., 2017. Teachers' extra role behaviour: relation with self-efficacy, procedural
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