Organisational Behaviour: Influence of Power, Politics, and Culture

Organisational
Behaviour

INTRODUCTION
Organisation behaviour refers to the process which an individual communicate with other
individuals more effectively. It is more effective to be applied in an organisation where the
employees can work more effectively while performing as an individual or as a team member
through proper coordination and communication with each other. Therefore, management play
an important role in maximising the behaviour of employees at workplace which can be possible
either through creating transparency in communication or allotting them suitable roles and
responsibilities. The chosen organisation for this assignment is David and company limited
which manufactures a wide range of food products such as fresh fruits, vegetables, bakery items
etc. and delivers them in the restaurants, hospitality industries, catering service providers etc.
This project will discuss about the politics and power which influences the working behaviour of
employees of an organisation. Process and content theory of motivation are also briefly discussed
under this report. Various concept and philosophies of OB that can implemented by firms are
briefly discussed in this report.
TASK 1
P1:
In current scenario, company’s, culture, politics and powerfulness are taken into
consideration as an essential factor that can influence the stability of organization either in
affirmative or harmful way. Power alludes as a capacity of an management to influence working
behaviour of workforce in order to guide them to perform right way so as to accomplish desired
goals and objectives within restricted time frame. Due to this, power assume a noteworthy role in
modifying the working nature of employees towards the firm (Adeniji, 2011).
Influence of power on group and individuals
Positive kind of power can be applied by the manager it helps them in bringing
motivation among the employees to enhance their productiveness. It also helps the employees in
building their confidence level through which they perform their work with providing maximum
efforts on it. It also include various kind of strategies such as allotting the authority to the
employees for taking self decisions, provide rewards to the best performers, recognising the
performance level of employees and many more. It brings lots of advantages to firm in form of
decreasing its staff turnover, increment in absenteeism, high retention and so forth. Workforce
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behaviour is additionally extraordinarily affected by negative power applied by managers as it
gets punishment if not performed according to the given direction. In this situation it is apparent
that A David & Co. has a capable managers who make utilization of power in a positive way to
motivate employees. Employees are getting a valuable opportunities to play an active role during
the process of decision making of company. Theories that are applied by A David & Co. for
power in order to influence working behaviour of its workforce is :
Legitimate Power: This alludes to the power that is been procured by an individual as a
result of its position. For example, power gained and practice by Rosskam, CEO of David & Co.
Limited is authentic power that has attained to apply command over its workers (Coccia, 2014).
Reward Power: This power alludes to power procured by an individual to give rewards,
compensation , to apportion attractive assignments, plan to conduct training and development
programs and so on. In A David & Co. Ltd., this power is practice by the Board of Directors with
who prepare a list of workers that CEO should give rewards.
Coercive Power: This alludes to the power that is given to an individual to punish, threat,
fire, demote any person in an organisation. In A David & Co. Ltd. this privilege is attached with
CEO and management as they have right to punish individuals. Furthermore, management never
use this power against any of its employee as firm has confidence in esteeming its workforce as
they are most profitable asset of a firm.
Expert power: This power is gained by an individual due to being master or specialist of
their field of work. In A David & Co. Ltd. this power is practised by managers who are
specialists in understanding a circumstance, to give likely solutions, make judgement and lead an
all around facilitated group.
Referent Power: It alludes to a power to impact different people behaviour. In A David
& Co. Ltd. this power is procured by its leaders that initiate their subordinates to work in a
specific direction for accomplishing company's target by building up their trust in them.
Informational Power: This alludes to power to maintain financial reports or data that
will be useful for management to make an effective decision for the betterment of an
organisation. The managers who has the selective access to data identified with who's expected
to be laid off, groups execution, and so forth (Dartey-Baah and Amoako, 2011).
Chanlat's attributes identified with political behaviour:
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