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

This study explores the influence of organizational culture, politics, and power on team behavior and performance. It discusses the theories and techniques of motivation to achieve organizational goals. The importance of effective teams and the concept of organizational behavior are also examined.

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTODUCTION.........................................................................................................................................3
LO 1............................................................................................................................................................3
Organization politics, culture and power influences team as well as individual in behaviour and
performance.............................................................................................................................................3
LO 2............................................................................................................................................................5
Theories and technique of motivation in order to achieve goal of the organization.................................5
LO 3............................................................................................................................................................7
Effective team opposed to the ineffective team.......................................................................................7
LO 4............................................................................................................................................................8
Organization behavior as well as concept................................................................................................8
CONCLUSION.........................................................................................................................................10
REFERANCES.........................................................................................................................................11

INTODUCTION
Organizational behavior includes the study of the group as well individual in which the
study of activities as well performance is done. It includes the impact of organization culture
towards the employee's motivation level, communication level and leadership level (Yu. and
et.al., 2018). Reckitt Benckiser Group plc is a multinational company which is located all across
the globe. The company is having headquartered located in Slough, England, UK. The founder of
the company is Isacc Reckitt and Christopher (Alleyne, 2016). Sinclair as a Chairperson.
Organization deals in cleaning products, healthcare products, personal care products etc. The
number of employees as per 2019 employed in Reckitt Benckiser Group plc is 40000. Group was
founded in the year 1814. In the study how organization's politics, power and culture used to
impact the behavior of the team and performance of the team. For the effective achievement of
the goal of the organization what is the role of motivation techniques as well motivation theories.
What are the factors which make a team effectives and application of the philosophies of the
organization behavior are studied in detail.
LO 1
Organization politics, culture and power influences team as well as individual in behaviour and
performance.
There is a huge role of Reckitt Benckiser Group plc culture, power and politics to influences the
team as well as individual performance as well behavior and the same is explained below:
Culture

Organization's culture
Culture of the organization is based on assumptions, beliefs as well as values which used
to govern how the individual as well as Reckitt Benckiser Group plc behaves. The reflection of
the values which are shared is seen in the job (Tamta and Rao, 2016). For example if there are no
rules in the game of soccer then there will be no result in the game and who is winning and who
is losing used to be unidentified. Every organization used to develop there own unique culture in
which boundaries as well as guidelines are provided for the employees as well as employer of
Reckitt Benckiser Group plc.
Individual
In order to increase the performance of the individuals working in. Reckitt Benckiser
Group plc innovative culture must be maintained in which employees must be made busy by
generating interest in them. It is the responsibility of a HR manager of Reckitt Benckiser Group
plc to make ensure that the employee is happy or not with the culture (Katou, 2018). For
example if there is work pressure in the organization then the work must be managed in a way
that the employees feel they are working but playing a sport or a game.
There are various types of employees working some are aggressive some are not. The
aggressive employees must be given training by the HR manager in order to improve their
behavior. The employees must be outcome oriented in which result of them matters a lot. In
order to increase the performance of the individuals, they must be given training in which

emotional intelligence should to teach to them. This will help in remaining normal at any
situation
Organization
If the culture of Reckitt Benckiser Group plc is rich then the same will help in increasing
the performance and profitability of the company. HR manager must make sure that detail
orientation of the culture is implied in order to change the behavior of Reckitt Benckiser Group
plc in which each and every aspect of the company must be given proper care. In order to
achieve better result team of the organization must be properly managed. If there is a fault in one
employee then the person in particular should not be blamed but team should take responsibility,
this will lead to achievement of the goal of the Reckitt Benckiser Group plc.
Politics
Politics involves social and power activities in order to bring change in the organization
for the benefit of Reckitt Benckiser Group plc. There is positive as well negative effect of it.
Individual
As a HR manager of Reckitt Benckiser Group plc, the manager should take care that all
the employees are valued equally and treated with equal benefit as well equal loss. The employer
should not favor any employee just because of the personal benefit but the employer must take
care of the benefit of the. Reckitt Benckiser Group plc as a whole. This will lead to improvement
in the performance as well as behavior of the individual.
Organization
. Reckitt Benckiser Group plc must also take care of the employers how they are treating
the employees by evaluating the performance of the employees (Tam and Gray, 2016). HR
manger should make a genuine report of the employees based on the performance of them. This
will lead to fair and transparent results of the Organization and the same will help in
improvement in the performance and behavior.
Power

Power is the authority which makes decision on the basis of what is right and what is
wrong for the Reckitt Benckiser Group plc.
Individual
Employer of Reckitt Benckiser Group plc must not misuse the power in order to
influence personal interest. Each and every individual must be assigned power as per the
capability and also the individuals also should not hesitate in asking questions to the person
having experience and knowledge.
Organization
The employers having power must coordinate with employees and resolve the issues
faced by them without any frustration. Power is the responsibility given to the top managers and
the same must not be misused by delaying the issues faced by the individual.
LO 2
Theories and technique of motivation in order to achieve goal of the organization.
The theories of motivation selected for the company are:
Belbin motivation theory
As per this theory there is a pattern of behavior in one person behavior and the same is
characterized with another. The theory is more focused towards the team work and not individual and
believes that it is very much necessary to cooperate with the team members in order to achieve the goal of
the Reckitt Benckiser Group plc (Mafabi, Munene and Ahiauzu, 2015). There must be positive
environment maintained in a team in order to produce best result. As per his theory the employees must
be given training for the emotional intelligence. This will help them perform normal in any situation. The
needs of the employees which are necessary to fulfill to task must be accomplished. As per the Beblin
theory of motivation there is one person who is the investigator who used to find out what are the
strengths as well as weaknesses of the employees and respective training is given to the employees in
order to fulfill the deviation of weakness.
Motivation boosts the stimuli and the workers more and effectively due to this. The skills such as
communication skills must be taught to the employees so that they can present themselves better. The

HR manager must of Reckitt Benckiser Group plc must be cooperative and diplomatic in order to satisfy
the employees need and the same will lead to make feel better the employees. The coordinator of the team
must be Mature as well confident which easily understand the task and easily make understand the task to
the others. The person must be able to clarify the goals of the company and must be able to achieve them
on time (Sherif, Furnell and Clarke, 2015). The evaluator of the team of Reckitt Benckiser Group plc
must have a logical eye and must believe in making judgment which are impartial. The monitoring of the
employees must be done strategically and by fair means. HR manager in order to achieve the goal of the
company must be sharper in the manager must make sure that the team must be keep moving and does not
lose focus as well as momentum. The team must be having courage to face the challenges and should not
be having the attitude of easy giving up (Sharma and Rani, 2017). The team also is required to be
dynamic in which multiple tasks can be performed by the same person of the team. If there is any
innovative idea in the mind of the employees then it must be motivated and must be encouraged by
discussing to the head, if the idea sounds good then the same must be implemented fast. If the idea works
out good then the employee who advised the idea must be appreciated and must also be given reward in
front of all of the employees. The HR manager must focus on building all these qualities among the
employees and the same will help them achieve the goal which is required to be achieved by the Reckitt
Benckiser Group plc.
Content theory of motivation
Herzberg theory of motivation
As per this theory there were two main questions are asked to the employees that when
they feel good and when they feel bad about the job. The answer which was found was the time
when the employees feel dissatisfied in the job is the time of feel bad and the time when the
employees feel satisfied in the job is the time of satisfaction (Kumar, 2019). As per this theory
job satisfaction is given more importance rather than job motivation. It is because is the
employees are satisfied then it means that they are relaxed and feeling good. This is because of
the proper work management and proper time management of the employer and the employee at
work place. This theory emphases on two major factors: hygiene and motivation. If firm is taking
care of motivational element then it can support in raising satisfaction level of employees
whereas poor hygiene decrease their satisfaction level towards the organization. Motivators are
achievement, growth etc. HR manager of company gives growth opportunities to staff so that
they work better and retain. In addition, managers ensure that people are being recognized for

their good work so that their confidence can be built. This helps in raising productivity to great
extent.
Process theory of motivation
Vroom theory pays attention on for major elements valence, instrumentality and
expectancy. If company provides right resources to its workers then they will feel comfortable in
doing their job which will make them satisfied towards the organization. Clear understanding is
being by managers among all its staff members that motivate workers and make them able to
perform their job effectively. Firm always fulfill expectation of its employees and always try that
people feel happy which help the organization in raising its profit and improving its services.
There are various soft as well as hard skill which a HR manager must focus on:
Soft skills
Time management skills
All employees must be trained to manage the time and complete task on time. What task
to complete first and what later must be trained to them.
Leadership skills
Employees must be given training of leader because in the absence of the leader there
will always be available substitute which will help them.
Hard skills
Programming skills
Nowadays programming has become very much important and the same must be known
by the employees in order to solve any technical problems. This will lead to continuation of work
without any delay.
Software knowledge

Each company has its own software and the same must be known by each employee. This
will make the employees trained and the same training can be used to train other employees.
LO 3
Effective team opposed to the ineffective team.
Effective team has quality that is the reason the team is effective. Reckitt Benckiser
Group plc must apply Tuckman's theory of motivation in which focus must be given by the HR
manager towards the relationship building in a team (Griep Wingate and Brys, 2017). As per this
theory the reason n why the team is effective is the team used to focus on group relationship in
order to achieve goal of the firm. In effective team do not used to focus on interpersonal group
which includes coordination and cooperation among the group or team members. The same lead
to poor relationship among the employees and the employer whereas if the ineffective team
performance if compared to the effective team, the same used to manage the work is such a
effective way that it do not causes frustration among the employees and make the employees
more focused and more productive.
As per the Tuckman'sTeam work theory the employer must understand the employees
and the employees must understand the employers. This will lead to building a relationship
among both of them and this will create friendly environment at the work place. HR manager
must coordinate with the project manager or team leader of Reckitt Benckiser Group plc in order
to find out the work distribution among the employees and whether the same is affecting their
personal life or not. If the employee's personal life is affected then steps must be taken in order to
reduce them by effectively managing the work. Ineffective team does not manage the work and
due to which the employers of that team used to quit the job due to high stress level (Alleyne,
2016). There are phases when there is a lot of work and no work at all. HR manager must
manage the time when there less work by honing the skills of the employees in which they must
be given software training or some sought of machinery training which increases the
effectiveness among the employees. Tuckman’s theory says there are four aspects in a effective
team which makes the team different from the ineffective team and the same are discussed
below:

Forming stage is the stage in which it is asked to the team member at the starting of the
team that what is the reason that they are here in the team. Under this stage expertise are find out
of the member of the team and as per the expertise the member is placed in that work. For
example if the member is expert in Finance and the same is also doing marketing then it will
create chaos in the team and the team will not bro g effective results (Tamta and Rao, 2016). If
the same thing happens by placing the right person at the right job then it will lead to effective
results bringing. Proper formation of team will lead to fast and effective completion of the task.
Storming stage is the stage in which the team members used to challenge each other and
the project manager used to tell the members how things to be done and what is the current
situation of the project. Conflict chances are more in this stage but the same can be corrected if
the HR manager motivates the employees by lucrative incentives providing to the employees.
Norming stage, brings the employees together in order to select the supervisor who will
select the best person for them and will help them achieve the goal of the Reckitt Benckiser
Group plc in there own style and in their own way.
Performing stage, this is the most important stage as at last the thing which matters for
the Reckitt Benckiser Group plc is the performance. If there is a good performance among the
team then the team must be continued for the future projects but of there is deviation amazing the
team performance then the HR manager must think of changing the team by first finding out
what is the reason the team is underperforming and then take appropriate step. The reason for
which the team can underperform are taking the task easy, leader not taking the task seriously,
gossips etc.
LO 4
Organization philosophy as well as concept.
Organizational concept is the delegation of the authority and the responsibility among the
firm in by building relationship among the employees which can bring most effective results
(Hashimoto, 2018). The results can be bringing in much cost effective way and in much
productive way. The HR manager can apply the concept of organization in order to improve
administration in the firm which will lead to effectively managing the team in the absence of the

key person of the team. The resources of the company will be effectively utilized due to this and
the same will bring minimum wastage of resources. The Reckitt Benckiser Group plc will
become more profitable due to this decreasing its losses and cost.
 Strong organizational concept eliminates the problems faced by the employees by
satisfying the employees.
 Information and influence of behaviour over the employees will result in positive
organization concept by analysing the performance of the individuals and the outcomes
bought by them. This will bring fair and transparent analysis of the employees which will
help them in getting appraisal or demotion in the job (Tam and Gray, 2016). This will
influence the employees also by informing them what are task and the time period in
which the tasks must be completed. This will not create chaos among the employees and
the employees will be able to plan for their task in advance.
 If negative organisation concept is maintained then the same will result in negative way.
The employees will not feel safe while working and this will bring negative review for
the company which spoil the reputation of the Reckitt Benckiser Group plc. Bad review
will lead to spoiling the image of the form in the market. If the employees are not
informed who is going to be the team leader, what are task they are required to complete
and what is the work distribution then this will result in making the employees insecure
about the work and they will think that work can be allotted to them any time. This will
also influence the health of the employees and they will always be in stress which is not
good for them as well as the company.
Organizational philosophy is a belief towards the employees of the organisation is
working with in order to achieve the goal of Reckitt Benckiser Group plc. The are the set
principals which are based on experiments and trials (Sherif, Furnell and Clarke, 2015). Of
the employees follow those principles then there are higher chances for them that they will
time complete the goal and in more effective and efficient manner bring the result.
Organizational philosophy is the main reason which plays a cornerstone towards the success
of any business. Any type of challenges which can hinder the performance of the Reckitt
Benckiser Group plc can be deal with ease with organization philosophy is applied
successfully in the firm. It includes the vision as well admission of the company or it can also

be said the roadmap of the Reckitt Benckiser Group plc is included in it. If the employees are
cumbersome towards the goals of the company they will not understand the reason behind
the task assignment and the reason behind the task. They will work without any direction.
HRM must focus towards the need of the employees and whether the philosophy meets the
need of the employees or not in with keeping in mind the objective of the company. Each
employee is unique and also the way of work is unique, so it is must for the employer to
determine the uniqueness of the employee and let the employee work as per the taste and
preferences, it will lead to better achievement of the goal with the satisfaction of the
employees.
Philosophies of Reckitt Benckiser Group plc can positively influence of they are the
philosophies are made taking care of practices which are internal and practices which are
external (Sharma and Rani, 2017). HR can influence the employee's retention by doing
projection of the growth rate of the employees and the organization in which the same can be
shown to the employees in order to make them better understands the benefits of staying in
the company will give them adequate growth and overall lifestyle of them will also be better.
The philosophies must be flexible and adjusted as per the requirements of the trend. For
example if the philosophy of the Reckitt Benckiser Group plc is all the employees should
have lunch at 1:30 PM and in future there is expansion of the business, now there is more
staff more department etc. Then the timing for lunch can be adjusted in which each
department can have their own timing for lunch. This will lead to better management and
also it will not create any chaos.
There is also a negative aspect of organizational philosophy in which if the philosophies
are made digit and stringent then the same can result in stress among the employees. This
will not promote the dynamic work culture and due to this the employees will not enjoy
doing work in the Reckitt Benckiser Group plc. For example if the philosophy of the firm is
only day timings for the work and not the night shifts but the work space is not sufficient to
employee such huge number of employees at the same time then this will result in complete
mismanagement. It is completely dependent upon the HR manager and the coordination of
the HR Manager with other departments in order to bring optimal results.

CONCLUSION
Behavior of the organization plays a prominent role in decision making and
understanding what are the changes which are required to achieve better results. Power and
Culture of the firm varies operations to operations but one thing in common is they must
employee friendly and organizational friendly. This will encourage the work dynamics and will
enhance the reputation of the firm in the long run. Motivation theories also play a dominant role
in the overall development of the employees and enhancing the productivity in the work.
Difficult tasks and tasks in bulk can be achieved via motivation and training and development. It
is also important to built relationship among the employees and the employer in order to bring
better results because without the relationship it will create negative environment. There is also a
lot of difference among the team which is effective and one which is ineffective. It is because of
the poor management and poor decision making of HR manager. Flexibility is must in the
concept as well philosophy of an organization which will promote probability of the company
and in a much better way. Reckitt Benckiser Group plc must adopt all the above mentioned point
in order to achieve better position and better performance.

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