Impact of Power, Culture and Politics on Individual & Team Behaviour

This report analyzes the impact of power, culture, and politics on individual and team behavior in the context of organisational behaviour. It also explores the process and content theory of motivation, discusses effective and ineffective teams, and covers concepts and philosophies of organisational behaviour. The case study focuses on Apple and its products and services.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1 Analyse the impact of power, culture and politics on individual & Team behaviour...........4
TASK 2............................................................................................................................................7
Process and Content theory of motivation .................................................................................7
TASK 3 .........................................................................................................................................10
Effect and Ineffective teams......................................................................................................10
TASK 4..........................................................................................................................................13
Concepts & Philosophies of organisation behaviour................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
The study of behaviour as well as attitude of an individual & team members is termed as
organisational behaviour. This interface takes place between team & individuals prevailing in the
organisation. Along with this, study of organisational behaviour assist higher authorities to
identify performance level of employees working in an association (Alexander, 2019). This
include many factors like motivation, job structure, leadership, communication and many more.
The study focuses on developing positive culture at workplace that leads to attainment of growth
opportunities for the company. Apple is taken into consideration for the present report. The
company was established by Steve Jobs in the year 1976. Apple offer products such as iPhone,
iPod, watch, Macintosh, TV and many more. It offer services that includes Apple card, Apple
store, iCloud, iTunes, Mac, App store etc. At present, the company has more than 500 retail
stores globally. The present report discusses about the affect of culture, power as well as politics
on the behaviour of individuals and teams. In addition to this, the report describes about process
and content theory of motivation. Along with this, difference among ineffective & effective
teams is cover in the report. In the last, concepts & philosophies of organisational behaviour is
discuss in the report.
TASK 1
P1 Analyse the impact of power, culture and politics on individual & Team behaviour
The main motive to study behaviour of individuals and team is to gain an insight about
the performance of staff members working in the organisation. It helps an entity to fulfil the
needs of employees that leads to enhancement in efficiency and productivity level of staff
members of a company. It also helps companies to make employees valued and important part
that leads to employee retention. The higher authorities of organisation is identify that company
is performing well but faces tough competition in market with its rivals (Ayoko and Ashkanasy,
2019). For this, company is determining the affect of power, culture & politics on behaviour of
teams and employees prevailing in organisation. The impact is defined below:
Culture: This include values, beliefs, traditions, opinions, value of a people which
directly affect on its behaviour. Culture plays vital role in every organisation and influence
positively & negatively on the organisation. The forms of culture in relation to company is
defined below:

Task culture: According to this culture, project task is divided between the staff members
so that it is completed within the given time period. With reference to culture, its higher
authorities can adopt task culture at workplace as it assist them to finish project on stipulated
time frame that leads to raise in profit and revenue of company.
Power culture: As per this culture, decision-making authority related to project is in the
hands of few members of the organisation. As they manage and control all activities related to
project in a effective manner (Brands, Menon and Shea, 2019). In relation to Apple, acquisition
of power culture may arise problems as well as disputes among staff members that affect
negatively on the performance of company. This also leads to decline in profits which in turn
affect on market share of Apple in a negative manner.
Role culture: Herein, the responsibilities and duties is assigned by the managers to the
staff members of company according to their knowledge, competencies, qualifications and skills.
In context to Apple, adoption of role culture brings out positive outcome to the company which
in turn affect positively on overall behaviour of individuals and groups of organisation.
Moreover, employees are working with full potential if task is given to them as per their interest.
This will lead to enhancement in performance of subordinates that directly affect on profits of
Apple in a positive and effective manner.
Person culture: Herein, higher authorities focuses on attitude, behaviour as well as
characteristics of staff members of the company. In context to Apple, by following person
culture it is easy for managers to build positive environment at workplace. Moreover, employees
seek growth as well as development opportunities that leads to increase in effectiveness of
Apple.
From the above discussion, it is determined that acquisition of role culture is feasible and
suitable for company as it increases efficiency and profitability of Apple.
Power: It is defined as willingness of a people to assign duties to employees of the
company (Cheng, Wei and Lin, 2019). In context to Apple, its higher authorities have power to
take decision and then delegate it to employees of organisation. The different types of power is
defined below:

Reward power: The power of giving rewards to staff members of their effective
performance is termed as reward power. This power assist company to motivate and keep them
encouraging so that organisational goals is achieve within time period. With reference to Apple,
its higher authorities should give rewards to employees and teams of their good performance so
that they can work with full potential that leads to enhancement of performance of company.
Coercive power: The managers force staff members to follow rules & instruction given to
them in a effective manner. If the instructions is not followed by staff members, higher
authorities have the power to punish them (Kim, 2019). Adoption of this type of culture by top
level management of Apple impacts negatively and build negative mindset of employees towards
company.
Referent power: Companies adopts this type of power at workplace in order to motivate,
influence & inspire staff members which directly leads to raises in productivity of company. It
assist authorities of Apple to gain higher growth and development that leads to increase in
market share of company.
Legitimate power: According to this power, organisation mangers, owners as well as
CEO have authorities to take decision. In relation to Apple, this form of power declines
creativity level of employees as they have no chance to share their thoughts and ideas to senior
management of company. This will also create negative mindset of staff members that leads to
decline in efficiency level of Apple.
Illustration 1: Differnt types of power

Expert power: As per this power, the right of taking decision is in hands of experts of that
particular field. It assist Apple to boost confidence level of staff members and teams a they are
working under the guidance of an expert.
By analysing the above forms of power, it is determined that adoption of reward power at
workplace encourage employees that leads to increase in productivity of staff members which in
turn positively affect on performance of company.
Politics: It is termed as a set of activities that take place at the time of interaction and
Illustration 2: Types of organisational politics

communication among two person prevailing in the organisation. Politics affect positively as
well as negatively on environment of a company (Latham, 2019). There are two types of politics
that is negative and positive politics. Positive politics in organisation leads to higher performance
and productivity. If it is talked about negative politics, this lowers the confidence level of
subordinates due to which companies is not able to achieve their desired goals and objectives.

Hofstede's Cultural Dimension Theory: This theory was proposed by Geert Hofstede
in the year 1980 with an aim to gain knowledge in culture difference across countries. Along
with this, this theory is adopted by companies in order to distinguish among various national
cultures and its impact on organisation setting goals. It define culture into six categories which is
mentioned below:
Power distance Index: This index is defined as the level to which power as well as
inequality are tolerated. Higher power index signifies that power & equality differences
motivates bureaucracy and accept by the culture. The lower power index states that culture
influence a company structure which are decentralized and flat. The higher authorities of Apple
believes in maintaining equality at workplace as it motivates employees towards their work that
leads to raise in image of company.
Individualism vs Collectivism: The extent to which societies are involved into groups &
develops mutual relationship within a specific community (Lee, Schwarz, Newman and Legood,
2019). In relation to Apple, it gives rights as well as freedom to employees in order to implement
activities in a proper manner.
Uncertainty Avoidance: it is defined as an extent to which uncertainties & ambiguity is
tolerated. In order to deal with, it is important for an organisation to make employees efficient so
that they can easily cope up with any situations. Apple provide training sessions to employees
which help them to trained staff members in order to accept any uncertainties that in turns affect
positively in future.
Femininity vs Masculinity: It includes the involvement of societies towards achievement,
equality, sexuality and so on. If it is talked about Apple, its managers believe in recruiting man
and women both that leads to equality at workplace.
Short term vs Long term orientation: It is signify as rules of society that is based on old
customs as well as traditions. Apple alter its products and services according to the new trends in
order to cope up with changing technology.
Indulgence vs Restraint: It states the extent of freedom that is given to citizens by
societies in order to satisfy their basic human needs. The mangers of Apple ensures that need of
its employees is satisfied that encourage them to work with full zeal towards organisational
desired objectives and goals.

Positive & Negative impact of various types of culture:
Positive impact : For achievement of objectives in organisation such as Apple, culture
can be very helpful as it will lead to dividing of activities accordance with experiences and skills
. The present culture is very supportive for all employees and it results into achievement of
organisations objectives.
Negative impact: Many times there are situation where management is not able to make
decision that is extended to culture of the organisation. It can result into facing of many
problems. Some times there can be instances where adoption of culture like person, task and role
culture may hamper overall productivity of a organisation like Apple.
Critical analysis of culture, politics and power:
Power politics and culture has a great impact on every business organisation and all
individuals. It is used for various constructive purposes and is also very useful in maintenance of
work balance in every organisation. If there is any inappropriate used of such culture, power and
politics then it may lead to disintegration in the organisation.
TASK 2
Process and Content theory of motivation
Motivation refers to the process of influencing, inspiring an individual that results out in
increase in effectiveness and productivity of a people. It has been analysed that motivation is of
two types that is extrinsic as well as intrinsic motivation (Lee, Schwarz and Legood, 2019).
Intrinsic motivation is defined as inner ability of an individual to motivate itself whereas
extrinsic motivation is defined as behaviour and attitude of people that is changed by analysing
and learning the behaviour of others.
Motivational Theories: These theories help an organisation to identify as well as fulfil
requirement of employees working in a company. Along with this, it assist an entity to achieve
their desired objectives within the time frame. The motivational theories is of two types that is
process and content theory which are as follows:
Content Theory:
This theory is bases upon the changing behaviour as well as requirements of the
employees during the passage of time. Hence this help organisation like Apple to set goals and

productivity of the firm to an extent. The manager of the company use ERG theory which is
explained briefly down below:
Features of Motivation:
 Psychological process: It is a process that is used in organisation for understanding of
needs of all stakeholders that are internally related to company.
 Continuous process: It is a process that is continuous and never stops. As satisfaction
level of employee is something that is not consistent it can change with time. So it
becomes very important for every organisation to consider their changing requirement of
such internal stakeholders.
 Unpredictable: It is a process that is not that predictable as it is complex phenomenon.
Also, no two persons can be motivated by similar policies & facilities. So it becomes
important that such complex procedure of considering the dynamic behaviour of human
beings.
 Positive & Negative: motivation can be both positive or negative. Positive motivation is
offering incentives for benefits of employees on other hand negative motivation is related
to poor employee performance.
Illustration 3: Different motivational theories

ERG Theory of Motivation:
This theory was given by Clayton P. Alderfer in year 1969. He converts the Maslow's
theory of motivation which include five basic needs of manlike into three needs that is state
need, Growth need & Relatedness need . There are different needs which are describe in below
in detail manner:
Existence needs: It is describe about the basic human need of a person or the
physiological needs is the food, clothing, air shelter and many more (Oswald, 2020). This is also
concern about the safety and security of the employees which needs to be secure as to develop a
sustainable business model. In the context of Apple the management must focus on basic needs
and create value for the company.
Relatedness needs: It include the social well being and self actualisation need of an
individual that is external. It is necessary for every individual to maintain a positive status in the
society or maintain a good relation with family, colleagues, friends. So the manager of the
Apple have to conduct or organize the get to gather in order to create bonding which create better
relation among the employees.
Growth Needs: It is known internal or self esteem of human being. Such kind of needs
are taken care off by providing proper growth opportunities by the organisation. For Apple the
management have the responsibility to provide better chance for workers to expand the business
effectively. This programs increases ability and productivity of employees which is good for the
company & employees as well.
Advantage: ERG theory of motivation is very helpful in developing an understanding of
basic there needs it helps in increasing effectiveness in part of the organisation as there will be
only three criteria that will be adopted by the organisation for consideration of motivation
requirements of their whole workforce.
Disadvantage: Many times ERG theory is only related to three broad categories that
might result into only basic understanding and in comparison with Maslow's need hierarchy
theory there will be no detailed review of various motivational factors affecting a organisation.
Process Theory:
This is the psychological process which empower as well as affect an individual to
change its behaviour or act different from their behaviour is known as process theory. The

company have to use such theory which help in sustaining the business for longer time period.
This determine the effort and work which is done by company as to achieve desire aims and
objectives (Paramaartha, Mukhtar and Akbar, 2019). This theory is described in detail below
with relation to Apple company is given below:
Adam's Equity Theory:
This theory was given by John Adam which explain about the pay condition in the
company and also motivate the employees to fulfil the needs and requirement of the company.
As this is essential for the management of Apple to provide incentives and bonus to as to
empower the employees to fulfil the needs and requirement of the firm effectively. Apart from
this, the management provide better incentives and working environment which tend to increase
the efficiency of individual and bring out the maximum output in a well define manner. Further it
help in improving the market positioning of the company in order to increase revenue
profitability level.
Advantages of Adams equity theory of motivation:
 This theory is very helpful in reduction of exploitation of employees: It also has a
advantage that is related with reduction of employee exploitation as if organisation is
making differentiation related to payment of salary then it might result in exploitation of
employees. Hence, there should be no discrimination on any basis that should be done
and Adams equity theory us laying emphasis on this particular concept only.
 Better relation among employees: It is very helpful in creation of positive relation
among employees. If there will be no unfair treatment that will be provided to employees
then it will lead to an atmosphere that is more cordial. Better output is also expected from
workers if this particular methods is adopted in the organisation.
 Motivation sources: If all the workers are given equal treatment then it will laed to all
employees working together as team. It will help them in getting good increment and
better working conditions. It results in enhancement of effectiveness & efficiency of
employees a the workplace.
Disadvantage of Adams equity theory of motivation:
 Difference in perception: There is a disadvantage that difference in the perception that
is present between worker and a company, related to difference in pay or unequal
treatment can result into dissatisfaction at workplace.

 Difficulty in making comparison: It becomes very difficult to make comparison. As in
many situations there are no similar prices for products and this is the result why this
equity theory may prove ineffective.
Significance of Soft skills for Teams and Managers
Soft skill is termed as a personality characteristics which helps an individual to maintain
good relationship with others. It is determined that one of he most essential sift skill is
interpersonal as well as communication skills. Along with this, there are also other soft skills that
is creativity, flexibility, leadership, team building and so on. This skills assist team leaders and
managers to manage all the activities as well as operation in an effective manner. Moreover, it
also help higher authorities to maintain good and healthy relationship with employees that leads
to employee retention. It is important for team leaders and managers od Apple to have soft skill
as it help them to handle situations in a proper manner. In addition to this, it also assist in
bringing out creativity level of customers that leads to raise in performance as well as
profitability of company which directly affect on market share of Apple in positive manner.
Task and Relationship leadership
Task leadership: It is defined as where leaders motivate and encourage all the members of
an organisation towards completion of task within time frame (Valle, Kacmar and Zivnuska,
2019). Leaders design policies & process that is communicated to all employees perform task in
a effective manner. Adoption of task leadership by leaders of Apple help them to carry out task
in a proper manner that will lead to attainment of objectives within time frame.
Relationship Leadership: In this, leaders emphasis on developing and maintaining good
relation with employees of company that leads to retention of an employee for longer time frame.
In relation to Apple, adoption of relationship leadership help company to develop positive
culture at workplace that leads to increase in productivity and efficiency of employees of
company.
Psychodynamic Approach: This approach us mainly emphasise on psychological forces
that is emotions, feelings, behaviour which is associated with past experience. With reference to
Apple, this approach help leaders to identify personality form of staff members which in turn
help them to retain employees for longer time period.

TASK 3
Effect and Ineffective teams
Basis Effective Team Ineffective Team
Interdependence It is those types of teams in
which all the members have a
positive view about their
objectives. It is very helpful in
achievement of their laid
objectives.
There can be a lack of
interdependence that may lead
to non achievement of
objectives in a organisation.
Goals Leaders are bale to clearly
define the objectives that have
to be achieved by all the
members. Each team member
posses clarity on how to work
for achievement of their team
objectives.
In such type of teams there are
Chances if low clarity for all
the team member's that may
posses a negative impact on the
overall work to be done by the
team members.
Communication Team members in such type of
teams have to be a part of two
way communication that is
very helpful in creating
openness. It provides a sense
of freedom to all the sub-
ordinates to present their views
and thoughts on a particular
topic for making various
decisions.
In such type of teams there is
usually presence of One way
communication that may lead
to creation of various conflicts
and issues that might affect
employee performance in a
negative manner. As team
members will not be able to
express their views freely to
their leaders.
Decision-making procedures Team members are actively
participating in all the
procedure of decision-making.
In case of ineffective teams,
top management have to make
all the decision and there is no

participation of other
subordinates.
Reasons for a effective team as compared to ineffective team:
Lack of unity:
In ineffective teams there is lack of cohesion & unity. On other side effective teams are
those that poses very high unity as all members are maintaining a very high coordination that is
helping them in working together.
Job Distribution:
Many times there is suffering because of uneven distribution of job. It is because of one
member taking responsibility and others are getting demotivated. In effective teams there is even
distribution of all the responsibility which is helping all members to divided the work in small
segments. This leads to increase in effectiveness in performance level of each employee.
Self analysis:
In ineffective teams there is no self analysis that is done by team members to asses
themselves and the work they are performing. In effective teams there is continuous self
assessment, which is done by employees. It helps them in developing a understand that in what
areas more work is required to be done to remove incompetencies. It also leads to correction of
deviation taking place between desired performance and actual level of work.
Types of organisational Teams
Team is defined as a group of individual with skills and knowledge required to achieve a
particular task and objective. Teams have a high extent of interdependence ans members is
working towards attainment of a common goal (Wang, 2019). There are different types of team
which are as follows:
Cross functional Team: Herein, people belongs from different expertises is working
together for a common goal. Acquisition of this type of team by Apple help in performing task in
a proper manner.
Problem-solving Team: This teams are formed to resolve a specific issue or to complete a
particular project. Along with this, project teams is temporary in nature and assist managers of
Apple to deal with any of the problems and situations occur in future.

Project Team: In this, all the team members working together and share their strategies so
that project is completed within the given time period. Development of project team by Apple
will help in raising productivity and profitability of company.
Tuckman Team development model: This model was formulated in the year 1965 by
Bruce Tuckman. This theory focuses on starting till time of completion level of project. It is
determined that it is a continuous process that helps companies to effectively achieve task in
proper manner (Zhang, 2020). Along wit this, this model states that development of team builds
a good relation among staff members of a company. With reference to Apple, usage of this
model help mangers to manage as well as control activities related to a specific project in a
proper manner. It includes five levels that is defined below:
Forming: At this stage, all the team members is coming together & duties is given to
them by leaders in a proper manner. Team members did not trust to others and prefer to work
independently. It is essential for managers of Apple to assign project task into teams in a proper
manner that leas to development of positive culture at workplace.
Storming: At this stage, relationship is build among members of team but occurrence of
conflicts is high if their opinions and perception is not match with other team members. In
context to Apple, leaders of company ensure that perception and thoughts of team members is
match that leads to decline in issues as well as conflicts.
Norming: Herein, members of team is agree to work according to the rules & policies.
They started sharing their thoughts and working towards attainment of desired goals. In context
to Apple, it assist organisation to achieve success and attain their goals on time period.
Performing: At this stage, team emphasise on achieving desired goals without any
disagreements. The team as a whole working with full potential in a proper manner. This, it is
important for Apple to give power to team members to take decision as it will encourage them
and increases their productivity level.
Adjourning: Herein, the task is completed properly and members of team is getting
disbanded. In relation to Apple, its mangers must ensure that a good relation is maintain between
members of team as it will help them in implementing projects in future.
Belbin's Team Theory: This model was formulated in year 1918 by Meredith Belbim with an
aim to define roles of a team. It includes nine team roles which are as follows:

Implementer: It is a practical organiser in a team and converts tasks into an easy
manner. They are conservative when new idea is not clear immediately.
Resource Investigator: They are extroverted people who have high number of contacts
with inside and outside the team. This type of people are more adventurous and focuses on
developing innovative ideas.
Plant: A creative, innovative & original thinker of a team. They are not practical &
sometimes neglect the important information which is important for the team .
Monitor: They are thoughtful, analyst and sensible person of a team. They analyse
situations in a proper manner and consume high time to take decision that affect negatively on
team members.
Shaper: These people are wilful and passionate towards work. They make sure that
objectives should be achieved within the time frame.
Coordinator: They assist team members and guides them in a proper manner (Latham,
2019). They have high level of knowledge and optimally utilize all the resources in a proper
manner that leads to development of positive outcome.

Complete finisher: They focuses on each and every activity and finds out the wrong
things. This people checks and monitor quality so that goals can be achieved effectively.
Sometimes they become more protective that leads difficulty in delegation.
Team worker: The sensitive member who is focuses in maintaining good relationship
between team members. They prefer to maintain a sense of harmony among teams which arises
difficulties in critical times.
Specialist: They are advisor and give knowledge to team members on a particular project
topic. Their contribution on teams help other team members to enhance their knowledge and skill
level.
TASK 4
Concepts & Philosophies of organisation behaviour
Path-goal Theory: Path goal theory is laying emphasis on attitude & behaviour of
leaders. In case of Apple, managers are laying emphasis on providing the direction of work to
their employees so that their profitability can be increased There are four styles that are part of
this theory as discussed below:
Directive:-In this leaders are providing direction for implementation of various business
functions in a more effective manner. In apple, management is planning to provided timely
guidance to their employees.
Achievement :-In this style, managers and leaders are motivating their subordinates that
are part of teams in achievement of their overall objectives. Management is focussing on laying
down a common goal and then working towards that goal (Kim, 2019). In Apple, there are

objectives specified in terms of sales and profits fir a particular time frame and training is
provide to their staff to work according to that particular objectives.
Participative:- In this particular style leaders provide a opportunity to their employees to
actively participate on the overall process of decision making. In Apple, the higher management
is always keen to know the views and ideas of employee’s at all different levels. They believe
every human has a innovative mind that can be applied for generation of creative ideas in a
business.
Supportive: In this Style of management, leaders are laying their emphasis on the
employee’s satisfaction at the most highest level. . In case of Apple, management is supporting
their employees in fulfilment of their objectives in motivating employees so that they can
provide higher level of performance.
Concepts of organisational behaviour
There are various concepts of an organisational behaviour which identifies people whether
they are unique or similar. The concepts are defined below:
Individual difference: This concept is also known as one to one approach which means
every individual is different and unique and change according to their personal experiences.
There are many ways in which an individual is different that is personality, intelligence,
learning, communicative ability and many more. In relation to Apple, it is important for
managers to evaluate performance and behaviour according by analysing their personality as
it assist them to enhance productivity and performance of employees.
Mutuality of interest: This behaviour determines that both the companies as well as
employees need each other. An organisation can gain success if mutuality is formed &
maintained by the both the higher authorities and staff members. An employee want that
company fulfil their needs whereas an organisation require staff members to attain
organisational objectives within the time frame. It is essential for higher authorities of Apple
to maintain a mutual interest at workplace as it encourage employees and assist them to deal
with problems that leads to attainment of their desired goals within the stipulated time
frame.

There are also other concept such a motivation, holistic concept, perception, whole
person of organisational behaviour which assist companies to identify type and personality
of staff members in an effective manner.
Contingency Theory: It is an organisational theory which signifies that there is no
particular way to manage, organise, lead company or take decisions in an effective manner. The
plans is totally depend on external as well as internal situations that is occurred at marketplace. It
is the skill of a leader to apply specific theory according to the situation and contingencies as it
help company to overcome rapidly and effectively.
Social Capital Theory: This theory signifies that social relationships are one of the major
resource on order to growth and develop the business & to accumulate human capital in an
effective manner. In addition to this, it is important for an organisation to analyse society tends
and produce those goods as well as services which fulfil needs of society in a best manner. It also
assist company to develop positive image in market that increases overall revenue and
profitability level of an organisation.

CONCLUSION
From the above study it has been analysed that it is essential for companies to study the
behaviour of employees and tea members as it will help them to fulfil needs of staff members
that affect positively on the efficiency & productivity of employees. Along with this, it also
assist an organisation to raise their profitability level that leads to increases in market share of
company. It has been analysed that culture, power and politics affect on the behaviour of
individuals and teams also. Moreover, path goal theory assist a leader to give proper direction to
employees that leads to attainment of organisational objectives within the stipulated time frame.

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