Organisational Behaviour: Influence of Culture, Politics, and Motivation on Team Performance

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Influence of organisation's culture, politics and power on performance and behaviour of
individual and team................................................................................................................1
TASK 2............................................................................................................................................3
Effective achievement of goals through content and process theories of motivation............3
TASK 3............................................................................................................................................5
Explain what makes an effective team as opposed to an ineffective team.............................5
TASK 4............................................................................................................................................7
Apply concepts and philosophies of OB within an organisational context............................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisational behaviour is the study of the way people interact in the groups and its ideas
are applied to make the businesses run more effectual. This study is more organised and
application of knowledge about how a person or groups act in the administration (Yonathan,
2019). In this report, Unilever has been taken as a base company which is a British multinational
consumer goods company which is founded 92 years ago on 2 September 1929 and
headquartered in London. This organisation contains various products like tea, coffee, pet food,
ice cream etc. In this report, it depicts that he analysis of how culture of organisation, politics and
power influence team performance, how to motivate individuals to achieve a goal. It also
includes the understanding of how to cooperate with others, concepts and philosophies of
organisational behaviour.
TASK 1
Influence of organisation's culture, politics and power on performance and behaviour of
individual and team.
Organisation's culture: An organization is a place where individuals work to accomplish a
common goal. An organisation's culture is determined by the people working in it, to further
understand the culture in an organisation, Charles Handy's model of organisational culture is
discussed in context with Unilever.
According to Handy there are four types of culture that the organization may follow:
 Power: This kind refers to the company in which the power is centralized and is limited
to very few people. If Unilever selects this, then only the people with the power will
special privileges as they will be the decision makers in the organisation.
 Task culture: In this culture people with common interests and specialization are teamed
together to complete a particular task (Williamson and Luke, 2021). If Unilever select
this kind of work culture then the people will work only based on tasks and once they are
accomplished, there won't be much contribution to the goal of the company as whole.
 Person culture: In this type of culture the employees are just concerned about themselves
and does not care about the company. In context of Unilever, if they apply this culture
then their company will never grow as everyone working in the organisation would only
be entitled to the personal gains.
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 Role culture: In this the employees are assigned the roles according to the area of their
specialization and academic qualifications. If Unilever adopts this culture, then the
employees will be responsible for the tasks assigned to them and they will be often
creative in the challenges that they come across.
Unilever is recommended to use role culture in their organisation because it will help them to
achieve their desired goals with utmost perfection as the roles are assigned according to the
employee’s specialization.
Politics and power in the organisation: Politics in the organisation refers to use of
networking and power in order to achieve benefits over the other employees. On the other hand,
power is the level of authority in the manager's hand, in an organisation the distribution of power
can be centralized or decentralized or it can be both as well (Amadi and Oparanma, 2020). In
context of Unilever, there is not much of politics seen as the promotions in the organizations are
based on the performance of the employee, this encourages employees to work harder as their
efforts towards the organisation are valued. The distribution of power in the organisation is a
mixture of centralization and decentralization as the power to some extent is given to the middle
level management whereas the top-level management is sole authority responsible for some
important decisions. This helps the organisation to restrict some level of power to the top
management whereas day to day operational power to the middle level management.
Critical analysis:
As a result, Unilever's use of incentive power has the most beneficial and powerful
impact on employee behaviour and performance. Unilever uses this power to encourage their
employees, foster innovation and creativity, create healthy competition in the workplace, and
offer joy to the team in order to reap the rewards. As a result, Unilever's employees' behaviour is
influenced by the organization's authority in order to increase productivity. It has been proven
that organisational culture, power, and politics have a significant impact on an individual's and
team's behaviour and performance. Handy's model was successful in determining that Unilever's
organisational culture has a positive impact on team and individual behaviour. Unilever's
organisational politics are negatively affecting members' performance and presenting them with
unfair and unethical powers, which is shown in individual and team performance and behaviour.
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