Influence of Organisational Culture, Politics, and Power on Behaviour and Performance
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This document examines how organisational culture, politics, and power influence the behaviour and performance of teams and individuals. It also analyses the content and process theory of motivation.
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Organisational Behaviour
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Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 P1 Examine how organisational culture, politics and power influence the behaviour and performance of team as well as individuals................................................................................3 TASK 2............................................................................................................................................6 P2 Analyse content and process theory of motivation................................................................6 TASK 3............................................................................................................................................9 P3 Explain effective and ineffective team..................................................................................9 TASK 4..........................................................................................................................................11 P4 Apply concepts and philosophies of organisational behaviour............................................11 CONCLUSION..............................................................................................................................13 REFERENCES..............................................................................................................................14
INTRODUCTION Organisational behaviour defined as a set of behavioural study in which examine the dynamic nature of humans that are working together in an organisation in order to analyse their performance and actions(Arnold, 2015). This is to be determined by the impact of business structure, motivational aspects, team work, leadership styles as well as communication of an individual in order to encourage them for achieving the individual as well as organisational objectives. This will help in solving the conflicts and problems of workplace, encourage employee engagement as well as provide high level of satisfaction that increase their potentiality and productivity. Marks & Spencer company is taken in this report which is a major British multinational retailer company that is headquarters in London United Kingdom. It was founded in 1884 that specialised in selling high quality of clothes, food, home products and so on. Under this report discussed about the impacts of organisational culture, power as well as politics on the person's behaviour and performance. Also study some motivational theories, effective and ineffective team as well as concepts and philosophies of organisational behaviour. TASK 1 P1Examinehoworganisationalculture,politicsandpowerinfluencethebehaviourand performance of team as well as individuals. Cultural influences: In an organisation human resources plays a crucial role in order to grow and sustain in a competitive market environment and the behaviour and performance of a person are influenced by the culture, politics and power of businesses(Elsmore, 2017). For controlling and monitoring the humans and their different behaviours a company M&S requires to implement leadership as well as motivational theories which helps in accomplishing the objectives of company effectively and efficiently. Types of culture:The culture of every organisation have shared vision, beliefs, values as well as norms that ascertain the organisational working along with the external interrelations with the customers, suppliers, investors, stakeholders etc. and internal communication with staff members. For understanding the organisational culture in detail Marks & Spencer use Handy's typology cultural model in order to identify the several cultures. It can be considered as follows:
Power culture:It is mainly concentrated with the holding of single person or few people as the owner of a business organisations. It is suitable for mainly small business as start- ups also as it is restrictive in nature that creates some kind of stress and tensions among staff members.Roleculture:Inthiskindofculture,managerdeterminestherolesaswellas responsibilitiesofallemployeesandhighlycontrolledunderthemanagementof company as it helps in achieving the organisational targets effectively(Fallatah, 2018).Task culture:In this, the culture of an organisation is formed when there is requirement of performing a tasks within a short period of time or can say that projects are based on some specific problem and all members are shifted according to the project status. Person culture:In this type of culture, professional works in its own person's ability and capacity as well as they have some expertise in the working area such as Law firms adopts that kind of culture. In the context of Marks & Spencer, task culture can be developed in order to perform the tasks by individual's and solve complex situations within a specific time frame. This will help in maximising the productivity as well as profitability of respective company. Impact of organisational culture on individual and team members performance as well as behaviour: Organisational culture of Marks & Spencer influenced the learning as well as working style of persons individually and create a feeling of motivation and confidence in order to accept changes as well as properly utilised their own capabilities. It impacts on the behaviour and performance of team members also as attractive culture leads decision making, problem solving as well as effective communication(Fisher, 2016). It can be analysed critically when it finds that M&S positively influence their performance as well as increase effective coordination among the staff whereas, it negatively impacts when a company M&S designed strict rules annd guidelines for their employees. Politics influences: Politics refers to the uses of power, social networking as well as authority at the company's workplace so that workers can motivated towards the achievement of goals and objectives. As politics in Marks & Spencer consider as a unofficial and informal activities of the administration which leads in the employees involvement and participation in that kind of efforts
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and activities which helps in accomplishing organisational goals(Hall, 2016). Whereas, it has negative aspects also as it reduced the employees potentiality and productivity, dissatisfaction among workers as undeserving staff get more opportunity, spoil the environment or work culture of an organisation etc. Impact of organisational politics on individual as well as team performance and behaviour: Organisational politics of Marks & Spencer minimise the individual efficiency and potentiality that are required to complete tasks in a successful and profitable manner whereas, team also influenced from politics as they feel disorders in their group decisions as well as in thoughts for which they are not able to take appropriate decisions for accomplishing objectives. In addition, it can be analysed critically that Marks & Spencer positively influenced their employees either individually or in group by distributing works at lower level, create competition and create innovations by taking ideas. But negatively impacts on the behaviour and performance of all persons who are working in an organisation as it distract people from their working that may leads in increasing conflicts among them(Kitchin, 2017). Power influences: Organisational power refers to the individual's capability to influence others towards the performing tasks according to their instructions as well as directions even in that situation when who is not willing to do. The manager of Marks & Spencer use their powers in order to systematically allotted tasks to their employees for the purpose of timely completion(Lampaki, 2018). Several kind of power is used in a business organisation which is totally depends on the business condition that are considered below:Legitimate: This kind of power is based on the person's position in an organisation as they are liable to manage and control the overall operational activities. It is mainly held by the chief executive officer of a company.Reward: This kind of power is based on the manager who manage the reward mechanism of a company as they are responsible for appraisal and rewarding high performers. This will provide some kind of motivation to employees and they work more efficiently in future.Referent: This type of power is related to the interpersonal relations that are developed or create by all individuals with co-workers or key people of organisational hierarchical
structure like with managing directors. As it has charisma to motivate and encourage others through trustworthy and respectful relations.Expert: This kind of power is used by experts as they have huge amount of knowledge and skills that helps in leading a team or its members in an appropriate manner.Coercive: This type of power is applied when workers are constrained to perform something even they are not able or willing to do such a task. Informational: This nature of power is related to the having unique sets of informations as well as valuable data that are not presented by others. This is used while a person want to brings changes and require support of their team member for accepting alterations. This helps in formulating new strategies, objectives as well as procedures in order to bring some innovative changes. The company Marks & Spencer used all these powers in order to react on different situations while all are advantageous t adopts in performing tasks in a systematic manner. Impact of organisational power on individual as well as team performance as well as behaviour: Power in an Marks & Spencer's workplace environment plays a crucial role in order to facilitates favourable working conditions and systematic management of company. Individual get motivated and satisfied from effective use of power as it will help in increasing and maintaining their confidence level towards the completion of tasks within the time period (Robertson, 2016). This will also leads in effective coordination between all working activities and members which results in effective decision making. It has been critically evaluated that Marks & Spencer positively take benefits of power towards the maximise in employees performance which gives timely completion of tasks by an individual with valuable and satisfied outcomes. In addition, it negatively impacts in that terms when workers have to go more miles for the purpose of completing and performing tasks by accomplishing objectives. TASK 2 P2 Analyse content and process theory of motivation. Motivation theories are generally used by the management of business organisation in order to provide motivation to their employees towards the accomplishment of objectives and goals(Sambrook, 2018). There are two types of motivational theory like content and process
these helps in encouraging workers as this facilitates a high level of satisfaction that directly results in improved productivity as well as profitability. Basically there are two kinds of motivation that are as follows:Intrinsic motivation: This is related to the internal motivation that comes from within the feelings of individual itself as in order to reward personally by them. Extrinsic motivation: This is facilitates from other persons in order to perform something so that employees can get rewards for better performance that increase their future performance. Content theory of motivation: This theory shows the fluctuations in the workers needs and expectations with the time changes(Walker, 2015). As this will helps in examining the elements that influence their requirements. Some of the content theory are discussed below: 1.Maslow need hierarchy theory: This is developed by Abraham Maslow that states the distinguish needs of people in a hierarchical pyramid that are divided on the basis of importance and workers progress on fulfilling that requirements in order from lower level to upper.Physiological need:It is the first and primary stage of this theory in which a manager of an organisation need to focused on the basic requirements of employees such as food, air, water, shelter as well as clothings.Safety need:After employees satisfied from the basic needs they moves secondly towards the safe and secure workplace which ensures the stability, free from fear environment, apply laws, protect from oppositions etc.Belongingness need:After satisfying the safety need an employees want relationships and love or affection from their families, friends, colleagues in order to motivate and perform towards the tasks and develop intimacy and trustworthy social relations.Self esteem need:This categorised into two term as one is self esteem which is by achievements, prides, freedom etc. and second one is desire of respect from others like status in company.Self actualisation:In this step employee become everything which one is capable to become and they realise personnel growth, potentiality as well as self fulfilment.
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2.ERG theory of motivation: It refers to the modification form of a Maslow need hierarchical theory of motivation as this concept is based on those five needs(Yuan, 2016). Such are described as below:Existenceneed:ThisstepofERGtheoryofmotivationinvolvesthebasicor physiological requirements of an individual person who employed in an organisation and safety need for facilitating safe and secure environment at workplace. Relatedness need:This defines as a belongingness as well as self esteem need of Maslow as they want to build up a positive and effective relations with co-workers for .This refers to the self aspirations towards the making effective interrelationships with each other and includes the belongingness and self esteem needs of Maslow. Growth need:This is based on the self-actualisation need of Maslow theory that is considered while an employee feel high level of potentiality and moves towards the growth. In the content theory of motivation Maslow need hierarchical theory is more suitable for Marks & Spencer as in order to satisfy them by fulfilling the requirements of employees from lower to upper level as well as accomplish organisational goals effectively. It is easy and simple to apply and understand because it based on the human behaviour and applicable for all kind of businesses. Whereas, it has disadvantage also as all persons are not having same thoughts and concepts as they all belongs to unique sets of culture. Process theory of motivation: This kind of theories are based on the psychological as well as behavioural process that assist in encouraging and motivating workers in order to act in a systematic way and this is also emphasises on that how motivation helps in leading changes and development(Pereira, 2017). Some of the process theories are discussed below: 1.Vroom expectancy theory: It is related to the mental procedure that are based on individual performance and activities as they are motivated to select self behaviour over another person attitudes that are based on the requirements of end results.Expectancy:This is related to the individual efforts as they perform effectively or healthily then results of performance is also in effective manner. It is only done when skills, support as well as right kind of resources are available.
Instrumentality:This refers to that in which effective performance will results in valuable outcomes as clear understanding towards objectives, trusts, transparency and better relations as well results in attaining the qualitative results(Ruck, 2017).Valance:This is focused on the values that a person place on outcomes which are totally depends upon the individual's needs, desires, motivation level, objectives as well as wants. 2.The goal setting theory: This theory of motivation focused on the linking between the organisational goals and end results. In this challenging objectives are formulated after viewing the feedbacks and reviews of people that assist in accomplishing the effective outcomes by doing things in a well manner(Goal Setting Theory of Motivation, 2019). Marks & Spencer can apply this theory by making realistic as well as competitive goals for achieving the end results. As they also emphasised on employees to carry out activities and functions in order to manage their outcomes in an effective as well as efficient manner. In the process theory of motivation, Vroom expectancy theory is better for Marks & Spencer as it shows that results which are directly linked with employees efforts. It helps in increasing the employee engagement as they are happily and willingly performed and involved in business activities whereas, it lacks when manager gives rewards to the employees but they won't value or believe in its. TASK 3 P3 Explain effective and ineffective team. Team refers to the group of people that works together in order to fulfil and achieve a particular task(Salas-Vallina, 2017). It can be effective as well as ineffective that are based on theperformanceofemployeesorteammembers.Aseffectiveteamensuresthetarget accomplishment within a specified period of time but ineffective team are less efficient that leads in delay in performance. Effective vs ineffective team are as follows: Effective teamIneffective team Effectiveteamencouragethepreciousand open discourse towards presenting creativity and thoughts. They centred on the attaining Ineffective team of individual results in lack of disagreed goals and act stress full situation at their workplace. The determination lean to be
joint objective, whoever is directing it and try to consequences in high level of skilfulness, productivity,efficiency, profitability as well as potentiality. confusingthatareinterpretedfromvoting method and they don't focus to each other or opinion are dismiss(Whelan, 2016). In order to develop an effective team Marks & Spencer can apply Belbin theory which focused on positive as well as appropriate team development this will helps in increasing the productivity as well as profitability. This theory can be discussed as follows: Belbin theory of team development: This is to defined as team roles which are mainly grouped in three terms like action, people as well as thoughts oriented(Belbin Team Role Model Management, 2019). these are as follows: Action oriented role:Shaper: A person who have this kind of role in order to drive a project work as well as have more responsibilities for completing the work within a time-frame.Implementer: Group of people having this liability is accountable for executing and implementing strategies on time.Complete finisher: This kind of role, members are responsible for polishing, screening as well as increasing the skills of other members in order to ensure the working quality that are performed by team. People oriented role:Co-ordinator: This kind of role is used by the person who is liable for coordinating the tasks of group members as well as line up efforts of persons to accomplish targets.Team worker:This is related to the responsibility that are provided to those person who having an effective spirit as well as bonding by group members.Resource investigator: This kind of responsibility is given to them who is having an approachable skills and competencies to effectively allocate the tasks among all members in order to optimum utilisation of resources. Thought oriented role:Plant: This is one of the most responsibility that is given to those who have relevant skills and abilities in order to develop a healthy as well as long term relations between the company and customers.
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Monitor evaluator: This is given to that member who is having ability to develop an unbiased workplaceenvironmentin a businessorganisationthatgivesa sense of inequality. Specialist: This is based on the bringing and facilitating the relevant information and knowledge towards the tasks in order to ensure that objectives are achieved within the time. From the above theory it has been summarised that it is useful for the Marks & Spencer in order to minimise the chances of conflicts as well as confusions regarding the role of group of persons as these are clearly defined in Belbin theory of team development. In addition, it is complex in nature because determination of job roles according to the skills, abilities and interest of people is difficult. TASK 4 P4 Apply concepts and philosophies of organisational behaviour. Path goal theory: This theory is related to the leaders that can discover the several manner to encourage as well as support workers in business organisation as this helps in increasing the performance of them towards the effectively achievement of goals as well as objectives(Chumg, 2016). It emphasised on the facilitating motivation, encouragement as well as strengthen to workforce in order to increase job satisfaction. Marks & Spencer can apply path goal theory to examine and determine the individual's capabilities towards the performance of assignedtasks.Asthiswillhelpinmaximisingthecompany'sproductivityaswellas performance of workers as they all have clear view about what is to be done. Leadership style: This is defined as a several ways through which an organisation is able to lead a group of members effectively and efficiently as leaders can directed, support, supervise as well as control their workforce activities which helps in achieving the particular objectives within a specific period of time. Some of the leadership theories are discussed below: Directive leadership: In this type of leadership, leaders are focused on the complex situations and when workers have lack of experience issue. In order to guide them towards the leader instruct and direct their followers and provide a clear instruction so that they can achieve goals and objectives within time-frame.
Participative leadership: In this kind of approach, all team members are leader in itself as they are skilled and knowledgeable so they are able enough to understand the tasks and objectives and plan some strategies and practices which are enough to accomplish objective within the time(Wood, 2016). Supportive leadership: In this, leaders are more supportive for followers as like a parents who emphasised on the development of individual's skills as well as talents. In this roles and responsibilities are not assigned in order to complete them but also provide a friendly atmosphere in order to build employees self esteem. Achievement oriented leadership: In this, leaders have more expectations from their followers and set high challenging goals and objectives for them in order to achieve the work quality of workers as well as their self improvement. Within the context of Marks & Spencer, company can adopts participative leadership style that will assist in increasing the employees performance as well as productivity and make sure that all tasks are completed within the time frame. Contemporary barriers to effective behaviour: In an business organisations several challenges are faced by team members like issues of understanding where to start a task, dominating people in a team, poor performers, ineffective leadership skills as well as lack of guidelines and directions. These all factors effect team behaviour. Social capital theory: This is emphasised on the social relationships that are possession which can be create and collect human capital. This will give a long term as well as friendly relations with workers and convert them into valuable human resource of a business organisation. Situational resistance: To direct followers in a critical and complex situations a leader use situational leadership style as to monitor, manage and control them in that specific situation(Chang, 2016). Contingency theory: This theory defines that there is no chance or modes to organise, coordinate as well as formulate decisions in order to lead a business. As this will totally depends on the internal as well as external conditions and situations of an organisation.
CONCLUSION It has been concluded from the above report that organisational behaviour is essential to identify in order to manage and control workers in order to motivate them for accomplishing the organisational objectives. This assists in maximising the individual and team performance as well as efficiency of work by increasing their level of satisfaction. Also motivational theories are applied in an organisation to encourage employees for increasing efficiency and potentiality towards the performance as well as leadership approaches are also developed in order to lead followers for achieving the goals and objectives in a successful manner.
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