Assignment On Organisational Behaviour (Docs)
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Added on 2020-11-30
Assignment On Organisational Behaviour (Docs)
Added on 2020-11-30
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Organisational behaviourStudent’s Name:Student’s ID:Author’s Note:
Table of ContentsIntroduction...................................................................................................................31. Analyse the influence of culture, politics and power on the behaviour of others inan organisational context..............................................................................................41.1 Understanding how politics, culture and power can influence the organisationalteam and individual performance and behaviour......................................................41.2 Scrutinising critically that how corporate power, culture and politics caninfluence the behaviour and competence of people and team.................................51.3 Appraise analytically the link among motivation, politics, power and culture thatenables organisations and teams to subsists on the suggestion.............................62. Evaluate how to motivate individuals and teams to achieve a goal.........................72.1 Evaluation of how the motive and content motivational theories together withmotivational techniques can help in attaining the organisational goals....................72.2 Critical evaluation of the process of influencing the behaviours of othersthrough the application of behavioural theories, concepts and models.................103. Demonstrate an understanding of how to co-operate effectively with others........123.1 Demonstration about what allows a group to be expensive in comparison withan ineffective team..................................................................................................123.2 Examination of relevant team development theories to assist the developmentof dynamic co-operation of team within the workplace...........................................134. Apply concepts and philosophies of organisational behaviour to a given businesssituation.......................................................................................................................154.1 Application of OB framework on the contemporary scenario of the organisation................................................................................................................................154.2 Justification and evaluation of various concepts and philosophies andassessing how they influence behaviour both positively and negatively................174.3 Critical assessment and evaluation of team development theories and OBconcepts and philosophies that can affect the workplace behaviour.....................19Conclusion..................................................................................................................20References.................................................................................................................21Page | 2
IntroductionOrganisational behaviour is referred to an approach, on the basis of which both thebustle and the recital of an individual indoors an organisation is restrained. Thecontext of the analysis itself obtains the significance within a business entity throughwhich behaviour of an individual in terms of workers can be examined within theplace of work. Correspondingly, the study helps to acknowledge the effectiveness oforganisational behaviour upon the job profile, work presentation, performance alongwith the leadership (Hull Live, 2019). The contextual study of organisationalbehaviour is associated with politics and power, which has always been acted as adominant influential factor over every organisation all over the world.In this regard, the proper use of power is essential for the organisation to maintain itssustainability as it helps to regulate the workplace and make proper use of theworking proficiencies of the staffs. Therefore, power ensures the proficiency,regulation and integrity of the organisation. Instantaneously, organisational culture isreferred to a noteworthy facet that maintains ethics, principles and conventions thatgoverns the behaviour of an organisation (Tutor2u, 2019). Considering the context, acomprehensive analysis regarding the scenario of Marks and Spencer which is arenowned retail organisation in UK is carried out in the following study.Figure: 1. Store of Marks and Spencer in United Kingdom(Source: Hull Live, 2019)Page | 3
1. Analyse the influence of culture, politics and power on the behaviour ofothers in an organisational context1.1 Understanding how politics, culture and power can influence theorganisational team and individual performance and behaviourThe phrase ‘Organisation Behaviour’ is denoted as an assortment of diversifiedvariables that provide assistance to every organisation for fulfilling the assorted goalsas well as objectives. Based on this, diversified variables of organisation behaviourare also an effective approach that will help Marks and Spencer to achieve itsprophesied objectives along with organisational goals (Human Business, 2019).Within this framework, theorises organisation’s ethos as a group of principles alongwith beliefs, which contribute to form distinct behaviour shapes inside theorganisation (Coccia, 2015). Simultaneously, corporate culture is referred to amanner on the basis of which, the employees inside the organisations can bemotivated towards their job role for accomplishing the firms’ quantified objectives. Asper Osland, Devine and Turner (2015), there are several variations of organisationalcultures that significantly influence the organisational proficiency but indifferently.Thus, the “power culture” is considered as a major ethos which is determined by apowerful administrative or a small group of people. This requires key sources ofenergy, while “Role Culture” generates a very structured, healthy enterprise throughprofessional work specifics to modulate theoretically prominent positions ofemployment (Kinicki and Fugate, 2017). The task culture is referred to a specificcommunity that is associated with the value of the corporation. Entities in this self-same culture acquire sovereignty and authority over the culture. Finally, the “PersonCulture” is utilised in conformance with an organisational Structure to strengthen thecollective knowledge as well as experience along with skills in their subjectiveprofessions. However, the person culture is more compatible with smallorganisations that are on the co-ordination of a particular or group of leaders. A largeorganisation with extensive management systems like marks and Spencer are notstructurally compatible with such cultures nor practice them. Nevertheless, Culture,therefore, contributes a pivotal role in specifying organisational conduct.Other than that, there is also a theoretical factor of strategy and power, whichmanipulates the overall organisation. Power is painstaking as a fundamental featurePage | 4
Different Types of CulturePower CultureRole CulturePerson Culturethat every individual in terms of people of the organisation needs (Natvig and Stark,2016). An individual may have the accessibility to change the behaviour of the entirebusiness as well as to deport themselves in the way he or she wishes. In that case,the goal is to ensure that they never make any changes into their behaviour thusimproving their organisational skill. The power in this aspect assists in managing theMarks and Spencer’s operation system and in assessing the most significant way toimprove it. Culture, just in the other hand, act as a remarkable factor withincorporating with the political aspects of the organisation (Alvesson andSveningsson, 2015). The purpose of evaluating the power and culture is to ensurethe development of most efficient organisational proficiency by maintainingregulation and ethical standards within the organisational workplace. By effectivelyarranging the organisational culture in resonance with power and politics anproficient organisational behaviour can be generated that will be beneficial of thegrowth of the company and the business.Figure: 2. Different Types of Organisational Culture(Source: Chumg et al., 2016)1.2 Critically assessing how power, culture and politics can influence thebehaviour and competence of people and teamPower and politics play a significant role in deciding the growth, sustainability, aswell as continuing progress within the organisation. In this prospect, the shifts inemployment along with living through diverse societies can be observed due to thenominal distance between the society and the culture; therefore, culture can also bePage | 5
seen with playing essential roles as well. Both the politics and power are strappinglyassociated to administration and conduct of organisational operations (Osland,Devine and Turner, 2015). Based on this, such factors can either lead the Marks andSpencer to fail or prosper. Without approaching the importance of these variableswithin the organisation, it might be complicated for the organisation to influence theirdiversified business entities and these variables are highly required inside thecorporation to operate it significantly. Correspondingly, politics can be put into actionin the same manner as an advantageous and harmful tradition. The exploitation ofpolitics depends on the manager and the administrators, who can make the co-ordination of the political environment of the organisation (Van Knippenberg andHogg, 2018).Inside Marks and Spencer, employees may feel the texture of insecurity regardingtheir job profiles and operations because of the other employees, who are providedthe similar business rights as they are employed within a governmental enterprise(Senaratne and Gunawardane, 2015). At all now, the employees are not alwaysexpert in their fellow job role and thus, as a result, diversified wrong activities mayarise during the job, which impacts significantly not only upon the job profile andmotivation of the employees, but also the entire organisation may feel the sameincorrectness within their operation. The culture in this prospect plays an major asthe presence of too much diverse or complex can hinder the organisationalproficiency in significant manner.These sympathetic circumstances only can arise, when the administrators of theorganisation utilise the policy in an erroneous way or misapplication process of thedogma. Instantaneously, when operating interactions are justifiable amidadministrators and employees, they need to use the policy and the power aptly. Forexample, the theoretical approach of corporation operations inside Marks andSpencer may be triggered through implementing the influence of reward system andintegrating acceptable ideological methodologies (Spencer, 2018).1.3 Analysing the relation between motivation, politics, power and culture thatenables organisations and teams to subsists on the suggestionIn accordance with the statement of Lester, (2013), the predictors amid motivation,politics, power and culture have a perceptual relationship. In addition, correctPage | 6
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