Influence of Organizational Culture, Power, and Politics on Individual and Team Performance

This document discusses the influence of organizational culture, power, and politics on individual and team performance. It also evaluates the content and process theories of motivation and how they enable effective goal achievement in an organizational context. The document provides insights into what makes an effective team and the concepts and philosophies of organizational behavior.

Organisational Behaviour

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Influence of organisation culture, power, and politics on individual and team performance.
................................................................................................................................................3
TASK 2............................................................................................................................................6
P2) Evaluate how content and process theories of motivation and motivational techniques,
enable effective achievement of goals in an organisational context......................................6
TASK 3............................................................................................................................................9
P3) Demonstrate an understanding of what makes an effective team, as opposed to an
ineffective team......................................................................................................................9
Task 4.............................................................................................................................................12
P4 Concepts and philosophies of organisational behaviour.................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational behaviour is the evaluation of the actions of all individuals or groups that
operate in an organization. This represents any person's actions in the workplace, and also has a
direct effect on job layout, interaction, efficiency, management, and encouragement on many
other variables ((Kura, Shamsudin and Chauhan, 2016)). The report explores how employees
interact with other business staff. It allows to understand the various aspects such as workers '
morale, success at job and allows the organization to develop a positive relationship with the
other employees. The report covers Waitrose's organizational structure. This company is the
biggest British store, and the worker's head office in Bracknell and Victoria, England, UK. This
report covers society, politics and power's impact on organization's achievement, various theories
of encouragement and ideologies.
TASK 1
P1 Influence of organisation culture, power, and politics on individual and team performance.
The philosophy, power and policy of the company which affects the employee and the
group's success. These are those variables describing the positively and negatively impacts
on the company's success and development.
Influence of power on individual and team
Power represents the control provided to the individual worker by the business. It is used
by managers who inspired others to work quickly and efficiently. This requires different
authorities, such as offering incentives and quality assessment, and making decisions to
enhance the business. The Waitrose uses various theories to control a person and the team's
actions. These theories are as follows:
 Coercive power- It is the person's power to manage the workers ' everyday activities.
Waitrose gives executives and the CEO this control to boost the efficacy of each
employee's results (Ajala, 2016)).
 Reward power- The power is delegated to those who offer incentives, assessments,
rewards, recruitment and retention, and much more. Waitrose gives the board of directors
that authority and gives its workers unique bonuses, according to their accomplishments.

 Legitimate power- The power is granted according to the employee's background and
role. Waitrose provides this authority to the CEO who manages the company properly
and ensuring that all regulations and standards are complied with by all involved in the
company.
 Referent power- It is the power to control the activities of any person in the business.
Waitrose gives this to leaders and they further inspire others to do their work effectively.
 Expert power- This is the power given to people who have a tremendous knowledge of a
specific environment. In the above mentioned company, they give this power to those
who are expert in the nature.
 Informational power- This authority is granted to those who have the capacity to handle
financial reporting information. Waitrose grants this to CEO who controls all coverage
who represents the firm's position on the market.
Influence of politics on individual and team
The behaviour of politics represents a person's right to determine validly on time.
Waitrose Manager takes many choices for the firm's well-being and also tries the business's
political aspects. The political conduct of the person and the group is affected by certain factors:
 Decrease in the productivity- It has been used to bring adverse results to the business
and to sacrifice the goal and purpose of the business that you want to accomplish within
the limited timeframe (Inuwa, 2016)
 Spoils the Ambience- Politics creates an imbalanced atmosphere in the firm and
damages relations among other workers.
 Change in attitude of employees- Politics can shift towards workers' thinking and build
disparity in the business. It ensures the workers have to lose confidence in their jobs and
therefore demotivate workers.
Influence of culture on individual and team
This influences the profitability of the business, as the involvement of workers in
Waitrose community is built up. The application of the cultural typology model Hendy has been
developed, which is separated into four parts and listed as follows:

 Power culture- It leads to centralized control within the business, and Waitrose operates
at large levels, thereby strengthening the ability of higher authorities to monitor its
employees.
 Role culture- It encompasses the duties and responsibilities and Waitrose administrator
has this authority to allocate employees multiple roles in accordance with their expertise.
 Person culture- It offers everyone with the ability to demonstrate their talents and
Waitrose allows their staff to represent innovative and creative concepts.
 Task culture- The employee has input on the best and Waitrose is more optimistic about
the goal successfully and efficiently being accomplished (Brankovic, 2018)
Impact of power, culture and politics on individual and team behaviour and performance
individual behaviour and
performance
team behaviour and
performance
Power If workers do not perform
their job right, it adversely
impacts the employee's
efficiency and causes
confusion within the
company's business culture.
If the control is used
excessively, this will impact
the worker's efficiency and
will lose interest.
Culture Once power is delegated to
false people, it affects the
atmosphere of the job and
staff are unhappy with the
business, which also delays
work.
If culture is modified, all
workers have to modify their
own working style, which also
has negative implications for
the success of the business.
Politics As people get more interested
in politics, their performance
is influenced and the business
has a negative result as the
worker's unlike other
colleagues starts.
When teams and people carry
legislation, workers ' output
begins to fall as their attitude
to their job is changed

TASK 2
P2) Evaluate how content and process theories of motivation and motivational techniques, enable
effective achievement of goals in an organisational context
Content theory of motivation: Content theory explains how people's desires shift due to
change in time and how the company motivates them. Waitrose utilizes content theory to inspire
its workers, who eventually boost the willingness of everybody to accomplish the business's
goals. Some motivation theories are the followings:
Maslow's theory of motivation- The philosophy of Maslow suggests that encouraging
someone requires a ladder that identifies the basic necessities one after the other and
helps to develop motivational actions in an organization. In order to satisfy their basic
necessities, he constructs a hierarchy. The five levels of the theory of Maslow which
Waitrose needs to start taking into account are: Physiological need- Those are the basic requirements such as air, water, refuge, clothing,
cloth etc. It is the first incentive process of the Waitrose director's basic survival needs
(Bailey and Madden, 2016). Safety need- It involves financial stability, wealth and prosperity, life safety, peace, etc. Social need- Social criteria describe love and association as intimacy, family affection,
social acceptance, confidence, religion, religion etc. Self- esteem- Self- esteem is considered as self-confidence, and it is valued by many
people. Self-actualisation- It is one's conviction that they all have and will do something in their
lives and motivate others to do more. This demonstrates the worker's skill, productivity
and future for the company.
Waitrose uses this philosophy to encourage the worker to satisfy all the needs consecutively and
to create trust and support for the worker if the need fulfils one after another. This essentially
represents the success of the organization.
Herzberg's two-factor theory of motivation
It determines that the happiness or frustration of the work force affects a certain amount
of workforce, which differentiates Herzberg, the two variables one is a factor of hygiene and the
other a factor of encouragement (Jena and Pradhan, 2018). The following factors are defined:

 Hygiene factor- The environmental and multiple scenarios of a company involve a
hygiene component. It is necessary to inspire the worker as the existence of the worker
does not lead to happiness for the longer term. Those are the behavioural needs of the
organization that all want and expect. Payment, conditions of employment, workplace
protection, corporate policy, rules and regulations, interpersonal interaction, status mark,
advantages, etc.
 Motivation factor- This motivating aspect has a positive effect in the company as it
motivates the employee to do much better and strengthens the worker's inner strength and
trust. This involves the factors such as individual performance, development and growth,
appreciation, incentive and benefits, power, accountability and advancement that all
engaged successfully to encourage the worker.
The two-factor principle of Herzberg is used by Waitrose, concentrating both on variable
drive and hygiene, through which all kinds of needs are met as per the output of the worker.
Waitrose follows the motivational principle of Maslow as it requires motivation in a step
by step. Waitrose presents the fundamental needs and after that person satisfies his needs, the
performance of the financial performance increases depending on the performance and
affects the business growth and development.
Process theory of motivation:
The philosophy of the cycle motivates the worker to work in some way. This theory
consists of how the action of the person shifts to its goals. There is a method theory of inspiration
used by Waitrose to inspire its workers to meet the following organizational goals:
Vroom expectancy theory
The principle of anticipation relates to the shift in the actions of individuals due to their
use of and thus to the target (Boehe, 2016). Vroom notes that employee output is modified based
on abilities, expertise, abilities, experience, through individual factors. It also states that the
quality and attempts are connected to individual motivation. Expectation, instruments and
valence are inspired. Expectancy describes the actions that contribute to the job results, resources
and assistance. The assumption is that the production depends on results, because if employees
perform well then they get a score. Instrumentality affects efficiency and outcomes, judgment-
making trust. Valence addresses the rewards that a person can achieve the desired result after a

task is carried out. Waitrose uses this principle to persuade an employee to compensate their
results and to satisfy their needs as per the commitment of the worker.
Goal-setting theory- The goal setting theory establish a development plan to enable the
individual to achieve his objectives. The aims give the person the path to carry out the mission
and also determine the needs and commitment necessary to achieve certain goals at a certain
time. Objective environment encourages the individual as a person to know what to achieve, how
to do it and to make an effort to enhance results. Objective environment contains certain
variables such as:
 Self-sufficiency- It is an individual's own ability that contributes to achievement and also
depends on an individual's conviction, trust and attitude, as a result of the person's efforts
to achieve the purposes. Autonomy depends whether one raises the initiative, and it
influences the other.
 Goal commitment- The aim is to devote the person to the accomplishment of the goal
and to the aim that the performance of the employees will be improved dramatically and
that the company will achieve its overall accomplishment.
Waitrose utilizes this method to inspire the worker to concentrate on the target and to stick to it,
because it opens up the path to achievement, and to achieve the goal effectively.
Waitrose utilizes Vroom anticipation theory as an active outcome as this increases
efficiency when people receive an efficiency-based recognition. It also encourages the worker to
achieve a successful quality outcome, which keeps them motivated to improve their
performance.
Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.
The principle of Inspiration and Expectation of Vroom used by Maslow is an inspiration
for Waitrose. Waitrose follows the principle of Maslow as it satisfies the essential requirements
of the worker and therefore how often the employee tries to reach the expectations of Waitrose.
While the Vroom theory of expectations concerns results and efficiency, people receive the result
in terms of opportunities based on the effort they make to accomplish the objectives. Waitrose
follows this principle of encouragement as the output of the individual improves if you are
conscious of the result which eventually gives both the person and the business a successful
result (Daskin and Kasim, 2016).

TASK 3
P3) Demonstrate an understanding of what makes an effective team, as opposed to an ineffective
team
Effective team: The team describes the community of people who collaborated with each
other to accomplish either individuals or organizations objectives. Where successful teams
describe the team's ability to accomplish its goal efficiently, more effectively and more
confidently, improves efficiency. Good teams are a team where all participants are persuaded that
they work to achieve main goals in appropriate time period.
Characteristic of effective team: These team have various characteristic which support
in making a team working together with one objective. More focused: All group members are much more concentrated and committed to
achieving the objectives. Clear goals: Successful teams have well and well-defined priorities and are working
together with the purpose of enhancing individual and business results. Communication: The key aspect of communication is that the individual knows the truth
and each one of them have a strong bon while dealing to number of business situations. Risk takers: Successful members of the team take the chance and accomplish the goal. Trust and believe: Faith and trust is much more critical among the member of the team as
it creates the confidence between those who achieve the cumulative outcome.
 Mutual decision-making: As with a team, every member has his own opinions and a
successful team leads to a mutually accepting decision.
Factor of effective team: Some of useful factors related with effective team are discussed
underneath: Clear roles and responsibility: Effective team members are familiar with their positions
and responsibilities that allow them to function better (Wong, Ormiston and Tetlock,
2011). Leadership: Leader is the willingness, throughout the form of direction, assistance, and
the goals that are successful in achieving results, to lead others (Taştan and Davoudi,
2017). Clear objectives: Each team members have a common target that helps them operate in a
consistent and performance-related way.

 Learning and development: A strong team contributes to continuous learning and growth
through the achievement of various goals under different conditions.
Ineffective team: The team that has not set targets and thus no communication between
team members has no successful outcomes, does not function properly.
Characteristic of ineffective team: There are several characteristic of ineffective team these are
as follows as: Lack of trust and believe- If team members have no trust with each other then there may
be situation of confusion. Lack of communication- It is only way by that information is shared and complexity is
removed. Lack of commitment- In the case when team members do not have commitment then
there may be some issues. Uncleaned objectives- If objectives are not clear then this may lead to different conflicts.
Factors of ineffective team: Poor time management- If the time in the group are not well managed, the result is
disruption and ineffective team leadership (D'Cruz, Paull and Guneri-Cangarli, 2016).
 Ineffective interaction- When the staff member's relationship is not successful then this
results in an inefficient team.
Difference between effective and ineffective team:
Effective team Ineffective team
Objectives Cleared and managed towards goals. unrealistic objectives
Roles and responsibility Clear towards role and
responsibilities.
Lack of clarity.
Communication Good communication Poor communication
Belbin theory- Belbin notes that each person has their own actions and has set duties and
responsibilities within a team with all of that (Grufman, 2018). In understanding the specific
position in a team, Waitrose's leader will consider improving the ability and evaluating the

weakness that influences the team's success. Belbin's team functions are the various functions of
the team undertaken by the person or staff that Waitrose's manager will consider and jointly
transform to improve performance of the team. There are some positions in the Belbin team
which are as follows:
Team worker- Team worker is the one who controls or deals effectively with every scenario.
Through team member allows through person to do even faster and allows them reach their goals
(Odor, 2018). Team worker is the one who manages every situation and makes those decisions
for the team that affects the team levels of performance and Waitrose.
 Coordinator- The Organizer is responsible for organizing the team to help the team
member achieve the objectives. The organizer is the person who is trustworthy, calm and
imaginative, etc. The main task of the Waitrose director is to monitor the staff and
achieve an optimal result.
 Specialist- Expert is the one that possesses a deep understanding of everything that helps
the team to solve all situations. Professional is the one that's dedicated and auto-confident
to client goals. The professional is the one that helps the team solve any challenging
situation and increases team's performance.
 Implementer- Implementer is the person who executes and carries out the best plan and
judgment within the team. The most realistic one is the implementer who gives the
concept a structure and transforms into a productive atmosphere.
Task 4
P4 Concepts and philosophies of organisational behaviour
In regards with the organisational behaviour, there are different types of concepts and
philosophies which are being applied by companies in their operations. Herein, below
explanation of some concepts and philosophies are mentioned in such manner that are as
following:
Path goal theory of leadership- This is one of they key philosophy of organisational
behaviour. It directs a corporate management to adopt appropriate philosophies and conduct in
accordance with employees ' working conditions and needs(Rakna, 2018). The aim of using this

theory is to inspire and optimize employee's working actions in order to gain full commitment to
the accomplishment of organizational priorities and goals.
Waitrose helps to recognize features and working habits of employees that are essential for
improving company efficiency. The use of such a theory will also help to evaluate the talents of
workers that make effective decisions for workers and for companies easy for managers to
determine. Waitrose should use participatory management to seek input and recommendations
from its employees before taking business decisions. This philosophy can be categorised into
such manner:
Classification of path goal theory-
Employees characteristics- It encourages the acquisition of information by employees
of factors that can inspire their work. It comprises incentives, preparation, flexible work choices
and so on. The director must recognize these variables and resolve them within a defined time
frame in order to improve the working conduct of employees in the sense of Waitrose.
Task and environmental characteristics- This requires tasks to be delegated to the
workers in keeping with their expertise and know-how to produce optimum results in the future.
In the Waitrose sense, the manager shall perform a survey at work in order to define and fulfil
their task needs within a specified period.
Leadership styles- This concept is related to the leadership. Leadership styles enable the
manager or executive guide and track the organization's workers. There are different ways for
people to follow and guide. The following are addressed:
 Participative style- This style gives workers a chance to make decisions and opinions in
the phase of decision taking in order to meet the company with full productivity (Alleyne,
2016). The use of this style by the Waitrose manager helps to improve staff morale and
their commitment to the accomplishment of organizational objectives.
 Directive style- In this way, management instructs their employees without issue to
pursue their decision. This allows workers to make pre-determined decisions that have a
negative effect on annual performance rates.
Motivational factors: Workers are empowered if the aims and priorities of the organization are
well described and allow them to understand their duties and tasks. As a result, they make the
highest commitment to achieving organizational goals and goals by providing management
assistance to remove barriers.

So these are some key philosophies and concepts of organisational behaviour which can be
applied by Waitrose company.
CONCLUSION
On the basis of above report, it has been concluded that the degree of company's efficiency
and profitability depend heavily on employees ' work behaviour, so motivation is required which
can be obtained through Maslow, Vroom motivation expectation theory etc. Besides, working as
a team yields maximum benefit because administrators have to pull together all workers after
their talents and strengths have been established. The path goal concept is also useful as it allows
workers to get the right direction for achieving organizational objectives.

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