Organizational Behavior: Analysis of Culture, Politics, and Power

This report analyzes the influence of culture, politics, and power on organizational behavior. It also evaluates theories of motivation and the behavior of others.

Organizational
Behavior

Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
Overview.................................................................................................................................................3
Values of the company............................................................................................................................3
P1: Analysis of culture, politics and power..............................................................................................4
M1: Critical analysis of culture, politics and power.................................................................................5
TASK 2..........................................................................................................................................................6
P2: Evaluation of theories of motivation.................................................................................................6
M2: Critical evaluation of influencing the behavior of others.................................................................8
D1: Critical evaluation of relationship between culture, politics and power...........................................8
TASK 3..........................................................................................................................................................8
P3: Demonstration of understanding of making of an effective team.....................................................8
M3: Analysis of team and group development theories........................................................................10
TASK 4........................................................................................................................................................10
P4: Application of concepts and philosophies of organizational behavior.............................................10
M4: Justification and evaluation of concepts of organizational behavior..............................................12
D2: Critical analysis and evaluation of team development theories......................................................12
CONCLUSION.............................................................................................................................................12
REFERENCES..............................................................................................................................................13

INTRODUCTION
Organizational behavior refers to a study of both individual and group performance and
activity within the context of an organization (Ahmad and Zafar, 2018). It determines how they
affect the overall efficiency, effectiveness and productivity within the enterprise. Thus it is a very
useful area of study for the managers as they need to maintain a positive organizational behavior
which increases the chances of firm earning a higher level of profit in the future. It has multiple
dimensions which the managers can understand and apply within the context of the organization
to define its environment. This project is based on Greenergy International Ltd. which is a
British distributor for petrol and diesel for motor vehicles. In this report, a thorough analysis will
be made on analysis of influence of culture, politics and power on the behavior of others,
motivation of individuals to achieve the goals. Additionally, demonstration of understanding of
co-operating effectively and application of concepts and philosophies of organizational behavior
in a given business situation will be discussed as a part of this report.
TASK 1
Overview
Greenergy International Ltd. is a British company which deals in petrol and diesel for the
motor vehicles. It is one of the main providers of petroleum and diesel products in the country. It
is a big company having a lot of employees and therefore the organizational culture selected by it
plays a major role in influencing decision-making in it.
Values of the company
The values of the company are as follows-
 The company believes in not harming the people or place. It aims at sustainably
performing its work effectively and efficiently so that no problems are created for the
people. Also it aims to use the resources of the nature in an efficient manner so that it
does not harm the environment in any manner possible.
 The company believes that by acting in a fair and responsible manner it can fulfill its
responsibilities without any problems. It aims to use the resources available in an
optimized manner so that it can derive the best out of these resources and is able to
maximize its potential without any issues. By acting in this manner the company hopes
that it can win the trust of its customers which it considers as its biggest asset as it can
lead towards creation of a brand image in such a manner so that it can be enchased when
required.
 The company believes that it can deliver success without indulging in acts which can be
considered unethical in nature. Thus it aims to provide the right products and services
ethically without cheating the customers on the front of price, quality and other factors.

 The company believes in protecting its whistleblowers that bring crucial information for
it. Thus the aim here is to create such kind of practices so that the people who provide
the required information to it to stay protected.
P1: Analysis of culture, politics and power
Organizational culture-
Organizational culture refers to a system which is adopted within an organization which
governs how people must behave in it (Bammens, 2016). There are various types of
organizational cultures and Greenergy International Ltd. can adopt any one of them which are
explained as follows-
 Power culture- This culture is adopted in certain organizations and in it the power
remains with few individuals who govern the scheme of things and dictate terms in the
organization. Greenergy International Ltd. can adopt it which will lead to concentration
of power and decision-taking authority with its managers.
 Role culture- In it, there is different roles defined within the organization and hierarchy
of positions is followed clearly. Defining clear roles in the organization leads to more
efficiency and effectiveness in work. The managers of Greenergy International Ltd. can
adopt this culture which will lead to more efficiency and effectiveness in their work.
 Task culture- In it, the tasks are clearly divided within the organization and are given to
employees according to their capabilities. The management of Greenergy International
Ltd. can adopt this culture which will lead to clear definition of tasks within the
organization and will raise the overall productivity level.
 Person culture- In it, the organization just exists for the people working within it and
their interests are given supreme priority within it. Thus individuals are involved in the
decision-making process. The management of Greenergy International Ltd. can adopt this
culture which will offer free rein to its employees to take certain decisions.
Justification- Greenergy International Ltd. should use task culture as in it tasks are given
to employees according to their capabilities. This will also lead to increase in efficiency,
effectiveness and the productivity.
Organizational power-
Power in organization refers to the ability of making things happen according to one’s
perspective (Bellou and Andronikidis, 2017). Management of any organization enjoys
power which it can use in either a positive or negative manner. There are several bases of
power which the managers of Greenergy International Ltd. can use within the
organization such as-
 Legitimate- This power arises from a legitimate position. The managers of Greenergy
International Ltd. can use it because of their legitimate position.

 Reward- This is the power to give rewards, bonuses and increments to the employees.
The management of Greenergy International Ltd. can use this power to give rewards to
the deserving workers whose efficiency, effectiveness and productivity is higher.
 Expert- This power is derived from an expert position which a person enjoys within the
company. It is derived due to certain skills and competencies. The managers of
Greenergy International Ltd. can use this power if they have the required skills and
competencies.
 Referent- This power is derived from a person’s attractiveness, worthiness etc. The
managers of Greenergy International Ltd. can enjoy this power if they are attractive in
front of the staff.
 Coercive- This power is derived from threatening others to do the work. The managers of
Greenergy International Ltd. can use it by threatening employees of consequences of not
doing their work properly.
Organizational politics-
Organizational politics refers to self-serving behaviors which are used by managers as
well as employees of the organization with an aim of obtaining positive outcomes in the
organization (Ekrot and et.al., 2018). Like other organizations, Greenergy International
Ltd. also has elements of organizational politics in it. The types of organizational politics
are-
 Positive politics- In it, positive behavior can be influenced in the organization. For
example- In Greenergy International Ltd., positive criticism of employees is done so that
they are motivated to improve their performance. This creates a positive environment
within the organization by positively influencing the behavior of employees.
 Negative politics- In it, negative tactics are used by the managers as well as employees
of the organization. For example- If the employees in Greenergy International Ltd. are
scolded even for their small mistakes then it will negatively influence their behavior and
will affect their efficiency, effectiveness and productivity. Thus the organization would
be affected and this will negatively influence the overall environment within the
organization.
Interrelationship between power, politics and culture- There is an
interrelationship which is shared between power, politics and culture in an organization.
The right use of organizational power will lead towards positive politics and will lead
towards formation of positive culture in the organization. This will benefit the managers
of Greenergy Ltd.
M1: Critical analysis of culture, politics and power
Organization’s culture, politics and power can influence individual and team behavior
and performance. In Greenergy International Ltd., the organizational culture can affect it as
creation of a positive culture can positively influence the performance. Positive politics in
organization can boost up the motivation level. Use of power in the right manner leads to

effective control in the company and also enables to take the company to new heights of success.
Thus all three have a major role in the context of an enterprise and therefore have to be used
effectively and efficiently so that productivity can be raised.
TASK 2
P2: Evaluation of theories of motivation
Motivation- Motivation is a process which is intrinsic as well as extrinsic in nature. It
helps in channelizing the behavior of employees in an organization. It is quite important in the
context of an organization because it will lead towards creation of positive mindset of employees
helping them to achieve their goals and targets in the future time period. It is used in Greenergy
Ltd. as its managers use different theories for it.
Difference between Content and Process theories-
Content theories make their emphasis for changing human needs very frequently. They
focus on the needs which motivate the people in an organization.
Process theories analyze the reasons for which the behavior is initiated. They give
importance to the choices which are made by the individuals in an organization.
Limitations of content theories- They focus only on the needs of the individuals. They
do not give importance to the choices which they can make.
Limitations of process theories- They do not focus sufficiently on the needs. They also
make certain assumptions which may not be correct.
There are two main theories of motivation- content theories and process theories. Content
theories are Maslow’ need hierarchy theory, Alderfer’s ERG theory and Herzberg’s two factor
theory (Izzati, 2018). Process theories are Skinner’s reinforcement theory, Vroom’s expectancy
theory, Adam’s equity theory and Locke’s goal setting theory.
The management of Greenergy International Ltd. uses Herzberg’s two factor theory and
Locke’s goal setting theory for motivating its employees. These theories are explained in the
context of Greenergy International Ltd. as follows-
Herzberg’s two factor theory-

In Herzberg’s two factor theory of motivation, it is argued that there are two factors that
an organization can adjust to in order to influence motivation in the workplace (Herzberg’s
Motivation Theory- Two Factor Theory, 2018).
These factors are-
Motivating factors- The presence of these factors can influence the employees to work
harder. These factors are found within the job itself (Lawler III, 2018). These factors include-
 Achievement- Achieving something gives an employee satisfaction level. Thus managers
of Greenergy International Ltd. should facilitate a sense of achievement in their
employees.
 Recognition- Recognition provided for work raises their motivation level as they feel
that they have been recognized for the work done by them. Managers of Greenergy
International Ltd. should aim for providing recognition so as to facilitate positive
motivation.
 Work itself- Work itself can be a motivator if it is challenging as well as dynamic in
nature. The managers of Greenergy International Ltd. should aim for providing
challenging work which will increase the motivation level of the employees.
 Responsibility- Responsibility for the work done by employees motivates them to
perform even better in their respective roles given to them. Greenergy International Ltd.’s
management should create responsibility for the employees for the work done by them.
 Advancement- If advancement opportunities are available for the employees then they
are motivated to perform their task better. The managers of Greenergy International Ltd.
should aim for providing advancement to employees to make them perform better.

Hygiene factors- The presence of these factors motivate the employees to perform their
tasks in a better way (Lonsdale, 2016). These factors include-
 Company policies- If the company’s policies are fair and clear for everyone they act as a
motivating factor. Greenergy International Ltd. should aim to have fair and clear policies.
 Supervision- Supervision must be fair and appropriate. Then this will result as a
motivating factor. Greenergy International Ltd.’s managers should ensure fair
supervision.
 Relationships- Good relationships must exist within the organization. This will result in
being a motivating factor. The managers of Greenergy International Ltd. should ensure
building good relationships.
 Work conditions- Equipments and other work conditions must be safe, fit for purpose
and hygienic. Greenergy International Ltd.’s management should aim for providing good
work conditions so that it motivates everyone.
 Salary- The pay must be fair and reasonable. Greenergy International Ltd.’s management
should aim for providing fair salary so that it results in increased motivation.
 Status- The organization needs to maintain the status of all the employees within it. If
Greenergy International Ltd.’s management does it then this will result in increase in
motivation.
 Security- Security of job must be provided within the organization so that it motivates
the staff. Greenergy International Ltd.’s managers should personally assure employees
about it.
Locke’s goal-setting theory-
Goal setting theory refers to the effects of setting goals for performance (Luu, 2017).
Greenergy International Ltd. can use it to set goals and measure performance of the
employees to ensure increase in their motivation level. The principles of this theory are as
follows-
 Clarity- It means setting a clear and measurable goal which can be achieved. Greenergy
International Ltd.’s managers should aim at setting a clear goal.
 Challenge- The goal must have a decent level of difficulty level. Greenergy International
Ltd.’s managers should aim at setting challenging goals.
 Commitment- It means putting of efforts to achieve the goal. The managers of
Greenergy International Ltd. should display commitment towards achieving the goals.
 Feedback- It refers to setting up of information on progress towards attainment of goal.
Greenergy International Ltd.’s management should take it seriously for achieving goals
and objectives.
 Task complexity- If the goal is complex then it is important to give enough time for
overcoming the learning curve. The managers of Greenergy International Ltd. should
give time to workers to achieve the goals.

M2: Critical evaluation of influencing the behavior of others
The managers of Greenergy International Ltd. can influence the behavior of staff by
using motivation theories. If they are able to motivate the staff in a positive manner then it will
result in higher efficiency, effectiveness and productivity level. Also, this will lead to better
performance within the organization which will benefit it in the long-run as it will be able to
meet its aim of maximization of profits. Thus it is necessary for the managers to influence
behaviors within the organization.
D1: Critical evaluation of relationship between culture, politics and power
There is a strong relationship between the culture, politics and power within the context
of an organization. In Greenergy International Ltd., culture can influence the politics and power.
Therefore, it is required that there must be a positive organizational culture so that it leads to
positive politics and a right base of power must be used within the company. This will lead to
increased efficiency, effectiveness and productivity in the organization. Also, this will influence
the organization’s employees positively towards the achievement of organizational goals, targets
and objectives both in the short-run and the long-run.
TASK 3
P3: Demonstration of understanding of making of an effective team
A team refers to coming together of different individuals to achieve a common purpose or
goal (Lyu and et.al., 2016). In Greenergy International Ltd., there are various individuals
working in diverse functions and thus teams have to be made so as to facilitate cooperation and
coordination across the departments. There are two types of teams-
Effective team- An effective team is the one in which the individuals focus on the tasks allotted
to them and try to perform them effectively with their full potential (Mohrman and Lawler,
2017). Thus the efficiency, effectiveness and productivity automatically become higher.
Ineffective team- An ineffective team is the one in which individuals lack focus on the tasks
which are allotted to them and cannot perform them effectively using their full potential.
Therefore, the efficiency, effectiveness and productivity level automatically becomes lower in
such teams.
Difference between an effective and an ineffective team-
Basis Effective team Ineffective team
Focus on goal An effective team is the one
which focuses on the goals
and objectives of the
organization.
An ineffective team is the one
which lacks focus on goals
and objectives of the
organization.
Efficiency Efficiency of effective teams Efficiency of ineffective teams

is higher. is lower.
Cooperation There is a high level of
cooperation in effective teams,
There is a lower level of
cooperation in ineffective
teams.
Tuckman’s stages of group development-
This model signifies the different stages which are used in formation of groups and teams within
an organization. Greenergy International Ltd.’s managers can use it for team development
(Palmer and et.al., 2017). The stages of this model are explained in the context of Greenergy
International Ltd. as given below-
Forming- In this stage, a team is formed with individuals of diverse personalities. A common
task, goal or objective is allocated to the team which has to be achieved. In this stage, the
managers of Greenergy International Ltd. must make sure that they provide a common objective
to the teams of the organization so that they can develop strategies to achieve it.
Storming- In this stage, ideas are suggested by different team members for implementation.
Some of these ideas may be very good and can be considered by the management of the
company. The managers of Greenergy International Ltd. must look forward for obtaining such
ideas in this stage as they can be highly effective for the company in achieving its various goals,
objectives and targets in the future time period.
Norming- In this stage, the focus is largely on agreement and consensus among the team
members. In a team, conflicts do arise between members over certain ideas. These conflicts can
be solved positively. Roles and responsibilities need to be clearly defined. Agreement has to be
made between team members as if there is no agreement between the team members then this
will create a position of confusion within the organization which will create issues. In Greenergy
International Ltd., the focus of managers should be on solving the conflicts between team
members and facilitating agreement between them over implementation of ideas. If the managers
are able to do this higher efficiency and effectiveness will be there in teams spread across
functions which will lead to overall productivity. This will help the organization in achievement
of its goals and objectives in the future time period.
Performing- In this stage, the team members clearly know what they are doing (Park, Sohn and
Ha, 2016). They have clarity of their roles and responsibility and therefore have knowledge
about the task which they are going to perform. Thus in this stage focus is on performance and
achievement of the desired results. The managers of Greenergy International Ltd. should aim for
motivation of team members so as to derive the desired performance which makes the company
achieve its goals and objectives and thus achieve new heights of success in the future time
period. This will give it strategic advantage over its rivals in the market.
Challenges and dynamics in a team-

 Cooperation- Ensuring cooperation among all the team members is a very challenging
task which has to be ensured within the team. This has to be done by the managers.
 Coordination- Ensuring coordination among all the team members is another
challenging task which is required to be ensured. The managers are required to address
this challenge.
 Problem-solving- Solving the problems of different members of team is a challenging
task which is faced while working in a team. The managers are required to make sure that
this task is completed.
 Conflicts- There can be conflicts while working in a team. Thus this is a challenge which
the managers are required to address.
M3: Analysis of team and group development theories
Tuckman’s model can be effectively used by the organizations like Greenergy
International Ltd. for deriving better performance from their teams. The stages of this model are
used in order to develop a team according to the needs and requirements of the organization.
Also, this model has its utility in terms of making a team highly effective so that it helps in
attaining the goals and objectives of the organization. Thus this model needs to be used by the
management of Greenergy International Ltd. through proper application in its teams across
various functions in the organization.
TASK 4
P4: Application of concepts and philosophies of organizational behavior
Greenergy International Ltd. is a big company. Like other big companies it also faces
certain problems. It is facing the problem of inefficiency of some of its teams (Pooja, De Clercq
and Belausteguigoitia, 2016). The problem is arising due to lack of clarity of roles and lack of
proper directions given to the team members.
For solving this problem, the managers of Greenergy International Ltd. can use the
following theories-
Path-goal theory-
Path-goal theory is a model which is based on styles of leadership which a leader can use
to influence the behavior of individuals in the workplace. It describes four styles of leadership-
 The directive path- In it, the leader chooses to give directions and takes all the major
decisions. There is no involvement of the employees in the decision-making authority.
Thus there is complete centralization of authority. Greenergy International Ltd. can use
this approach which will lead to centralization in decision-making.
 Achievement-oriented- In it, the leader sets challenging tasks before the subordinates
and expects them to achieve these tasks. Greenergy International Ltd. can use this

approach which will increase the overall efficiency, effectiveness and productivity of the
workers.
 Participative- In it, the leader allows the employees to be a part of the decision-making
process (Wang, Demerouti and Le Blanc, 2017). The leader asks for their suggestions
before making a major decision. Greenergy International Ltd. can use this approach
which will lead to decentralization of authority and will ensure that the skills and
competencies of employees are developed.
 Supportive- In it, the leader allows the workers to take certain decisions on their own
and for other decisions consults with the employees before taking a decision. Greenergy
International Ltd. can use this approach which will enable decentralization and also will
make sure that the decision-making authority of the employees is developed. Also
supporting the employees will make sure that their motivation level stays up and thus
they are able to work to achieve goals and objectives of the organization.
Implications- The implications from Path-Goal theory are that the managers of
Greenergy Ltd. can identify the different paths they can take to address different types of
challenges and problems within the organization. If they take the right approach then the
problems and issues can be solved easily.
Justification-Greenergy International Ltd.’s managers should make use of participative
style because this will not only decentralize the decision-making authority but will also
ensure that the efficiency and effectiveness of the workers increases positively
influencing the results obtained within the enterprise.
Vroom’s expectancy theory-
Vroom’s expectancy theory assumes that behavior is a result of conscious choices among
various alternatives which maximize the pleasure and minimize the pain. This theory can
be used by Greenergy International Ltd.’s managers so that they can solve the problem of
lack of efficiency in some teams of the organization by motivating the team members to
perform to the best of their abilities.
 Expectancy- It is the belief that increase in efforts will lead to increase in performance
(Yadav and Morya, 2019). Greenergy International Ltd.’s managers can motivate the
employees in different teams by making them believe that if they increase their efforts
then surely better performance will be derived.
 Instrumentality- It is the belief that by performing well a valued outcome will be
achieved. The managers of Greenergy International Ltd. can motivate their workers that
their good work will surely fetch valuable results which will help the organization in the
long-run.
 Valence- It is the importance that an individual places upon the expected outcome (Yang
and Wei, 2018). For it to be positive, the person must prefer attaining the outcome to not
attaining it. The managers of Greenergy International Ltd. must identify the importance

different individuals have for different types of rewards. The reward must be given by the
managers according to the choice of the individual.
Implications- The implications from Vroom’s expectancy theory are that it is the choices
of the individuals in the organization that matters and that it can create an impact on the
functioning as well. Therefore the individuals have to make their decisions carefully after
considering all the factors.
Justification- Greenergy International Ltd.’s management should use Vroom’s
expectancy theory to resolve the problem of lack of efficiency in certain teams of the
organization. This theory will allow them to motivate individuals so that they perform
their tasks effectively and efficiently to the best of their abilities.
M4: Justification and evaluation of concepts of organizational behavior
If Greenergy International Ltd.’s managers use Path-Goal theory then it can positively
influence behaviors in the organization as the workers will become committed towards their
goals. However if the leaders become too much directive then it will lead to problems and can
negatively influence behaviors. If Greenergy International Ltd.’s management uses Vroom’s
expectancy theory they will be able to positively influence the workers to perform better.
However if they don’t use this theory properly then the behavior of workers will be negatively
influenced.
D2: Critical analysis and evaluation of team development theories
Teams are a crucial part of any organization if it has to achieve its goals and objectives in
the future. Tuckman’s model is very crucial here as it helps in team development. It shows
multiple stages of development of teams within an organization. The managers of Greenergy
International Ltd. can make use of this model to identify the development of teams in the
company. They can realize the importance of teamwork in achievement of the goals and
objectives of the organization. Also, using this model they will be able to resolve certain
conflicts, problems and issues which teams may face in the organization while aiming for
achievement of goals and objectives.
CONCLUSION
From the above report, it can be concluded that organizational behavior is a very
important field of study for the managers to analyze the changes in behavior patterns within the
organization. It helps them in analysis and interpretation of positive and negative influence its
elements can have on individual and team behavior and performance. The culture, power and
politics of an organization can influence organizational behavior. Content and process theories of
motivation can be used to motivate individuals within the company. There is importance of
teamwork for achieving goals and objectives and there are differences between an effective and

an ineffective team. Concepts and philosophies of organizational behavior can be applied in
different business situations which will lead to finding a resolution of the problem so that
efficiency, effectiveness and productivity is maintained within the organization. They help the
managers in adopting a right approach for management in the company.

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