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

Organisational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Influence of culture, power and politics on team and individual performance......................3
LO2..................................................................................................................................................5
P2 Content and process theories of motivation and motivational techniques.............................5
LO3..................................................................................................................................................7
LO4................................................................................................................................................10
P3: Concepts and philosophies of organizational behaviour.....................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour can be referred as the study of individuals and group
performance as well as their activities in an organisation. This is the area of the study which
examines the behaviour of humans within the working environment and also helps in
determining its impact on the job structure, communication, leadership, motivation etc. For every
organisation it is really important to study its organisational behaviour as it helps in providing
the understanding why and how employees behave as they are doing in a workplace. By studying
the behaviour of the organisation, it can help in studying the complex nature of the employees in
a workplace. In this report Sainsbury Plc is taken as an organisation, which is the 3rd largest
chain of supermarkets in UK. It is also one of the largest retailing companies of the world and
there are more than 1,415 shops in UK. Present report discusses about how Sainsbury,s
organisational culture, power and politics can have on the behaviour on the employee's
performance and team behaviour. This report also includes how a company can motivate teams
and individuals to achieve the goals also include the difference between effective and ineffective
team. Present report also includes various concepts and philosophies organisational behaviour
within the context of organisation.
LO1
P1 Influence of culture, power and politics on team and individual performance
In ever organisation, its culture, power and politics can play a significant on the
performance on the performance of team and individual performance. Organisational culture
and attributes are subjected to change and Sainsbury is the company which has gone under
significant changes in past few years. There are different types of cultures which existed in the
organisation which can be analysed with reference to relevant cultural as well as motivational
theories and models below:
Task culture is a type of a culture which denoted that organisational culture of the company is
typically based on the team as well as individual performance. This organisational culture is
influencing the team performance of the employees in the organisation as team can easily
collaborate with each other support each other which can help in achieving the goals and
objectives of the organisation (Alexandru, 2019). Also, in such culture teams are formed easily
and according to order to achieve the targets or objectives. This culture also help to solve
individual and team problems, which have a strong impact on individual and team performances.

This type of culture also allows employees of Sainsbury to get equal opportunities and make
equal contributions for accomplishing their tasks. On the other hand another organisational
culture which exited in Sainsbury is Role culture as it emphasises on the delegation of roles of
the employees in the workplace (Cookand Artino Jr, 2016). The roles delegated are typically
based over the educational qualification, specialisation, etc. This culture is influencing the team
and individual performances as employees get within this culture enjoy the opportunities of
deciding the best which they can do for the company according to the selection of their job roles
willingly. This also helps in improving the performance as employees willingly accept the job
and are ready to accept the challenges.
In past the model which was followed by Sainsbury before making a change in the
organisation was bureaucratic model of power which is similar to power culture. This type of
power did not prove fit for the organisation in order to carry out the business operations
smoothly. This power model though aimed to gain efficiency by framing strict rules and
regulation and codes of conduct for their employees but it did not proved to be successful for the
company. Within this power employees does not have enough opportunity and scope of
expressing their views as well as their issues. But on the other hand after the change the power
which was used within the organisation was the reward power. This power has influenced the
work performance of team and individuals within organisation. The reason behind this is that
when company provides rewards, promotions and are praised for their performance this has a
positive influence on the team and individual performances (Ercolano and Pascucci 2017). As
Sainsbury is a retail company entire company thrives on reward power as employees are given
sales targets at individual and team level once sales are achieved by providing rewards motivated
employees and further increased their performances in the future. Besides, employees of the
Sainsbury where highly engaged in the workplace which improved their performance to higher
levels. When the management of the organisation praises the team and employee performance
rather shaming bad performers does surely influences the performances of team and individuals.
On the other hand if employees and teams are struggling and striving for achieving their sales
target and succeeds in it. If they are appreciated or rewarded this may discourage them in a
negative manner which may have negative impact on their performances in the future. Power and
influence are closely related there are two ways of using power one in a positive way and
another is negative way both of these ways may have influence on the performance of the