Organisational Behaviour: Power, Culture, and Motivation

Organisational Behaviour

INTRODUCTION
Organisational behaviour refers to the study of performance of both an individual and
the group activity within an organisation. It helps to assess human behaviour within the
working environment along with determining its influence on the performance, communication,
motivation and job structure, etc. In present report chosen organisation is Unilever which is a
public limited company deals in consumers goods manufacturing industry. Company was
founded in 1929 and its founders are James Darcy lever, William lever, etc. the headquarters of
company are situated in Unilever house, London, UK Rotterdam, Netherlands. Its products are
beauty and personal care, cleaning products, food and refreshments. The report will analyses
organisational culture, power and politics for influencing team and group performances. The
study will be on theories of motivation that enable the organisation to achieve the goal.
Discussion will present the ways in which an effective team can be created against an ineffective
team . The report will study different situations in firm with applying concept of philosophies of
organisational behaviour.
MAIN BODY
LO 1
P 1 analysing of organisational power, culture and politics which helps to influence team and
individual performance.
In Unilever the organisational power, politics and team culture influences team and individual
performance due to following reasons.
Organisational power: It refers to ability to influence people that is capacity for affecting the
behaviour of employees con control the organisational resources. For example the local
governments has power to collect taxes (Barry and Wilkinson, 2016). Power is an important part
of an organisation as it helps to fulfil one's goal. As more power given to individual or group will
wield organisation to influence for more achievement. There are five sources of power: reward,
coercive, legitimate power, referent power and expert power which are explained below
Reward power: power of reward is controlled by the managers like salary increment,
promotions and bonuses.
Coercive power: it is the ability of manager to cause unpleasant experience for its
employees like threat for employees for demotion, dismissal, suspension, etc.

legitimate power: the power is based on mutual agreement between the target and agent
for the right to influence the employees.
Referent power: the power is based on the interpersonal attraction as the individual get
influence to have the power. For example to follow and behaves according to ideal person at
some stages.
Expert power: when the agents has expert knowledge or information that is required by
target then it can termed knowledge based power (Zayas-Ortiz and et.al., 2015). There are some
condition to satisfy this, as the target must trust that information is accurate and correct, the
information must relevant and useful for the target and target must consider agent as expert.
Unilever influence team and individual by using rewards power as the manager tries to
motivate its employee to give their best in work by providing incentives, chances to get
promoted on higher position and increment in salary.
Organisational politics: It can also be termed as the office politics. It is the use of social
networking or power within the organisation for the achievement of changes that benefits
individuals or the organisation. As the influence by individual may serve the organisation due to
personal interest without regards to effect organisation. As due to use politic it lower the output
and affects the productivity of organisation. The observation says that individual who plays more
politics pays less attention on their work (Namada, 2018). As these employees are more
interested in back biting and leg pulling. In Unilever, there is less politics best informal structure
of company and employee have good maintenances of personal relations with their colleagues.
As it helps to influence employees in the organisation work efficiently which improves the
productivity of Unilever. If the organization is engaged in criticising their employees and back
biting about them, then this can lead to negative impact on the mind of employees. This can
impact the individual team behaviour and performance.
Organisational culture: It refers to the beliefs, values, assumptions and ways to interact
for contribution in psychological environment in the company. It is very important to ensure that
members are aligned with the purpose of organisation. In Unilever the organisational culture is
Hierarchy which is a structured and formalised work environment. As the producer decide upon
what people will do (Hanaysha, 2016). Leaders are happy with the organisation and efficiency
based coordination. Due to hierarchy organisational culture the organisation is able to work
smoothly. The values that Unilever derive are timeliness, consistencies, uniformity and