Organisational Behaviour: Influence of Culture, Politics and Power

Organisational
Behaviour

INTRODUCTION
Organisational behaviour can be described as the analysis of human behaviour within the
workplace. It can be termed as the study of the performance of a individual or a group activity
which is commenced by them in an organisation. It is also considered to influence the behaviour
of a person within the working place with various set of actions. This report is based on A David
& company limited which is based in UK and commence its business operation in the food and
beverages sector. The report will define the influences in the business operation from the culture,
politics and power and the different motivational theories that is used by the managers to
motivate the employees to improve their performance for the benefit of the organisation. Further,
the report will consist the Concept and philosophies.
TASK 1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance
The organisational culture consists of policies, vision, mission and rules that are
formulated by the managers of the organisation to aid the employees to achieve the desired
objectives effectively and in proper manner. This helps in increasing the productivity of the
employees and eventually the task performed by them will be efficient and successful. On the
other hand, the power and political factors in the organisation affects the performance of the
employees and reduce the productivity of the organisation. To manage these influences the HR
manager of A David & company Limited is required to construct a appropriate organisational
culture which will assist in improving the performance level of the workers. The HR manager
can adopt the Handy's typology theory which will lead in implementation of the suitable
organisational culture. The theory of organisational culture is described as follows:
Power culture: It is the state when a particular person in the organisation is authorised
with a power to make decisions according to the requirement of the business environment for
positive growth of the organisation. The person can formulate quick actions without concerning
the working staff. In A David & co., the power is enjoyed by the manager. The decisions taken
by them can effect the employee or a team in a way that they can leave the organisation. The
power culture can demotivate the employees who work at lower position in the organisation and
will not be able to work according to their choices. (Ekwoaba,2014).

Role culture: This culture defines the role and responsibilities of the workers in the
organisation as per the skills and capabilities they possess. It helps in increasing the productivity
of the staff and helps in gaining the desired objectives of the firm effectively. The HR is required
to communicate the roles and duties to the individual and teams of A David & co., properly to
gain the maximum positive outcome.
Task culture: This culture influences the behaviour of an individual and team and
motivates them to work effectively to accomplish the given task. The HR manager is required to
evaluate the performance of the workers according to the assigned task. This culture focuses on
improving the productivity of the individual and team to achieve the desired objective in a given
period of time.
Person culture: This culture focuses on providing opportunities to the employees to
showcase their skills and capabilities which will result in motivating them towards the
organisation goals and helps in generating their views and suggestions which will maximise the
success ratio of the company.
Influence of power on group and person
Power is considered to be a ability in a individual or a group of people who can influence
others to work in a desired manner within the organisation. The HR manager is required to use
some power to influence the performance of the employees and these different types of power is
described below:
Coercive power: This power helps the managers of the organisation to force the
employees to complete their task in certain period of time. The A David & co., is not required to
follow the coercive power as it will lead in increasing the dissatisfaction level of the workers and
the formulated groups and will have a negative impact on the business operations (Sidorova,
2011).
Reward power: This power is used to motivate the workers to increase their working
efficiency and it can be commenced by the managers by providing rewards to the groups and
individual for their good work. It will build the good working atmosphere in A David & co., and
will improve the relations between the staff and the managers.
Legitimate power: It is related with the strong leadership and is exercised at the time of
any vacant position in the organisation. In the A David & co., this power is only authorised to the
board of directors who have the power to assign this duty to any of the employee in the