Organisational Cultures and Workforce Motivation

This report explores the relationship between culture, power, and politics in Uber and their impact on team motivation. It discusses the content and process theories of motivation and suggests techniques to improve team effectiveness. It also highlights the importance of motivation in achieving Uber's organizational goals.

Organisational
Cultures and
Workforce
Motivation
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Contents
Contents.......................................................................2
INTRODUCTION.......................................................4
1. Introduce Uber briefly and their mission, vision
and aim.....................................................................5
2. Critically evaluate the relationship between
culture, power and politics overall and how this
affects the motivation for team behaviour within
Uber in the recent past and today.............................6
3. Analyse how much of an influence power and
politics played in this culture and discuss the culture
now being developed within Uber...........................7
4. Explain what is meant by content and process
theories of motivation and behaviour.....................12
5. Critically evaluate the theories from question 4,
along with other motivational techniques, that can
help to improve the effectiveness in the teams
within Uber............................................................16
6. How will improved levels of motivation within
Uber help to achieve its organisation’s goals?
Provide justified recommendations........................17
CONCLUSION..........................................................18
REFERENCES..........................................................20
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INTRODUCTION
Organisational behaviour is defined as the
academic study of how individuals act into team.
Moreover their principles are applied fundamentally
into attempts for making businesses perform more
efficaciously (Baker-Shelley and et. al., 2020) . The
key intent of organisational behaviour is to revitalise
organisational theory as well as build an effective
conceptualization of firm’s life. This report is based on
UBER, it is well know American multinational ride-
hailing firm that offer great service which incorporates
peer to peer ridesharing, food delivery, micro mobility
system with e-bikes and scooters. This entity is based
in San Francisco. The topics which are going to be
covered in this report are a brief explanation about
chosen company, influences of culture, power and
politics upon firm. Moreover, motivational theories
and techniques are described. Apart from this,
motivational level improvements into entity are also
discussed in this report.
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1. Introduce Uber briefly and their mission,
vision and aim.
UBER is a leading American multinational ride-
hailing firm providing services such as ride service
hailing, food delivery, ridesharing, and system of
micro mobility with electric scooters and bikes.
Moreover, it is basically located in San Francisco and
operating in above metropolitan areas worldwide.
Along with this their services can be accessed via
through their websites as well as mobile applications.
 Mission: the mission of UBER is to bring
transportation for all and everywhere.
 Vision: The vision of UBER is to become
smarter transportation along with few cars as
well as huge access.
 Aim: UBER’s present aim to be a “ zero-
emission platform by the year 2040 along with
whole rides taking place into zero-emission
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vehicles upon public transport or micro
mobility.
2. Critically evaluate the relationship between
culture, power and politics overall and
how this affects the motivation for team
behaviour within Uber in the recent past
and today.
As per the scenario, this has been analysed that,
there is minimisation into effectiveness and production
of entity in case the three aspects such as culture,
power and politics are not efficiently opted (Cherry,
2020). The culture, power and politics are adapted
through UBER managers in pessimistic way then it
will outcomes in enhancement of sexual
discrimination, may chances of to involved into some
kind of scandals that impacted the firm’s share price
and productivity. Also, this reduces each person and
team performance. Along with this, it has been also
determined that when few affirmative culture is
applied within organisation then workers get inspired
which influences individuals as well as team
performance in efficient way. while adapting adverse
culture has pessimistic affect on whole team and
individuals behaviours. In similar context, this is also
observed that affirmative one create effective
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relationship among staff member where adverse kind
will outcomes into modifying employees behaviours,
decreasing in performance and productiveness and
many more. In addition to this, in context of power
such as rewards, experts and referent renders a kind of
empowerment on person and whole group
individually. While legitimate as well as coercive
drives UBER towards minimisation and wasteful
innovation that team may experience.
3. Analyse how much of an influence power
and politics played in this culture and
discuss the culture now being developed
within Uber.
The culture, power and politics within
organisation could affects group and a singular
person’s behaviours and performance efficiently
(Howard and Ulferts, 2020). Whole these aspects also
have impacts upon business’s expansion and
sustainability affirmatively as well as adversely.
Organisational culture
This is defined as facts and value that companies
comply by whole staff that are performing with them.
The UBER work culture may be stated in appropriate
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manner with aids of Handy’s culture model which is
of four types such as task, role, power and person.
 Power culture: It is defined as power which is
allotted to those higher authorities who has
effect control over worker. Within UBER, only
few employees is having this particular power
to control workers performance. It assists their
enterprises in maximising workforce
performance like an expert individuals, they
also renders direction to them efficaciously.
 Role culture: This is defined as viral culture
which emphasised on rendering work based
upon its role into entity. In UBER, their
administrative and leaders plays essential role
to delegate roles and responsibilities to
workforce based on its proficiencies which
possessed by them due to it self morale and
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confidence can get maximised into their
workers efficiently.
 Task culture: Herein, the concentration is on
encouraging efficient workers so that to
consider appropriate that renders benefits to
business for long term. In context of UBER,
their administrative works to enhance
motivation of groups which results into
business expansion and productivity
enhancement at shorter period.
 Person culture: Herein, promotion and
recognition is whole based upon obtaining
opportunities which is rendered by
organisation to highlights their proficiencies to
person (Indartono, 2020). In UBER, this
culture aids their workers to share unique
thoughts to rendering competitive edge within
market. This facilitates affirmative internal
surroundings into entity which results in
individuals and firm’s performance
development.
Thus, as per this, it has been identified that for
UBER role culture is efficient as whole person has
their own identification that inspires them to render
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their efficient performance into work place. Also, this
minimises sexual discrimination.
Organisational power
This defined as effective aspects which impact
person and group performance and behaviours into
entity. UBER administrative has competency t
influence workers performance so as to assists them
for accomplishing their goals considerably. Their
power may be stated through French & Raven model.
 Reward: It defined as administrative power for
rendering rewards to deserving staff. In context
of UBER, if higher authority renders
recognition to worker this will influence them
to facilitates their efficient work to firm.
 Referent power: This power considers with
person efforts to encourage and influences its
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followers. This will leads towards growth into
workers performance of UBER as this desire to
undertake as of referent leader.
 Legitimate power: Herein, decision making is
only into administrative, owners and CEO
hands (Kumar and Sharma, 2020). In relation
to UBER, if administrative used this power, it
will impact adversely towards workers as
subordinates innovation, ideas is ineffective
and this would undertakes for performing in
those market surroundings.
 Coercive power: Within this, administrative
force and provide orders to their workers
which it has to follow this. In case this is
adopted by UBER, it will minimises the
mindset of staff and decreases staff morale.
 Expert power: Herein, person power is into
few expertise into particular area. This
maximises performance and morale of UBER
as this works with expertise while performing
activities.
Thus, based upon above, this has been identified
that referent power has much influences on workers as
this encouraged by incentive such as monetary and
non monetary.
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Organisational politics
It is defined as formal and informal methods
strategy which may affects business operation and
goodwill. For considering efficient decisions, UBER
administrative has to control internal surroundings for
obviating adverse politics as this have affects upon
individuals and firm’s productivity. Few impacts are:
Productivity minimisation: Individuals who are
participated into internal politics are much effective in
their work. Entity’s politics creates adverse
surroundings into work area which affect its overall
productivity. Staffs that are focused towards
determining errors are not more focused on their
activities due to this person performance get tarnished
4. Explain what is meant by content and
process theories of motivation and
behaviour.
Motivation is essential factors of workers in
attainment of organisation and persons goals. This
impacts workers interest and practices optimistically
and adversely (Nwachukwu, Zufan and Chladkova,
2020). In case staff are encourage then this will aids
them to take decision related to business expansion.
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Therefore, UBER administrative used few
motivational theories such as :
Content theory:
It is regarded as overall aspects which cause
changes into workers desires and needs. So, to aids
UBER in ascertaining specific aspects which perform
as motivational forces to its workforce are as follows:
Herzberg’s motivational theory:
It is dual aspects based theory that was
established through Fredrick Herzberg in year 1959.
This aspect which are incorporated in it:
 Motivational factor: UBER motivational
factors render affirmative satisfaction to staff.
Theses aspects mainly encourage worker to
perform harder and attain determined
objectives. This involves:
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o Accountability: The UBER’s staffs are
accountable for task which is delegated
to them. The administrative at
respective firm render ownership of
activities to workers.
Recognition: The UBER’s administrative
appreciate as well as praise its staff to
maximise work potential.
 Hygiene factor: These are that factors which
are much essential to existent encouragement
at work area. This mainly states work
atmosphere of UBER. Respective factors
incorporate:
o Firm policy: Policies at UBER is free
as well as fair. This involves 24*7 work
policies not at compulsion basis, breaks
and vacation for staff.
o Salary: At UBER, salary structure is
effective and appropriate. This is
similar as well as relevant to rival that
operates into same industry.
Respective motivational theory is appropriate
motivational techniques for staff. As Hygiene factors
ensure that staff get basic facilities such as salary etc.
get accomplished. Moreover, appreciating them for its
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effective performance encourages these staff as they
are much aligned towards personal and firm’s
objectives.
Process theory:
It defined as theory that basically applied to
determine psychology procedures and behaviours as
well. Also, this assists to determine personnel desires
that impact performance level. In relation to UBER, its
administrative has to bring motivation through
identifying its requirements.
Vroom’s expectancy theory
This depends on personality, competencies and
others of overall employees within entity. UBER
develops staff to perform appropriately that render
profitable results. This is vital for their workers to
work with group in order to obtain affirmative
outcomes. This incorporates 3 aspects:
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 Expectancy: Herein, whenever employees
work into group, they have to undertake that
how desires and gaols may be influenced to
render desires outcomes into entity. UBER
may observe that staff objectives may get
manipulated for getting expected results.
 Instrumentality: Rewards may depend on
position basis that overall workers may be
worked based upon task criteria. In it, UBER
may assist their administrative to render
rewards based upon its task to get determined
results. By this, it may feel encouraged and
accomplish their goals.
 Valence: It formed to assists employee to
perform within an efficacious group and
develop effective decisions. This helps UBER
staff to work into team in order to formulate
effective decision and obtain affirmative
outcomes.
5. Critically evaluate the theories from question
4, along with other motivational
techniques, that can help to improve the
effectiveness in the teams within Uber.
With assistance of various motivational theories
like Herzberg and Vroom, UBER determined
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individual’s desires and needs efficaciously.
Therefore, it may be determined that needs is attained
then this can enhance personnel motivation as well as
leads towards low morale among staff for performing
work effectively in future as whole its expectation
have been accomplished (Wan, 2020). Also, Vroom’s
theory enhances motivational level which wills
outcomes in improving effectiveness into teams and
UBER as well.
6. How will improved levels of motivation
within Uber help to achieve its
organisation’s goals? Provide justified
recommendations.
The enhancement into person’s motivational
level aids entity like UBER to attain their objectives at
stipulate time. So, several theories and techniques are
used that maximise encouragement level of their
employees and its productivity in upcoming times. So,
in this respect some recommendations are provided to
UBER:
 Facilitate continuous feedback: The Firm’s
administrative concentrates upon providing
feedback to individuals for its level of
performance. They also concern upon
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rendering wards to person if it do their work
effectively, so, this enhances encouragement
level of staff during specified period of time.
 Develop expectation clear; this essential for
UBER administrative team to clearly states
their firm’s expectations with their staff to
accomplished target profitably. Also, this aids
them to accomplish its task on time and
enhance profitability margin in future.
So, based upon above techniques, this has been
determined that there are several aspects that are
applied to maximise staff motivational level and attain
objectives (Zahari, Said and Arshad, 2020).
Furthermore, it has been recommended to UBER that
they should ensure overall aspects; techniques and
theory are to be implemented appropriate to obtain
gainful results.
CONCLUSION
Based upon the above report, it has been conclude
that organisational behaviour plays crucial role as this
revitalise organisational theory as well as build an
effective conceptualization of firm’s life. Moreover, in
order to analyse the company culture and power
Handy’s and French & raven model is used. In
addition to this, some of the motivational theory are
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utilised to enhance the encouragement level of entity’s
staff such as Herzberg and Vroom’s expectancy
theory. Also, this is helpful in enhance productivity
and minimise useless activities like sexual harassment
from workplace.
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REFERENCES
Books and Journal
Baker-Shelley, and et. al., 2020. Pathways of
organisational transformation for
sustainability: a university case-study synthesis
presenting competencies for systemic change
& rubrics of transformation. International
Journal of Sustainable Development & World
Ecology, pp.1-22.
Cherry, S., 2020. Transforming behaviour: Pro-social
modelling in practice. Taylor & Francis.
Howard, T. L. and Ulferts, G. W., 2020. A note on the
impact of leadership style on organisational
culture. International Journal of Management
and Decision Making, 16(2), pp.97-106.
Indartono, S., 2020. The unique effect of dynamic
motivation and different perception of
organisational politics on students'
ethics. International Journal of Business and
Systems Research, 14(3), pp.362-383.
Kumar, N. and Sharma, D.D., 2020. The role of
organisational culture in the
internationalisation of new
ventures. International Marketing Review.
Nwachukwu, C., Zufan, P. and Chladkova, H., 2020.
Employee commitment to strategy
implementation and strategic performance:
organisational policy as
moderator. International Journal of Business
Excellence, 20(3), pp.398-418.
Wan, H.L., 2020. Organisational Justice–Leader–
Member Exchange–Organisational Citizenship
Behaviour. In Organisational Justice and
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Citizenship Behaviour in Malaysia (pp. 221-
233). Springer, Singapore.
Zahari, A.I., Said, J. and Arshad, R., 2020.
Organisational fraud: a discussion on the
theoretical perspectives and
dimensions. Journal of Financial Crime.
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