Organisational Cultures and Workforce Motivation

This document discusses the impact of culture, power, and politics on individual and team performance in the context of Uber. It explores the different types of organizational culture and their effects on employee motivation. It also discusses the various types of power and their influence on employee behavior. Additionally, it explains content and process theories of motivation and techniques for encouraging employees to achieve goals at Uber.

Organisational Cultures
and Workforce Motivation
Company Booklet
assignment

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
P1: Explain impact of culture, power and politics on individual and team performance of
Uber.............................................................................................................................................1
TASK2.............................................................................................................................................4
P2: Define content and process theories of encouraging employees and techniques of
motivation in goals accomplishment of Uber.............................................................................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Organisational culture is the study of behaviours and reactions of individuals within
business organisation about how they interact and act with each other in groups. For
accomplishment of purpose it is very important for any organisation to identify and improve
organisational culture (Organizational Behavior Definition, 2017).
Workforce motivation is refers as the internal and external factors that encourage people
for perform roles & duties with full potential at workplace. Internal factors are those who
formulated within a personal like self learning, growth etc. while external factors are rewards,
compensation etc.
Uber Technologies Inc. is an American company that provides vehicles for food delivery,
hire, couriers, freight transportation etc. it is founded in 2009 by Travis Kalanick & Garrett
Camp with aim as to bring conveyance for everyone at everywhere. The vision of it is to make
smart transportation with fewer cars & greater access.
In this report influence of power, politics and culture of organisation on its employees
performance are considered. In addition content and process theories of motivation for
organisation goal's achievements are addressed within the report.
TASK1
P1: Explain impact of culture, power and politics on individual and team performance of Uber.
Behaviour and performance of people are affected by variety of factors such as- type of
organisational culture, power of senior employees exercise over sub-ordinates, politics occurs
between groups and teams. Positive use of these factor may affects employees performance in
positive ways. On the other side negative use of these spreads negative impacts on behaviours
and performance of mankind at work place. For instance positive use of power may create
discipline and timely accomplishment of team objectives while, over supersize of power
generates internal conflict among groups. In context of Uber these factors are considered below:
Influences of culture:- It refers as norms, values and guidelines that has huge impact on
behaviours and performance of people and groups within the organisation (Brandstätter and et.
al., 2018). In terms of Uber affect of culture on employee motivation are discussed as under:
Handy's culture model
1

 Power culture: It is the type of organisational culture where only few people exercise
power over sub-ordinates and remaining are liable to follow instructions and tasks
assigned by senior managers. In terms of Uber technology Inc. managers should remains
power in their hands for creating disciplined and clarity in roles and responsibilities of
employee. This type of culture has negative impacts on employees behaviours and arise a
situation of demotivation. Person culture: This type of organisational culture reflects working of employees for
shake of money rather than emotional attachment with organisation. Here employees give
importance to personal goals over professional objectives. Thus, in terms of Uber using
this type of organisational culture impacts employees performance and behaviours in
negative ways. Task culture: In this type of organisational culture teams and groups are created in order
to fulfil unique jobs and assignments. Theses teams are created on the basis of knowledge
and skills of personnel. They work together for gaining common goals. In terms of
respective company task culture is helpful for motivating and influencing them for
achieve productivity with co-operation & co-ordination. This will helps organisation for
making employees independent and saving time & cost of business.
 Role culture: This is related to delegating jobs and authorities for accomplishment of
these jobs through self guidance. It has significant impact on performance of organisation
and its personnel. In context of respective company it has positive influence on
motivating employees with need of self satisfaction. Thus this provides achievement of
business objectives without exercise power on them.
Influences of power:- It is associated with authority of directing, controlling and manage
employees, teams, groups and entire organisation so as to achieve business objectives. Senior
manages has the power in their hands to delegate roles, duties & authorities to its sub-ordinates
(Elsmore, 2017). In terms of Uber Technology Inc. following are the types of power in order to
motivate employees:
 Reward power: It refers as the ability of managers to grant and stop rewards such
as-promotion, money, privileged, perks, training opportunities, new projects etc.
positive use of this power will impact organisation in significant ways. Thus, in
terms of motivating employees & staffs managers of respective business should
2

use reward power in effective ways through offering different schemes like
bonuses, extra time off from work, job enlargement etc. this will help in rising
individuals as well as group behaviours & performance that contributes to
accomplishment of final business objectives.
 Legitimate power: It is another important type of organisational power.
Legitimate power is associated with verbal and written contract and also assigned
with responsibilities of mangers. This is the formal of ensuring of that there are
someone who has ability to take decisions and others are responsible. In terms of
Uber Technology Inc. mangers and leaders can use this power when employees
recognize authority or power on juniors. This helps leaders & managers in
controlling these employees and maintain effectiveness in organisation.
 Expert power: This authority is associated with one's skills, knowledge and
experience. As per this fair opportunities are given to employees in terms of
choosing work with a competent so as to enhance their own knowledge &
abilities. Thus, in terms of respective business use of expert power will helps in
motivating people with self development that leads to effective teams and
individuals behaviours.
Thus, leaders of Uber Technology Inc. should use expert power for influencing &
encouraging employees for better productivity and co-operation with teams. This is self
motivating power helps in building moral of sub-ordinates in order to enhance knowledge &
expertise.
Influences of politics:- Organisational politics are considered as unofficial and informal
efforts of managers & leaders to communicate ideas, encouraging employees, rising power and
achieve other goals of business. These are the positive use of politics which impacts employees
and teams behaviours & performance in significant ways. Use of politics for favouritism,
pressurising personnel for extra work without any compensation may influence staffs in negative
ways and arise a situation of internal conflicts between team and organisation (Johnson, 2016).
Thus, in context of Uber it is important for leaders and managers to use effective politics for
improving employee performance & behaviours. They should also identify spreading of negative
politics by teams and groups than control them for building better relationships between groups.
3

TASK2
P2: Define content and process theories of encouraging employees and techniques of motivation
in goals accomplishment of Uber.
The term motivation is used to enhance moral of employees and teams through several
ways such as- monetary & fringe benefits, perks, holidays, necessary leaves etc. so as to achieve
effectiveness in their performance (Jain and Ansari, 2018).
Motivation Theories
Content theory
It is related to internal factors of people that forces them to remain same behaviours and
performance and stop them. Thus, in order to encourage staffs for better productivity it is
important to identify their psychological, emotional, need to become superior motive & then
satisfying them (Cobbinah and Bayaga, 2017). In terms of Uber Maslow's hierarchy needs
motivational theory are addressed below for analysing intrinsic motives of an individual in
organisation:
Maslow's theory of hierarchy needs
1. Psychological: The motivation of an employee is associated with basic needs such
as- food, water, air, necessary breaks etc. (Fallatah and Syed, 2018). in terms of
Uber leaders should fulfil these needs of personnel in order to encourage them for
better performance that leads to accomplishment of organisational objectives.
2. Safety & security: Every wants some physical safety and financial security . In
terms of business enterprise these needs are assigned with basic wages & salary in
return of work, physical safety from injuries and harms while working. Thus, for
increasing internal motives of employees fro working hard, leaders of respective
company should ensures arrangements of physical safety of personnel or
provision for compensation or claim against accidents happened at work place. In
order to satisfy financial desires of staff mangers should also ensures provision for
minimum wages & salary.
3. Social: This needs of individuals is related to affection and belongingness in
groups or teams, better relationships with peers & collogues which motivates to
sustain long term within same business (Alasousi and Alajmi, 2017). In order to
better sub-ordinate's performance leaders of respective organisation should satisfy
4

social desires of employees. For the purpose they can use groups activities or
tasks to achieve company's objectives.
4. Self-esteem: It is associated with additional rewards or benefits people gain at
work place in return of hard work. Rewards, achievements influence individuals
for reaching effectiveness in their performance. Thus, leaders of Uber should
encourage their sub-ordinates by fulfilling self esteem needs through incentives,
perks, gifts, bonus, promotion etc. this increase self motives of individuals for
getting highest possible productivity.
5. Self actualisation: According to Maslow's theory this is last stage of influencing
and encouraging employees for better performance. Self actualisation is refers as
someone's desire to reach highest position or superiority within the organisation.
Leaders of Uber technologies should boost self motives of personnel through
flexibility in work, challenging roles and duties. This creates urge between
employees to reach their highest potential and enhance knowledge & expertise.
Process theory
These theories are related to determining efforts, continuation of them and modification
required for encouraging individuals to perform well and better (Spigel and Harrison, 2018).
Vroom's expectancy theory of motivation
 Expectancy: This level of Vroom's expectancy theory is based on rising efforts
that leads to enhance performance. Mangers of respective enterprises should focus
on activities for influencing employees towards hard work. These activities
includes ensures availability of right resources, enhancing skills of personnel and
provide supervision & support in accomplishment of jobs in right ways. It is
important for getting required productivity in work environment.
 Instrumentality: It is based on belief that if you perform well will result in valued
output. Instrumentality is associated with degree as per second outcome is depend
on first level output. In terms of respective organisation managers should focus on
building clear understanding between performance & outcome, building trust
among sub-ordinates about vision and objectives. At last they should maintain a
transparency of process of deciding who will get what output (Yoes and
5

Silverman, 2020). This helps management of Uber Technologies to motivate and
encourage sub-ordinates through various rewards and achievements.
 Valence: It is related to emotional factors that influence employees performance
and behaviours. In terms of influencing individuals and teams leaders of Uber
should considered values and interests of their sub-ordinates. For instance if job
enlargement is a motive of someone's hard work than monetary benefits doesn't
work in particular situation.
Although both theories have their own importance thus, leaders & managers of Uber
Technology Inc. should use Maslow's theory of hierarchy needs. Because it is easy to apply and
provides necessary needs and ways how to fulfil these desires of personnel in order to motivate
them for reaching effectiveness & efficiency in their productivity.
Motivation Techniques
These are the methods and tools of influencing behaviour and performance of employees
towards achievement of efficiency & effectual business objectives (Yeheyis and et. al., 2016). In
context of Uber Technology Inc. there are several techniques of motivating staffs are decried
below:
 Emphasize on employee wellness: One of the significant technique of motivating
employees for better performance is related to taking care about health & safety
of employees. Leaders of Uber should organise wellness programmes that helps in
minimising health care cost & improving moral of employees.
 Invest in employee development: Another tool for influencing individuals
performance at work place is development programs so as to enhance proficiency
of people. Leaders of respective business should provides training &
development opportunities, webinar courses etc. in order to increase skills and
abilities of sub-ordinates and make them independent.
 Empower team: It is also an important motivation technique that creates urge in
employees to reach highest productivity in return of superior positions. Leaders of
Uber Technology Inc. should engage their employees in goal-setting so as to
make clear understanding about organisational goals. Thus, this will motivate
employees to give their best in accomplishment of these goals.
6

Leaders and mangers of respective business should suggest empowering teams through
involving them in setting of business goals & objectives for attaining their hard work in
achievement of these goals.
CONCLUSION
From above discussion it is analysed that employees behaviours and performance are
affected by variety of factors such as- organisational culture, influence of power and politics
occurs in internal environment of business. Thus, positive use of these factors are important for
improving firm's performance. Motivational theories and techniques plays vital role in achieve
highest objective of business.
7

REFERENCES
Books and Journals
Alasousi, H. and Alajmi, B., 2017. Motivating academic librarians: Implications of Maslow’s
hierarchy of needs theory. Knowledge Discovery and Data Design Innovation. 14.
pp.207-231.
Brandstätter, V. and et. al., 2018. Motivation und emotion. Springer Berlin Heidelberg.
Cobbinah, C. and Bayaga, A., 2017. Physics content and pedagogical changes: ramification of
theory and practice. EURASIA Journal of Mathematics, Science and Technology
Education. 13(6). pp.1633-1651.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Fallatah, R.H.M. and Syed, J., 2018. A critical review of Maslow’s hierarchy of needs.
In Employee Motivation in Saudi Arabia (pp. 19-59). Palgrave Macmillan, Cham.
Jain, L. and Ansari, A.A., 2018. Effect of perception for organisational politics on employee
engagement with personality traits as moderating factors. The South East Asian Journal
of Management.
Johnson, T.J., 2016. Professions and Power (Routledge Revivals). Routledge.
Spigel, B. and Harrison, R., 2018. Toward a process theory of entrepreneurial
ecosystems. Strategic Entrepreneurship Journal. 12(1). pp.151-168.
Yeheyis, M. and et. al., 2016. Evaluating motivation of construction workers: A comparison of
fuzzy rule-based model with the traditional expectancy theory. Journal of Civil
Engineering and Management. 22(7). pp.862-873.
Yoes, M. and Silverman, M.J., 2020. Expectancy Theory of Motivation and Substance Use
Treatment: Implications for Music Therapy. Music Therapy Perspectives.
Online
Organizational Behavior Definition. 2017. [Online] Available through
<https://www.iedunote.com/organizational-behavior>./
8