This document discusses the influence of organisational culture, politics, and power on team and individual performance. It also explores different motivational theories that enable companies to achieve their goals. The case study focuses on TESLA, an American automotive company.
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Organisational Cultures and Workforce Motivation
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Table of Contents INTRODUCTION..........................................................................................................................3 TASK 1............................................................................................................................................3 P1 Organisation culture, politics and power influence performance of team and individual3 M1 Critically analyse how the culture, politics and power of an organisation can influence individual and team behaviour and performance...................................................................8 TASK 2............................................................................................................................................8 P2 Content and process theories of motivation enable achievement of company’s goals.....8 M2 Critically evaluate how to influence the behaviour of others through the effective application of behavioural motivational theories, concepts and models..............................11 D1 Critically evaluate the relationship between culture, politics, power and motivation that enables teams and organisations to succeed providing justified recommendations.............12 CONCLUSION..............................................................................................................................12 References......................................................................................................................................13 Books and Journals:..............................................................................................................13
INTRODUCTION Organisational behaviour is a wide concept of business environment, which emphasize on every aspect of business activity, human resource management and all the factors that influence on growth of an organisation.TESLA is undertaken for this report, it is the American company that deals in the automotive sector(Al Issa, 2019). It was founded inJuly1, 2003 at Palo Alto, California. This report covers the organisational culture that influence the individual and team behaviour. It also covers the motivational theories that help to achieve the objectives of organisation. TASK 1 P1 Organisation culture, politics and power influence performance of team and individual An organisation is a set of various internal and external forces which bind an organisation with some norms and conditions, includes its cultural, political factors and powers of authority.It is very essential to analyse all the factors for the managers and workforce of TESLA to know the actual performance of human resource and try to find weak areas to be work on. All these factors are discussed below: Culture: Culture of an organisation can be understood by analysing its expectations, beliefs and norms under which all the workforce sets its targets by making work strategies, how and when work has to be done, this will differentiate working potential of every individual for further improvement. Tesla's organisational culture is quite different from others, there main focus is on creation of competitive human resources so that they get best resources that develop innovative products. Their culture ideally empowers their labour force so that they get brand position in the automotive sector. They focus on innovation through the employees so that they stand first in the energy generation power. Their customer services are different from another because they serve after the sale services so that they sustain the business in the market. Types of culture and its influence on employee’s behaviour Handy's culture: Power culture:
Power culture is an internal environment of an organisation which sets and distribute powers or authorities to perform tasks(Bhagwan, 2018). The managers of TESLA should distribute these powers to the skilled and experienced individuals who can guide well, motivate others and make them work to achieve organisational goals.Task culture: In this type of culture, departments are formed, each department indulge in several tasks for which teams are to be made and put every individual according to their knowledge and skills into them, tasks are going to perform as per the targets of each department.Role culture: In this type of culture, roles and responsibilities are well distributed in order to maintain proper functioning of tasks by following some rules and regulations(Brough, Chataway, and Biggs, 2016). Lower management are depend on the decision of top management it creates delay in decision making. Person culture: Person cultures involves a motivation strategy in order to achieve high job role or post, an individual work for its development and desire to make more contribution as compare to others. as one can say, in greed to achieve extra benefits and powers in favour of an organisation. Tesla's has problem solving culture for that they are eligible to solve the critical problems and make the situation better. Power culture is good in Tesla's but it not be too much because it can create the rigidity in the performance of the employees. Task culture is good because Tesla is the large organisation so creating task and assign a team is beneficial for the completion of task. Role culture has only a single negative point that affects the Tesla's performance, it creates delays in decision. For motivating employee’s person culture is good for Tesla because it tries to feel that person are important for the organisation. Hofstede’s dimensions of culture Hofstede’s contribute six dimensions in respect to differ one culture from other. These dimensions are as follow: Power Distance Index: This dimension indicates the fact that not every individual is equal in terms of skills and knowledge and in that case more qualified individual is entitled to get powers. So that high power distance reflects hierarchy of delegation in authority
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causes gaps in benefits and compensation. And in low power distance shows equality in between top and middle level of mangers. ï‚·Individualism versus collectivism: This dimension focuses on the relation between individual and communities. In an organisation, high individualism refers to the welfare on single individual, on the other hand low individualism focus on more collectivism for the welfare of an entire team. ï‚·Masculinity versus Femininity: This dimension evaluates the roles and responsibility gathered between men and women. In this context, there is need to be more prominent and specified into their work. opposite of this, woman is need to be mortal and gentle while contributing their efforts to the society. ï‚·Uncertainty avoidance index: This dimension reflects a person's behaviour, how one can handle the situation of anxiety in scenario of workload. In context of high score of uncertainty index, people would try to find the way to make their less contributively efforts and opposite to this, people with low index are ready to adapt changes and indulge to make their environment more dynamic. ï‚·Pragmatic versus normative: This dimension shows the human tendency to accept things without been in an argument. according to this dimension, pragmatic individual is often take time to accept what is true, and normative individuals always raise question of why. ï‚·Indulgence versus restraint: People regards with this dimension are more of jolly in nature and a prospective with fun and joyful life therefore, people with low IVR more emphasis on rules and regulation.
Politics:Inanorganisation,politicsamongstemployeescouldcreateanegative environment by indulging in making their self-strategies in respect of attempting changes in benefits, compensation, powers and authority. Positive/negative organisational politics: Positive organisational politics in such a way that it creates awareness in the organisation through informal conversations, if people doing wrong then they should be ready for the result. Negative organisational politics in such a way that if person doing too much politics then it creates discrimination in the company's environment. The impact of politics on team and individual performance Organisational politics give negative as well as positive impact on the behaviour of the organisation. Politics influence the individual performance it may be boost or decline them. If the politics is too much then it creates negativity that decrease the performance or maybe they cease from the job. How Tesla can create a positive environment? Tesla can minimize the politics through fair decisions in the organisation so that employees didn't suffer from the discriminations and any hesitations that give negative effect. Power:Power is a ability to perform one's duty in favour of organisational benefit in terms of full utilisation of managerial resource, how to make them work by giving proper guidance and ability to manage employee’s performance(Cropley and Cropley, 2017). Types of power:Reward power:This power indulges a manager to offer rewards to employees for their better performance appraisal, in order to boost their level to work hard by increment in salary or bonus and compensatethem by providing leavesor grants(Dajaniand Mohamad, 2017).Coercive power:This power makes a manager to make a move towards any miss happening at the workplace with an employee, in the form of fire threat, crush or collisions or any major injury while working.
ï‚·Legitimatepower:Thispowercreatesacentralisedworkingenvironmentforthe employees as one is well aware about each one's authority to ask questions and division of work through which clear communications standards will be set.ï‚·Expert Power:It is the power that needs high skills and knowledge, it is a vast concept. It is useful for solving the issues and problems of the companies. ï‚·Referent Power:It is the result of perceiving someone's worthiness and attractiveness. It comes from the person's point of view; it is very complicated power. Because if someone perceived others wrongly then it gives a very wrong impact and create the problems. ï‚·Explain the positive and negative impact of each type of power on performance Every power has negative and positive impact that are well explained below: ï‚·Reward power has more positive impacts on performance that it motivates the employees towards the organisational goal. But at the same time it gives negative mean in a way that if the company provides unnecessary rewards then it gets in losses. ï‚·More use of coercive power creates threatening in the environment of business so it is necessary to overcome with that. ï‚·Legitimate power is only good till the time when the owner didn't get offended in the organisation. ï‚·Expert power is very technical in nature so proper knowledge is very important to handling this power. ï‚·Referent power one of the complicated it is only useful when the person rightly perceives the other person in the organisation. M1Critically analyse how the culture, politics and power of an organisation can influence individual and team behaviour and performance. From the above discussion TESLA is big company that have many employees that's why it is necessary to understand the organisational culture and how it influence.Its culture empowers its employees to search for the ideal solutions and encourages them to innovate to support continuous improvement which makes its business unique and different from others Using of which power is totally depends on the situation. The important part of the human's behaviour is politics it effects negatively and positively.Tesla used many powers that have positive and negative effects on individual and team behaviour. Tesla should use appropriate proportion of powers so that they overcome with the negative impacts.
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System theory:It is the theory that defines the understanding of changing behaviour of social system so that it gives help to the policy makers. It is the study of society that affected by external and internal factors so that proper analyses can made and taking proper course of action. This system theory should be applied in Tesla for proper study of society and taking proper course of action Network Theory:The Network theory refers to identifying the person that are in between in the buyer-seller relationship. It is the identification of mediators that involve in the trade of goods and services because more than two members are involved in the trading process. If this Network theory is applied in Tesla then it will help the organisation to remove mediator and reducing cost of product and increase profits and revenues of the organisation. TASK 2 P2 Content and process theories of motivation enable achievement of company’s goals Motivation is an ongoing process in an organisation and for well management criteria. To better understand this concept there are various theories that are discussed below: Intrinsic motivation:This concept of motivation states the nature of an individual in order to satisfy their needs and desire to perform their work(Hitka, KozubÃková, and Potkány, 2018).In respect of Tesla, the organization provide better wages and salary to their employees which satisfy their basic needs and motivate them to work hard and this will help the organization to achieve their goals with motivated and loyal staff. Extrinsic motivation:This concept states the needs of an individual of expecting something in return in form of rewards or benefit for their work done.These motivation theories are very helpful to the Tesla's work performance because it motivates the employees towards attainment of the organisational goals. It can be done through external as well as internal rewards. They provide certain rewards to their employees either in terms of money or in appraisal and motivate them to do better in future. For example- In relation of chosen firm, they uses both these kind of motivation depending on type of situationswhich is faced by employees and employers. It is necessary to focus onsuch type of motivation so that appropriate kind of decisions are made regarding increasing of productivity and profitability at higher scale.
Motivational theories Maslow's hierarchy theories of motivation states the level of motivation a person is desire to attain in their life at some extent, as every individual want something more after achieving the basic needs(Isfahani, Teimouri and Abzari, 2019).All these theories are thoroughly discussed below:Physiological needs:This theory includes a basic need of a human being such as food, shelter, clothing. For this, it is an important aspect to lookout for TESLA's managers as if they provide enough salary or compensation to their employee for fulfilling these basic requirements.If basic requirements of employees of Tesla are fulfilled then they will do the work with more dedication and effort.Safety needs:The managers of TESLA ensures fulfilment of safety needs of their employees in the way of promotional activities or in health related issues.They provide their employees benefits like pension fund, sickness fund, etcBelongingness and love needs:The mangers of TESLA must ensure their internal environment,by creatinggroup activitywhich let themmake interactiveworking relationsand help the employees to develop friendship between each other and establish contact between them to let them feel belonged to the organisation.Esteem needs: In this theory, an individual is more concerned about their respect and independence in terms of power and responsibilities(Kotera, Adhikari and Van Gordon, 2018). In relation with TESLA, the managers should ensure these esteem needs of their employees by encouraging them for their performance also a code of respect should be follow in the organisation. Need of self-actualisation:It is the last level of this theory, which creates a huge desire to attain luxurious lifestyle and a never ending want for it. In relation with TESLA due to its wide expansion and high profitable ration in last few years, an employee contributing its best efforts must get desired opportunities to fulfil their expectancies. By analysing all the above theories, it helps in motivation and encouragement of employee’s morale at TESLA, this way the company can reach the height of its success for long term.If employees are reaching their full potential level, then it boosts productivity that helps to achieve the target. Two Factor Theory
It focuses on motivating the employees towards the organisational objectives. It focuses on two factors that are motivating factors and hygiene factors. Poor hygiene declines the performance and vice-versa. Tesla used this one for improving hygieneby regular cleaning and providing a sanitized environment to their employeesand motivate the employees so that they achieve the organisational goals. Process theory of motivation: Vroom expectancy theory of motivation: This theory puts emphasize on an individual’s choice of pleasure and pride to work.With help of this theory, it is easy for entity to adopt competitive benefits as by examining ofindividual goals & objectives in proper manner. Further, it has been too analysed that process theory states that how and why behaviour is being triggered of individual. Vroom uses some factors to better understand this theory stated below: Expectancy: It is an inner motivation of an individual’s expectancy by its own presence of mind, full of attaining organisational profit by making proper utility of available resource merge with skills and knowledge(Rahardja, Moein and Lutfiani, 2018).Tesla as a vast company with so much of man power take care of their employees needs so that internally they can be stress free and complete their task ina motivated manner. Instrumentality: An organisation should be transparent and well stabilize in terms of good relations between decision makers and decision takers, that helps in efficient working in employee’sperformanceandwillresultindesiredoutput.IftalkedaboutTesla,itsall department of functions are interrelated with each other and helps in best decision making. Valence:Valenceisthedesiredexpectationforwhichtheeffortstobeputon, expectation can be valued in terms of money or additional offers.Tesla takes care of their employees expectation and provide them rewards for their better work in accordance to their desires and expectation. All these theories of vroom are certainly specified for individual’s self-motivation assistance with available resources. Managerial Departments of TESLA's must ensure the expected needs of workforce in respect to gain better output. Latham and Locke Theory
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It is the theory that set goals to the organisation according to their business. It gives the right directions so that employees are clear about roles and responsibilities. This theory is given by Latham and Locke. From above discussed theory, it has been examined it is essential to focus onsuch theoryofmotivationbecauseitassistsindevelopment&growthofindividual.While considering of this theories, it is easy to achieveobjectives within proper manner. It is responsibility of manager to use theories of motivation with proper considerations. Implication of motivation theory on leadership and management within organisation The mangers of TESLA's must go through with these theories and apply them in their organisational behaviour. it’s not only beneficiary to lower level also for leaders, it helps them to lead and guide efficiently in result with high performance(Rayner, and Morgan, 2018). Emotional intelligence:An individual must have control on their emotional handling's in an organisation and capabilities to stand strong while leading others also, should have maintain an understanding between self and others emotions.Tesla appoint or promote the candidates as managers with a desired level of experience only and they know how to tackle employee's emotional handling. Importance of soft skills for managers and teams:In an organisation, inner skills of an individual also plays roles for business growth. Managers of TESLA's must be polite, generous and smooth in behaviour. Soft and hard skills both are important for the Tesla's performance. Soft skills help to motivate the employees towards the goals and it pushes to accomplish it. And hard skills are helpful for following the rules and responsibilities in the company. It helps the company that their employees know the consequences if not follow them. Leadership as well as management are important part of enterprise without which it is not possible to achieve business goals. It is duty of manager to make assure that everything is being doneby using of models & theories. Furthermore, it has been stated that it is critically crucial to scan business environment so thatit is easier tounderstand the market situations properly.
M2Critically evaluate how to influence the behaviour of others through the effective application of behavioural motivational theories, concepts and models. Motivational theories directly affect the behaviour of the employees of TESLA. It gives motivation towards organisational goals. With the help of motivational theories organisation can integrate the individual goals with organisational goals.Motivational theories like maslow's theory, two factor motivation theory, vroom theory, etc. provide various ways by which tesla can improve its market value just by applying these motivational theories. Maslow theory talks about how the needs of employees can be satisfied in a hierarchy from basics to self actualistion. On the other hand two factor talks about motivation of employees through hygiene and vroom talks aboutinternal motivation of employees. If these motivation theories are applied on the employees then they will be stress free as much as possible and do their work with all their hearts. D1Critically evaluate the relationship between culture, politics, power and motivation that enables teams and organisations to succeed providing justified recommendations. According to the above discussions, it is analysed that TESLA need proper identification of factors that influence individual behaviour. And theories of motivation should be adopted by the TESLA so that they can achieve their targets and goals(Willar, Trigunarsyah and Coffey, 2016).It is recommended to Tesla that it should also take carte of their lower level managers that how they are treating their employees under them as those employees must be motivated at the top to achieve organisational goals because they are responsible for the production or service provided to the customer. If lower level mangers are using these theories to motivate their employees then well and good if not then they should be provided proper training for how to motivate employees under them to achieve the organisational objectives. CONCLUSION It is concluded from the above discussions that companies should be identify and analyse the situations that affect the individual and organisational behaviour. Power, politics and culture directly or indirectly affects the working environment of the organisation. It can be positive or negative depends on the situations. Motivation theories are the key elements that helps to motivate towards organisational objectives. So, TESLA need to apply motivational theories that helps to attain objectives.
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References Books and Journals: Al Issa, H. E., 2019. Organisational Culture in Public Universities: Empirical Evidence.AJBA. 12(1). pp.41-70. Bhagwan, P., 2018. Achieving Organisational Prosperity through Employee Motivation: A Case Study of Airtel Company Ltd.research journal of social sciences, 9(1). Brough, P., Chataway, S. and Biggs, A., 2016. ‘You don’t want people knowing you’re a copper!’A contemporary assessment of police organisational culture.International Journal of Police Science & Management. 18(1). pp.28-36. Cropley, D. and Cropley, A., 2017. Innovation capacity, organisational culture and gender.n European journal of innovation management. Dajani, M. A. Z. and Mohamad, M. S., 2017. Leadership styles, organisational culture and learningorganisationalcapabilityineducationindustry:EvidencefromEgypt. International Journal of Business and Social Research. 6(11). pp.42-57. Hitka, M., KozubÃková, Ľ. and Potkány, M., 2018. Education and gender-based differences in employee motivation.Journal of Business Economics and Management.19(1). pp.80- 95. Isfahani, S., Teimouri, H. and Abzari, M., 2019. A model of multifaceted leadership styles and corresponding organisational culture in: Mobarekeh Steel Company, Isfahan, Iran. International Journal of Business Innovation and Research.20(2). pp.266-282. Kotera, Y., Adhikari, P. and Van Gordon, W., 2018. The relationship between work motivation and worker profile in UK hospitality workers. Rahardja, U., Moein, A. and Lutfiani, N., 2018. Leadership, competency, working motivation and performance of high private education lecturer with institution accreditation B: Area kopertis IV Banten province.Man India.97(24). pp.179-192. Rayner, J. and Morgan, D., 2018. An empirical study of ‘green’workplace behaviours: ability, motivation and opportunity.Asia Pacific Journal of Human Resources. 56(1). pp.56-78. Willar,D.,Trigunarsyah,B.andCoffey,V.,2016.Organisationalcultureandquality managementsystemimplementationinIndonesianconstructioncompanies. Engineering, Construction and Architectural Management.