Organization and Behavior | Procter and Gamble UK

Organization and Behavior
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Academic Year: 2021/2022
Date of Submission:
Word Count: 4250

Contents
Introduction:..................................................................................................................................3
LO1..................................................................................................................................................3
P1. The influence of culture, politics, and power on the behavior of others in an
organizational context:..................................................................................................................3
LO2..................................................................................................................................................6
P2. Motivational theories and their effectiveness to achieve organizational goals..................6
LO3..................................................................................................................................................7
P3. A grasp of what makes an effective team, as opposed to an ineffective team....................7
LO4..................................................................................................................................................9
P4. Philosophies, theories, and concepts of Organizational Behavior......................................9
Conclusion:...................................................................................................................................11
Reference:.....................................................................................................................................11

Introduction:
By knowing how people respond to other employees in an organization and through observation
of individual performance one can easily discuss their organizational behavior. The structure of
an organization, its culture, and behavior toward each other are some of the elements that
influence an individual’s behavior in the firm to a great degree. For long-term sustainability,
each firm aims to have loyal employees or make them into one and get them motivated towards
the brand so that people like the workplace environment. The current study is based on Procter
and Gamble UK (P&G) which is a leading multinational consumer goods corporation. It has over
2800 employees and 9 sites in UK and Ireland (PGCareers, 2022). An explanation of the impact
of culture, power, and politics on individual and team performance will be included in the
current report. Moreover, it will explain various theories to motivate a firm to achieve
organizational goals. A team development theory will also be analyzed which supports the
development of an effective team. Lastly, the assignment will evaluate various concepts and
philosophies of organizational behavior in the given scenario.
LO1
P1. The influence of culture, politics, and power on the
behavior of others in an organizational context:
Organizational Culture: Organizational culture is the “set theory” of important values, beliefs,
and understandings that members share in common, culture provides better (or the best) ways of
thinking, feeling, and reacting that could help managers to make a decision and arrange activities
of an organization (Sun, 2008).
Handy’s model includes 4 types of such cultures. These are given below:
1. Power Culture: It is a type of centralized structure that is completely focused on key
decision-makers. This model illustrates it typically being a spider’s web, with the all-
important spider sitting in typically the center, as the crucial to the complete organization
is located in the center, between ever-widening circles of associates and influence.
Organizations having this sort of culture can easily respond to any events and are highly
dependent on the person at the center. Thus, finding a perfect successor is one of the
issues here. Moreover, any wrong anticipation can result in extreme dissatisfaction and
sometimes result in a high labor turnover as well as a general lack of effort and passion.
To get employed in such organizations, employees are required to appropriately
anticipate precisely what is expected of them from the power holders and perform
likewise.
2. Role Culture: The type of culture where every employee is provided roles and
responsibilities according to his specialization, educational qualification, and interest to
extract the best out of him is called role culture. Here the employees decide where they
can give their best and accept challenges accordingly. This way the performance of
individuals and the team members are boosted as all know their work and responsibilities.
It can also be illustrated as a building supported by columns and beams where each

column and beam have a specific role to playing keeping up the building and individuals
are role occupants but the role continues even though the individual leaves by getting
replaced with another individual.
3. Task Culture: The type of culture where the organization gives the task according to an
individual’s skills and ability is known as task or ability culture. It is often associated
with organizations that adopt matrix or project-based structural designs. Here the
organization creates teams according to employees’ qualifications and skills and appoints
them with the appropriate work they can conduct. The prime focus is to get the job done
by bringing together a group of eligible employees at the right level to assemble the
relevant resources to complete the task.
4. Person Culture: The type of culture where the employees are more concerned about
themselves rather than the organization is called person culture. The organization in such
a culture eventually suffers after taking a back seat and letting the employees drive the
organization. Employees here only work for the sake of money without having any
determination towards the company. They never decide in favor of the organization and
are very rarely loyal to the management.
Out of the above-mentioned cultures, Procter and Gamble UK (P&G) follows the role culture. As
all employees work to contribute to achieving P&G’s goal in this culture, it helps to create a
friendly environment, and conflicts generally never or very less arise between employees and
management. P&G operates through 5 industry-based Sector Business Units or SBUs which are
Baby, Feminine, and Family Care; Beauty; Health Care; Grooming; and Fabric and Home Care.
They further maintain 10 product categories within each of this SBUs (PG, 2022). Thus,
employees are appointed based on skills to work in each of these sectors so the chances of
conflict are very less in a team. The best performer and also the team is rewarded, sometimes
with promotion. It enhances individual performance as they all work independently and take
decisions on their levels to do good for themselves and the company.
Importance of Cultural-Difference Awareness:
With the increasing differences at workplaces and schools based on cultural racial and ethnic
groups, it is very much essential to have proper Cultural-Difference awareness. One can easily
understand the different perspectives of people within the world in which we live by knowing
about the different cultures. P&G aspires to create a company and a world where equality and
inclusion are achievable for all. They believe in the power of diversity and its impact while
decision-making by shared values and purpose. Their board contains 50% women and 33%
multicultural along with 26% multicultural in the working sectors (PG, 2022).
Power: The capacity of an individual to influence the behavior of others according to their wish
is called power. It can also be defined as the controlling behavior of a person that influences
employee behavior in a corporate. When the higher authorities use their power positively and
treat the employees without any discrimination is the positive power whereas negative power
includes favoritism and promoting the favorite staff of the top management. Some types of
power are: