Impact of Culture, Politics, and Power on Individual and Team Behavior and Performance

This document discusses the impact of culture, politics, and power on individual and team behavior and performance in organizations. It explores different types of organizational culture and their effects on employee motivation. The document also examines various motivational theories and techniques and their contribution to achieving the goals of 2M Holdings Limited, a medium-sized organization. Additionally, it discusses the impact of globalization and digital technology on individual, team, and organizational performance.

ORGANIZATION BEHAVIOUR

CONTENTS
INTRODUCTION......................................................................................................................1
TASK – 1...................................................................................................................................2
P1 Effect of culture, politics and power on individual, team behaviour and performance....2
TASK – 2...................................................................................................................................4
P2 Content and process theories as well as techniques of motivation and their contribution
in achieving the goals of 2M Holdings Limited.....................................................................4
TASK – 3...................................................................................................................................5
P3 How effective team is made as compared to an ineffective team.....................................5
TASK – 4...................................................................................................................................7
P4 Concepts and philosophies of organisational behaviour within 2m Holdings Limited....7
CONCLUSION..........................................................................................................................9
REFERENCES.........................................................................................................................10

INTRODUCTION
The consequence of organizational behaviour as employees and their behavioural
pattern in the present times is being regarded as a prime factor in order to have effective
functioning of the company. Organization behaviour is nothing but a vast field that supports
the firm in investigating the impact of structure, individual as well as group on the behaviour
and culture of the company. It also significantly influences the performance and employ
strength to accomplish pre-determined objectives (Armstrong and Stephens, 2005). Thus, it
can be said that it helps in covering the way people behave within the organization. For
having success in each and every facets, it is very vital to have co-operation of different
resources and among all these resources human resource is quite crucial. Individual’s
behaviour is spontaneous and unbalanced and therefore, it is termed as exclusive. With
reference to this, it becomes necessary to understand the way individual communication in
the firm such that all their efforts are integrated towards achievement of specified goal of the
firm. Further, the organisational culture is set of expectations, experiences, philosophies as
well as values that aids in offering direction to employee’s behaviour and articulates the own
image, interaction and inner working of the employees with the outer world (Bryan, 2012).
In view of the above, as a Human resource Manager of medium size organization
such as 2m Group Limited, an evaluation of culture of the firm will be performed. 2m Group
Limited was founded by Mottie Kessler in the year 2004 with an objective to grow an
international chemicals distribution portfolio on the basis of excellent companies and with
strong brands. The company is wholly owned private company being headquartered in the
United Kingdom, with an international presence in numerous countries such as China,
Ireland, Benelux, Scandinavia, Poland and Brazil. In addition to this, the business of 2M
Holdings pays attention on automotive, coating, emission reduction, precision cleaning,
flavours and fragrances, oil-field and refineries and surfactants for personal-care, hygiene
cleaning and pharmaceuticals (2M Holdings Ltd, 2018). As a Human Resource Manager of
the company, it is the accountability to improve the performance by executing suitable
culture within the firm. Concerning this, the present research writing will aim to understand
the impact of culture, politics and power will have on the behaviour of people in the firm.
Moreover, the research paper will also focus on various motivational theories that will aid in
improving the performance level of the staff-members. The final part of the report, will
explain the methods of creating cooperation with each other and work as a team. The
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philosophies in regards with the organisational behaviour will also be elaborated
substantially.
TASK – 1
P1 Effect of culture, politics and power on individual, team behaviour and performance
Impact of culture
The culture of each and every organization is divided into four types i.e. role, person,
power and task as per Mullins. The power culture focuses mainly on control wherein the
power of control is being delegated to a particular individual which influences the
functioning of the whole company. It is generally followed by medium sized firm like 2M
Holdings limited. In power culture, there is lack of concentration that sometimes demotivates
the employees. The role culture on the other side is based upon certain rules. Nowadays, it is
very common in most of the firms (Schien, 2000). The main emphasis is being given on
splitting the company into varied functions and each and every function has their own rules.
Organization which generally have tall organizational structure follows this type of culture.
With this, the firm gets specialization and workers feels motivated and in turn they perform
well. Further, the task culture concentrates on team approach for carrying out operations and
work activities. This type of culture is quite prevalent in this every changing and competitive
business environment. Today, each and every firm is eventful in making team for their
projects with a main aim to have better as well as productive outcomes. Other than this, task
culture helps in motivating the employees normally to add some value to their work because
they are the one who will make important decisions. With this, the staff-members feels
enthusiastic. Last but not the least, person culture is being defined as that culture wherein the
employees are treated superior in comparison with the firm. In this type of culture, people
who work individually for the company or those who have common objectives to attain are
being considered. Furthermore, non-profit organizations and charitable firms generally makes
use of person culture (Martins and Treblanche, 2003).
Hofstede’s dimension of cultural theory
For comprehending the impact of culture on the workers of 2M Holdings Limited,
Hofstede’s cultural dimension theory can be used significantly. It is being defined as an
important framework regarding cross-cultural communication that helps in evaluating the
workers values as well as behaviour. Elaboration of the theory is being done beneath:
 Power distance index – This depicts the degree of inequality that take place amid
people with and without power. If this index shows the score at higher side than it is
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obvious that the community is supporting unequal distribution of power in the firm. On
the other hand, if the power distance index is low than it means that the community is
not supporting the unequal distribution of income (Hofstede, 2001).
 Individualism versus collectivism – Individualism versus collectivism is important
dimension of the theory that portrays the level of connection of people with the society.
If the scores of individualism is at higher side than it signifies that there is poor inter-
personal connection. On opposing to this, if the score of collectivism is quite high than
people love to work in a group and take duties of others as well.
 Masculinity versus femininity – Masculinity versus femininity signifies the
dissemination of role between men and women. Firms favoring masculine society will
focus more towards men and they will play an important role. On contrary to this, firms
favoring feminine society will focuses more towards women and the roles overlaps
amid male and female (Al-Alwai, Al-Marzooqi and Mohammed, 2007). Such type of
culture pays attention on maintaining healthy relationships with the superiors.
 Uncertainty avoidance index – Uncertainty avoidance index is the final dimension of
Hofstede’s cultural dimension theory which reveals the methods employees behave,
manages and deals with the anxiety and uncertainties. If this index is at higher side,
people are employing more strength in making life predictable and they are more eager
to have control on their life and vice-versa.
Impact of politics and power
The power and politics are defined as that terms which clearly determines the success
of the organizations in the current modern as well as dynamic business environment. Power
and politics has a direct relationship with the leadership as well as management of the firms.
Throwing light in relation with the power, there are numerous bases that takes place within
the firm like expert, referent, legitimate and coercive (Duggan, 2015). All these defined
powers influences the culture as well as behaviour of an individual and team differently. On
opposing to this, politics encompasses the action of an individual in order to accomplish pre-
determined goals and objectives. But, both the terms if used in a negative sense than it can
effects the behaviour of team and individual undesirably. Pertaining to this, 2M Holdings
Limited can come across with varied problems like wrong decision making, depletion of
productive time, unawareness of interest of stakeholders, inefficiency and many more.
Furthermore, the staff-members will be discouraged and therefore, they will not be motivated
to employ their best potential in achieving the objectives of the organization.
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Impact of globalisation & digital technology on individual. Team and organmisation’s
performance
Globalization generates change, and these days, there's much more of it than most
people are comfortable with. Change is all around us, at home, and in the workplace. Where
employees do their work, how they do work, meet, and collaborate has changed.
The impact of technology on work, both in manufacturing and in communication, has
exponentially increased the rate of production and speed at which business Occurs.
Technology in the workplace has helped workers become more efficient than ever before.
What used to take hours now can take minutes. Messages can be sent instantly to colleagues
or clients across the world. Payments or proposals can be transferred almost immediately.
TASK – 2
P2 Content and process theories as well as techniques of motivation and their contribution in
achieving the goals of 2M Holdings Limited
Theories of motivation in attaining the goals of 2M Holdings Limited
Speaking in regards with motivation, it is a force that helps in stimulating the efforts
of an individual to reach at the desired level. There are generally two types of motivation
exists in an individual that is intrinsic and extrinsic. The former one is internal to an
individual and is intangible in nature such as attained work level, sense of challenging work
being done, promotion, praise, recognition, treatment of care, respect etc. Whereas, the later
one is external to an individual and are tangible in nature (Hackman, 2006). They are related
with rewards, increment, gifts, conditions at work, bonus and many more. The conception of
motivation can be understood better by explaining certain motivational theories and these are
as follows:
 Adam’s equity theory of motivation – This is also being regarded as an important theory
which states that every person want to be motivated at work on the basis of principle of
fairness. In a particular situation, if they feel that there is inequalities prevalent within
the firm than they feel discouraged. To attain the level of equities, people will try to
reach at that level of input. The performance as well as behavior of the staff-members
will be influenced if comparison is done with the workers who are getting more salary
with their own piece of work.
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 Abraham Maslow need hierarchy theory – The need hierarchy theory is being
developed by Abraham Maslow that signifies that the needs and wants of humans is
divided into varied levels according to their significance. The needs of people
continuous to rise in the sense that if one need is satisfied, the desire to accomplish
another need arouses. He has divided the need in to top-down hierarchy, where the
basic need of human being of shelter, clothes and food holds the lowest position in the
pyramid. The next level concerns about the safety needs i.e. safety of job, security from
threats etc. Another need in the hierarchy is social security wherein people want to have
connection and relations and desires to receive love from others. Further, self-esteem is
the next level which embarks several needs of people such as confidence, ego, desires,
self-respect and strength. The top most need in the pyramid is self-actualization need
which arises when all other needs are satisfied and people feels a sense of contentment
(Saif and et.al. 2012). This motivational theory can be implemented in 2m holdings
limited as well. Physiological need will include basic salary and living. Safety need will
include health care and salary aspects. Working in team will satisfy the social needs of
the employees. Recognition, promotion and bonus will satisfy the self-esteem needs of
the workers. Finally, self-actualization will be attained when all the workers will be
self-motivated to perform and love their work.
 Herzberg two factor theory – According to this theory, there are mainly two factors that
firms can adjust for the purpose of improving the level of motivation within the
workers. These factors are motivators that encourages people and hygiene factors that
demotivates employees if these are not present. Some of the motivating factors that is
important to be considered are responsibility, advancement, growth, recognition and
achievement. On Contrary, hygiene factors includes, policies of the firm, relationship,
status, supervision, work conditions and security.
 Goal setting theory – Edwin Locke has put forward this theory which states that goals
helps in indicating and offer direction to the employees in regards with the task that
needs to be performed. Challenging foals with suitable feedback will improve the
performance of the employees. The main source of motivation here is to achieve the
goals. Specific as well as clear goals will reap out greater output. Further, suitable
feedback will also guide the employees to achieve higher self-efficiency.
Motivational techniques and its efficiency in achieving the goals of 2m Holdings limited
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Focusing towards motivation, it is generally a force that drives the behaviour of
individual towards the achievement of goals. It helps them to employ their best potential so as
to have the fruitful results. The overall performance level as well as productivity of the
organization will be enhanced, of the employees are being motivated. Thus, it can be said that
if 2m Holdings Limited want to achieve success in their business, they need to motivate their
workers significantly (Goetsch and Davis, 2014). Furthermore, motivational theories will
prove advantageous for the managers as with these theories they will be in a position to
determine the wants of their workers and plan accordingly so that anticipated outcome can be
attained. Moreover, there are other techniques as well that can be adopted by 2m Holdings
Limited for motivating their workers and some of these are being explained in the subsequent
paragraph:
 Healthy and friendly working environment
 Recognition for effective output
 Challenging task and work
 Accountabilities and higher duties
 Rewards and bonuses (Saif and et.al., 2012)
TASK – 3
P3 How effective team is made as compared to an ineffective team
Enunciating about the term team, it refers to as a group of a people with distinct
abilities and skills decides to work together and carry out a task effectively. The firm 2m
Holdings limited is engaged in the operation of automotive, coating, emission reduction,
precision cleaning and many other chemicals in several nations and thus, there will be
numerous activities which will give challenge to their workers. The members of the team also
faces issues due to non-cooperation of some of the members mainly due to absurdities.
However, if each and every fellow of team understands the fact of communication within a
team than they can attain the desired outcomes meritoriously (Benincasa, 2015). Some
member or other has to sacrifice for effective functioning of the team otherwise they will not
work with consensus. Generally, there are three types of teams in a company and these are
being defined below:
 Working teams – This type of team plays an important role in every large, small and
medium enterprises. It significantly encompasses numerous departments like
marketing, information technology, sales, finance, operation and human resource.
They are been segregated as per their nature of work. Moreover, working teams are
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tasks oriented and there are also quite few chance of miscommunication about the
cross functional accountabilities (Hoffman and Shipper, 2012).
 Functional team – In this type of team, the members come of different areas of
expertise and performs the tasks together as a group. There objectives are common
and sometimes its lasts forever. The main advantage of functional team is that there
can be generation of novel and innovative ideas.
 Problem-solving team – Such type of team are temporary in nature and they break
down with the passage of time. Employees from varied fields are gathered and
grouped to form a team for resolving certain problem or an issue. With this type of
teamwork, solution for any type of problem can be found (Sosik and Godshalk, 2000).
Impact of technology on organizational teams
Last few years has witnessed an increasing pace of utilization of latest technology in
the workplace by most of the organizations. Further, companies are considering technology
as an important source of achieving competitive advantage from the rivalry firms in the same
market and are also successfully increasing their revenue as well. Additionally, firms are also
making use of technologies such as tablets, desktop assistance, Blackberry and live
conferencing to have effective communication within the firm. 2m Holdings limited has also
executed the same technology of virtual team work for the purpose of having better flexibility
at the work area (Prichard and Stanton, 2009). With this, the firm was able to change their
team according to the need of the time and meeting out the issues coming their way
effortlessly. Furthermore, there is not time related obstruction as well. This technology is
proving economical to firm because it saves the expenses of the company related to travelling
allowance of the employee. 2m Holdings limited also adopts video conferencing methods like
Microsoft Lync, Skype and Voice over internet protocol for carrying out meetings with their
virtual team members.
Mechanism for developing effective team-work
It is very much crucial to understand the difference amid group and team before
throwing light towards effective teamwork. Paying attention to the group first, it comprises of
three to four people from different areas, in reality they are performing individually are
combined together and a group is being formed. On the other side, team is also a group of
workers from different areas who work together to attain specified team objective or purpose.
Meredith Belbin is a famous researcher on management team has focussed on relationship
amid the ability, personality and effectiveness of the management teams (Belbin and
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Meredith, 2001). In addition to this, he has also defined the role of a team as a pattern of
behaviour wherein one fellow interacts with the other fellow partner to perform the tasks.
According to Belbin, there are different team roles as per their orientation i.e. thought, people
and action oriented roles. Thought oriented role includes plant, monitor evaluator and
specialist. People oriented role encompasses team workers, resource investigator and
coordinator. Action oriented role comprise of shaper, implementer and completer. Many
organizations are utilizing this Belbin team model in order to develop poised teams. The
leaders and manager of 2m Holdings Limited have also adopted this model to enhance the
productivity and performance of the firm (Effective teamwork: the key to success, 2018).
Besides, for better comprehension of team work another model related to team
popularly recognized as Tuchman’s model can be used. As per Tuchman, since the team has
been developed till the team reaches to the level of maturity, the relation between the
members of team is developed considerably. Not even in the team members, but the leaders
also changes their way of leadership. At the time of formation of team, he acts as guide and
offer direction to each and every member of the team. With the passage of time, the leader
limits down the duties and act as an observer and finally, he or she transfers his
responsibilities to other individual and detach from the team. This model also includes stages
such as forming, storming, norming and performing stages. All these are particularly a path
that offers a course of action to be followed for achieving efficacy in the functions of the firm
(Tuckman and Jensen, 2007).
Extrinsic and Intrinsic motivation
Extrinsic motivation is an external factor which pushes to do something to gain an
external reward it avoids negative consequences. It includes factors such as fame,
recognition, appreciation, punishment etc. The person focusses on the outcome when task is
completed. The impact is on growth of the person through reward.
Intrinsic motivation is an internal factor where a person wants to achieve something
for his own enjoy, desire by taking as an opportunity. It is related to self- actualization and
yields high quality of work. The factors are grooming, developing, and satisfying one self.
The impact is to improve the result and increase the interest in learning.
Risk of teams
1. Decision making risk- The team faces the risk of decision as different people have
different opinions which create conflict between the team members and productivity
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is low. The decision processes should be conducted and defined in a proper manner.
2. Coordination risk- The team is not able to coordinate with each other as proper
guideline are not provided by the leader and lacks the interpersonal communication.
TASK – 4
P4 Concepts and philosophies of organisational behaviour within 2m Holdings Limited
Every employee working in 2m Group Limited can perform their operations
successfully only if the leaders of the firm motivates them and offer them right direction as
per the path goal theory. In other words, the leader in 2m Group Limited is held liable for
clarifying the doubts and showing the employees the right direction by removing all barriers
from their path (Gupta, 2010). If this thing actually happens, the employees will carry out
their work effectively and will attain pre-determined targets within a stipulated time period.
Consequently, it can be well attributed that path goal theory aids in ornamenting the
behaviour of people as they become aware in regards with the procedures and techniques of
performing a particular task. Furthermore, the workers also feel encouraged and carry out
their duties with more loyalty. Moreover, this theory also suggests that for improving the
performance as well as to influence the behaviour of individual, the leader of 2m Group
Limited should take into account effective leadership style such as participative, supportive,
instrumental and achievement oriented.
Contingent theory is another theory that is related with the behavioural aspects of the
leaders of 2m Group Limited and it suggests that no one has identified a best way of leading
a company. In simple words, leadership style of a leader might be good and effective in
some situation and the same leadership style cannot prove to be effectual in some other
situation (Ramus, 2001). Pertaining to this fact, it can be concluded that every situation is
different which demands varied styles to manage and lead the same. Thus, it is confirmed
that situational factors impacts the behaviour of leaders and their style of leading a firm. All
the theories being defined above such as path goal and contingent theory and other
concerning concepts can impacts the behaviour of an individual of 2m Group Limited both
in a positive and negative way. The description of these impacts is being performed in the
below subsection:
Positive influence on behaviour of employees of 2m Group Limited
 Positive behavior of employee can be seen through their supportive behavior at the
time of crucial decision making process in the company
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 Enhancement in the abilities and capabilities of the employees and they become
more productive (Carmelli, Meitar and Weisberg, 2006)
 There is increase in the level of satisfaction and motivation among the workers
 Employees sense a feeling of belongingness and are encouraged to share innovative
as well as novel ideas for carrying out a task
 Innovation is facilitated plus there is a positive alteration within the firm
Negative influence on behaviour employees of 2m Group Limited
 Employees get deviated from the work and thereby decrease the performance level
 Employees feel discouraged and demotivated at some point of time
 Conflicts can take place within team members
 There are chances that there is low coordination among the team members (Burstein,
2001)
 There is decrease in the overall performance of the firm that impacts the firm’s
profitability as well as overall yield
Positive and negative impact of concepts and philosophies on working behaviour of
employees
 The positive impact on OB promotes the strength and increase productivity and boosts
the morale of the employee by reducing stress. It creates the positive mindset by study
of strength, responsibility etc. It helps in problem solving.
 The negative impact on OB is conflict arises between the members as proper training
is not provided and lack of communication and team work.
CONCLUSION
As a result, it can be said that the behaviour of individual within a firm is quite
impulsive and irregular and thus, it is essential to channelize the conducts of individual so as
to fulfil the desired outcomes and end results successfully. It is the behaviour of the workers
in the organization which is responsible for the success and failure of small, medium and
large organizations. Therefore, it is important on the part of leaders and manager to make use
of motivational techniques and methods for improving the motivation level of the workers
such that they can carry out their task with more zeal and enthusiasm. In this contemporary
era, it was discerned that organizations are focussing towards adaptation of technology and
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substantially impelling the behaviour of an individual a lot. Furthermore, it can also be
specified that in order to have competitive edge over the others companies in the market, each
and every firm requires superlative motivational, leadership and team work techniques with a
view to achieve goals efficaciously.
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REFERENCES
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Benincasa, R., 2015. Leadership styles, and when you should use them. Pearson education
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Carmelli, A., Meitar, R. and Weisberg, J., 2006. Self-leadership skills and innovative
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Martins, E. and Treblanche, F., 2003. Building organisational culture that stimulates
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Journal of Management Development, 18(8), pp.652-665.
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Ramus, C., 2001. Organizational support for employees: Encouraging creative ideas for
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Effective teamwork: the key to success. 2018. [Online]. Available through:
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[Accessed on 5thSeptember 2018].
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