Organizational Behavior: Culture, Politics, Power, and Motivation

This report discusses the impact of organizational culture, politics, and power on employee behavior and performance. It also explores motivational techniques and process theories used by Superdrug. Additionally, it covers the difference between effective and ineffective teams and the philosophies of organizational behavior.

Organizational
Behavior
1

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Organization’s culture, politics and power and their impacts.........................................................3
TASK 2............................................................................................................................................5
Motivational techniques and process theories.............................................................................5
TASK 3............................................................................................................................................8
Effective and ineffective team.....................................................................................................8
TASK 4..........................................................................................................................................10
Philosophies of organizational behavior....................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
2

INTRODUCTION
Organizational behavior refers to the study of individual behavior or the group behavior
to ascertain the attitude and perspective of employees working into organization. By knowing
this the organization would get to know about the behavior of employees and how they can
motivate them in into the workplace to perform the work with utmost motivation. Organization
itself knows that the when an employee performs his work with motivation it does it very well
but whereas when a person performs a work with unwilling attitude then he perform it for the
sake of finishing it. Therefore organizational behavior is very much mandatory to evaluate or
analyze. This report has taken an example of a company for reference purpose, Superdrug.
Superdrug is a multinational British Company which deals in beauty care and health care
products. It is a British Company which was founded in the year 1964. Ronald Goldstein was the
founder of the company (Carnevale, 2018). The company has expanded itself at around 796
locations which include the US, Ireland, Finland, Norway and etc.
This report discusses about the how the cultures, politics and power put impact upon the
organization. The report also includes the motivational theories which the organization uses to
motivate their workforce. Apart from this the report also talks about the difference between
effective and ineffective teams and also about the philosophies of organizational behavior.
TASK 1
Organization’s culture, politics and power and their impacts
Organizational culture: It is a framework which incorporates the presumptions,
structure, inward working, values, crucial, etc which an organization teaches into its business.
Organization culture has an extraordinary effect upon the conduct of representatives, it is a
shared perception among all the company. The organizational culture has the accompanying
effect:
Employee performance: An organization where the culture is solid, there workers feel
esteemed. They feel that the organization think about them as a major part into their tasks and
business exercises. For solid culture, the organization must have wide correspondence and
support. Through this the workers feels propelled additionally and believes that they have some
command over their employments. Superdrug is an organization which practice the solid culture,
it gives equivalent chances to each representative to develop by offering them profession
advancement preparing and programs or some other direction program to keep the workers
propelled. Through the employee performance, an organization can evaluate how they can bridge
the gap between the standard and actual goals. The organization also gets to know about the
areas where they have left behind or has not performed enough, and through this they can take
the necessary steps.
3

Impact on happiness: The organization where the culture is dull and one-sided there the
representative will be additionally very de inspired in playing out their work. A positive and
cheerful culture infers an organization where the representatives are especially fulfill with their
work and performs to their best, as for the situation with Superdrug Company. The
representatives there adoration to play out their occupations as a result of the positive culture the
organization has (Colarelli and Arvey, 2015). A worker execution can get improve through a
solid and helping culture. It likewise diminishes the weight for enrolling, recruiting and
preparing cost of organization.
Collaboration and development: Collaboration here alludes to the coordinated effort from the
workers sides. A positive and solid culture starts the endeavors and commitment from
representative's side without question. They embrace all the feelings and thought which prompts
the development for the organization.
According to the Charles handy there are four types of organizational culture, which are as
follows:
Power: In this type of organizational culture the power is concentrated in the hands of only few
people. These people take the control of overall organizational activities and they are people who
take the decisions whether small or big. These people delegate the responsibility to their sub
ordinates in such a way that those people have to follow their command and perform the task. In
the organization like SUPERDRUG, the company has a few number of people with whom all the
powers of whole organization is present. These people run the organization and considered as top
level management people according to the hierarchy.
Task culture: In this Superdrug forms a particular group which is responsible for completion of
some tasks. The team members also come together to solve some critical issue or problem, and
when the motive for the group gets complete the team will automatically would get disperse.
Person culture: This culture generally does not get follow into the Superdrug as in this culture;
the people or the employees consider themselves more important than the organization. It is just
an organization where the people happen to come together for work.
Role culture: The role and responsibility of employees are clearly defined into Superdrug, the
employees are performing their jobs and functions according to their stated roles and performs as
per that. The role of CEO of the company is different, the role of a manager is different and both
act accordingly.
The Superdrug has adopted the role, task and Power culture into their organization. All
these type of culture are practice by the company and the employees working there are very
much happy and satisfied from that type of culture.
4

According to the Hofstede’s model, there are five aspects which influence the culture, and they
are as follows:
Power distance: Accordingly to this, there are two types of organization. First in which the
power is equally distributed among all them members irrespective to their positions. And second
where the power is concentrated into the hands of few people. Superdrug lies in the category
where the organization has equally distributed the power to all the employees irrespective to their
position they have hold.
Masculinity and Feminity: It states how at par the organization treats both men and women. As
in the case with Superdrug, the company provides the equal opportunities to both the gender.
They pay equal payment to both and treat equally.
Individualism: In this the organization whether seeks more focus in team work or in
individualism. As in the case with Superdrug, the company considers a balance between the two,
they consider both individualism and group work. They notice the behavior of people in both te
situation.
Uncertainty avoidance index: In this the Superdrug analyze the behavior of employees in
unfamiliar and unusual situation. In this they detect how well the employee can handle the
situation.
Long term orientation: In this the Superdrug focuses on to maintain the long term relationship
with employees. Superdrug considers the employees as a long term investment in which the
company gets the advantage for a longer period of time.
Politics alludes to the conduct where individuals self-served themselves to build the
likelihood for getting any sort of positive result in organization. These individuals serve
individual intrigue as it were. Politics puts an awful effect upon the presentation and conduct of
workers in the accompanying manners:
Decrease in overall productivity: Politics bring down the exhibition for organization. A
representative which believes that any kind of separation has been finished with him or he has
been observer any kind of politics around him then eventually it would prompt de inspiration
among the conduct of workers. As indicated by a typical perception which was made upon
politics, it has been seen that the individuals who larger part of them gave less consideration
towards their work or occupation. While the individuals who are increasingly inspired in their
work execution become less persuaded in the wake of encountering any sort of politics.
Affects concentration: Politics influences the working culture and condition of an organization.
It additionally influences the degree of focus which representatives used to play out their work.
As for the situation with Superdrug, the organization does whatever it takes not to practice any
sort of politics into the work culture since they know the symptoms of countries and they
5

additionally realize that the organization can confront an enormous misfortune from
representatives side when they would practice any sort of politics into their working culture.
Spoils the Ambience: Politics prompts a negative air into the work place. It likewise ruins the
relationship of a person with others. The absolute feeling gets upset from politics. The
representatives then additionally not offer 100% to their work.
Politics refers to the conduct a behavior in which the individual gets benefit form that event. And
politicking refers to the activity in which the person engaged into the activity of politics.
Power alludes to the capacity of a person to impact others. It refers to the degree towards
which a person can influence the others towards a particular direction (Härtel and O’Connor,
2014). Here in power, it is also very much possible that one person is giving the orders and
another one is receiving it.
There are numerous kinds of power which are practiced into an organization, some of them may
include:
Reward power: In reward power, the organization rouses the workers by giving them some lord
of reward for their exhibition. Reward can be money related and non budgetary. Budgetary
reward may incorporate reward, compensation, remittances, prize cash and so forth though non
monetary reward may incorporate thankfulness, authentication, prize, trophy and so forth. These
are a strategies which an organization uses to impact or propels the workforce. From this the
individual gets motivated and work willingly to get that reward or himself.
Coercive power: It is inverse of reward power. In this the administrator makes his collaboration
by enlightening them concerning the outcomes of disappointment. This fills in as negative
impacts of power. Here the representatives are get compromise by outcomes which they may
look in disappointment. The Superdrug organization utilizes this power when they imagines that
representatives are turning out to be languid and accepting their work as conceded. In this the
individual perform the work in fear and also by considering the negative impact upon not
performing the task.
Legitimate power: This power depends on position an individual hold into an organization. The
CEO of Superdrug organization holds the most noteworthy power and can impact anyone into an
organization when contrasted with the power hold by a supervisor (Huang and Bond, 2012).
Here the situation of an individual chooses about the power or degree to get individuals
impacted. Here the individual follows the command in a view that it gets from his superiors and
the people who are above in position for that person.
Referent power: Here the organization accepts somebody as their good example and exercise
like them. For instance the entrepreneur is considering as a pioneer, so for workers their pioneer
will be taken as a referent power as they need to act like and as him. In this the individual gets
6

motivated from the example which the organization has given and willingly works to become as
successful as he is.
TASK 2
Motivational techniques and process theories
Motivated workforce helps an association in accomplishing its objectives and goals. At
the point when the power is excited then it will play out their errand the best. Though as for the
situation where the representatives are not motivated and especially imprudent in playing out
their work then in that condition the representatives will barely create their best and will perform
better. There are numerous hypotheses and approaches which superdrug organization can use for
rousing its workers. Motivation is a thing which enables a person to work, it increase or
generates the willingness into the employee to work the fullest into the work. It has been said
that when a person performs a task of this own interest, he does it with full interest and attention
through which the task also gets done with complete efficiency (Klotz and Neubaum, 2016).
Intrinsic motivation: In this type of motivation, the individual does not need any external force
or any external source for motivation. Here the person performs the work with his own interest
and willingness because he loves to do that work. In Superdrug, there are many employees who
loves doing what they are doing now. They are performing the job of their own interest and forte.
Extrinsic motivation: Superdrug, to motivate the employee on a regular basis tries to bring up
many sources form which the employees would get cheer up. These motivational sources
includes both financial and non financial source for motivation. These sources become the
method for motivation into the employees.
Content and process theories:
In the content theory the organization tries to find out the things from which the employees
would get motivated. In this they find out the needs which they can fulfill of the employees and
can motivate them.
The process theory is concern about how. The Superdrug finds out how they would going to
motivate the employees.
The following are the motivational theories which the organization adopts:
Maslow’s hierarchy for need:
This theory is created by a famous person, Abraham Maslow into the year 1943. In that theory he
made the stages for needs which an individual follows. According to him an individual goes to
the following need stages. In that levels or stages for needs there is the basic need in which the
7

individual searches for to satisfies his basic or normal needs like food, shelter, sleep and etc. and
as the needs of an individual gets meet, it start shifting to upwards level.
Physiological: At this stage, an individual goes for the finish of his essential needs. These
fundamental needs may incorporate garments, food, rest, cover and so forth. The Superdrug
organization furnishes their workers with these fundamental needs by giving them an essential
compensation. The fundamental compensation sum ought to be that much that an individual
should carry on with an essential life through it.
Safety: Safety stage incorporates the factor like assurance from danger, security in work,
hardship and such. The organization, superdrug, gives the workers safety by furnishing them
with employer stability of their present and furthermore of their future. The organization
guarantees their future through their provisional fund account where the organization
consistently recognizes some sum structure representatives pay and spares into PF account. The
worker can profit this sum when they would leave the association.
Social: It incorporates the requirements of an individual for affiliation, fellowship,
alliance and so forth people are social being so they need to cooperate with different creatures
and likes to get social. Superdrug organization gives a social and intuitive work culture where
representatives can feel great and persuaded to converse with one another. A solid and solid
work culture is useful for representatives.
Self- esteem: It alludes to the requirement for regard and acknowledgment. The superdrug
organization gives the chances to every single worker for advancement (Lu, 2014). Through
advancement a worker positions and acknowledgment into an association gets higher and the
representatives would get regarded.
Self actualization: At this stage an individual has accomplish all his own objectives
which he has set for himself. As in the setting with the organization, here the representative
compasses at this phase when he feels that the objective and reason for him for joining the
organization has finished.
McGregor’s theory X and theory Y
In the year 1960 Douglas McGregor was born. He was an extraordinary a mastermind, pioneer,
the board and leadership scholar. Douglas hypothesized more than three decades back that every
pioneer has center presumptions about human instinct and these suspicions impact the style of
leadership rehearsed by the pioneer. His perspectives on leadership are of extraordinary critical
worth since he was the first to apply social science discoveries to the universe of business and
leadership.
Douglas McGregor work is built up in inspiration theory. Mr. McGregor hypothesized 2
speculations on human administration and leadership which are Theory X and Theory Y. Theory
8

X propelled the view that people have an inborn abhorrence for work. They must be made to get
results at work by the utilization of coercive strategies and by bearing. Theory X weights on the
dictator style of leadership where results are the focal point of leadership and it is more work-
focused than individuals focused (Organ, 2018).
Theory Y way to deal with the executives is more individuals focused. Here the individual is
esteemed and acknowledged. Theory Y presents that when laborers are given the correct sort of
condition, they can arrive at their most elevated potential and can be of extraordinary incentive to
their associations.
Process theory:
Equity theory
This theory is created by Admas. In this kind of hypothesis, a worker consistently assesses the
degree of their endeavors against their kindred representatives and the prize they get from their
endeavors. In the event that a representative feels that there is a distinction between the
consequences of his and his kindred specialists then that the worker attempts to gauge the
distinction and the explanations behind the distinction. In this the worker makes many ups and
down to carry him at standard with his kindred individuals. Similarly, the relative rewards
additionally gets determined with it that how rapidly and on what premise a representative has
been granted for his work (Pitichat, 2013). It states that the output given to a person should be
equal to the amount of input they have put into their work. If an employee has worked very hard
into his work then he must deserve a promotion or hike in his salary. He should receive the equal
of what he has given to the organization.
Expectancy theory
Vroom theory
It is consider as a significant hypothesis for inspiration. The hypothesis expresses that inspiration
is mostly a procedure of dynamic. In this the expectancy alludes to the result which a worker
accept from the data sources he has placed into his presentation. The variance is the following
level which would get open for a representative's which he would achieve his expected result.
Also, instrument is the information which a worker has placed into work or employment. From
this a representative can make a suspicion about the information he needs to place into his work
and from his information the yield which he will get, how it would get profited by it.
As this theory has three components, which are:
Expectancy: effort brings performance
Instrumentality: performance brings outcome
Valence: Outcome brings reward.
9

The organization, superdrug, utilizes these inspiration hypotheses approaches and procedure to
propel their workforce since they know the advantages they would get when their entire
representatives or workforce are roused in their activity (Ployhart, 2015). It is likewise been said
that roused representatives acquires significant increment the exhibition for the entire
association. The association can likewise inspire its representatives by giving them the work and
things which they have focused on from this association.
TASK 3
Effective and ineffective team
An Effective team is establishment of each fruitful association. Organizations with
effective team works and battle together and furthermore improve quality, profitability and
effectiveness. Effective gatherings regularly empower positive conversation on issues and utilize
sound clash. They take clashes in a positive manner.
Such teams are described by:
Open discussion:- Individuals take an interest in the conversation and add to the gathering in a
positive manner and furthermore tune in to different members. Uses methodology of persuading
to arrive at a resolution as opposed to casting a ballot which may leave a minority displeased.
Using situational leadership:- Individuals lead bunch under various conditions, with various
authority styles fitting to the conditions
Heading towards common goals:- All the team members head towards the same direction and
tires to achieve the same goals for the organization.
Performance:- The team members evaluated their performances and matches it with the
standard performances which they have decided or planned for themselves (Spector and Meier,
2014). This enables them in analyzing the difference between their actual and standard
performance and the area where they are lacking behind. By that they can also take the necessary
steps which would bridge the gap between the two.
Though an ineffective team is one which doesn’t blend well and do have abilities to
perform work with competency. They regularly safeguard one another. Errands fruition gets hard
for these gatherings.
Such teams are portrayed by:
Disagreement: There might be clashes and furthermore conflicts of characters between
individuals who don't tune in to other people. Regularly utilizes technique for casting a ballot to
settle on a choice which may leave a minority area displeased.
10

Incomplete work: The work of such teams also gets incomplete. They are less coordinated and
the communication level among the team members is very poor which leads to confusion and
conflict (Turner, 2014). These things make their work incomplete and non achievement of the
goals.
Difference between the effective teams and ineffective teams
Basis Effective Team Ineffective Team
Goals The assignment and goals are
surely known and
acknowledged by the
individuals.
It is hard for them to
comprehend and acknowledge
the errand and targets.
Contribution They take an interest in the
undertakings earnestly which
contribute in a positive
manner in the development of
the association.
.
They do take an interest in the
errand however not truly
which may take the
association in reverse
Listening Individuals hear each out
other. Each thought is given a
conference.
Individuals don't generally
hear each out other and all the
thought are given a
consultation.
Solving of conflicts
They settle clashes through a
positive conversation and
making everyone agreeable.
Clashes are frequently not
managed successfully. They
are regularly stifled by the
pioneers which a few times
make feelings of spite between
the individuals.
Decision making process The vast majority of the
choices are settled on by
understanding of practically
all the individuals.
Decisions are taken rashly
Self evaluation The pioneer of the gathering
don't command it. Also, keep
up a solid relationship with his
team mates.
The pioneer normally don't
focus on the team and offen
rule them.
11

Leadership The team individuals are fit
for assessing themselves and
make fundamental strides for
development.
The team must be told where
they are standing and need
oversight to develop
themselves.
Labor Division Activities and obligation are
plainly isolated among the
works. They realize what they
are required to do. There is no
overlapping of work.
There is no legitimate division
of work by the individuals
which lead to ineffective and
wasteful execution of the
individuals. There is generally
overlapping of work.
Tuckman’s team development model
According to tuckman the team goes form 5 stages which are as follows:
Forming: At this stage the team members are very much polite and positive with each other. And
some may be anxious about the work they need to perform. At this stage one needs to play a role
of leader so that they can handle and manage the group properly.
Storming: At this stage the employees or the team members push their limits. The conflict among
the members starts happening at this stage and they may be any misinterpretation of ideas or
opinions.
Norming: In this stage the employees tries to reduce their differences and tries to appreciate the
strengths of their team members. In this the team members socialize together, they try to spend
some time among themselves and creates a bond.
Performing: At this stage the members tries to give their best in their performance so that they
can achieve the desired goals and objectives.
Adjouring: At this stage the team members gets dispatch as the motive for forming the group has
been completed by the team.
Belbin’s team model:
According to that, the team has a total of 9 roles which are, shaper, implementer,
completer finisher, coordinator, team worker, resource investigator, plant, monitor evaluator and
specialist. This hypothesis expresses that the association should develop the fair group where all
the colleagues must know about their jobs and obligations. Each individual ought to be each
much clear about the activity which he needs to act in that gathering. This would decrease the
disarray as all the individuals have the various tasks to carry out. This likewise would quicken
the exhibition of that gathering making them achieving their targets.
12

TASK 4
Philosophies of organizational behavior
Difference association has various convictions and culture which prompts the hierarchical
conduct. There are numerous sorts of philosophies identified with authoritative conduct inside
the setting of association, these philosophies are as per the following:
Mutual interest: The association and worker ought to have the common enthusiasm between
them. The association should attempt its best to interface its representative goal with the target of
the entire association. The organization, Superdrug, solicits the representative at the time from
meet just about the profession plan of him and recognize the worker about how this association
can help him in the achievement of objectives and goals. Here the objectives and goals for both
the association and representatives are getting satisfied (Vijayalakshmi and Bhattacharyya,
2012). From this shared intrigue the destinations of both are satisfied and accomplished. The
association with this can accomplishes its destinations and objectives which it has set for itself.
Social system: An association is a social framework since it is controlled by people and people
are social creatures. It is taken as a requirement for all people to get social with others. It is
expect that the authoritative culture and framework ought to be to such an extent that it urges the
representatives to speak with one another. Hierarchical behavior is the investigation of the
human instinct and behavior into working environment. Along these lines it is the obligation of
the organization, Superdurg, to make the way of life of association solid and solid. The solid and
sound culture would make a social framework which can get appreciated by the representatives
or workforce and likewise inspires them to work to their fullest into association.
Ethics and values: The ethics and values of association do assume a significant job in deciding
the hierarchical behavior. The ethics are the standards, rules and guidelines which an association
follows. While values are the suspicions and standards which an association follows into its
structure (Wu and Lee, 2017). Through ethics and worth the representatives propels themselves.
In the event that the ethics and values of an organization is preferring the advantages to the
representatives then the propels will feel esteemed. Be that as it may, if, the values and ethics are
absolutely concerning the advantages of association then workers may learn about debased or
left. Inclusion of representatives is a lot of vital into hierarchical choices. Here, the choices are
taken in the wake of counseling and taking the feelings and thoughts from workers. The
association takes care that each representative takes part into the dynamic procedure.
For instance, there is some contention emerges into the individuals with respect to the jobs. To
illuminate that issue, the group chief is dependable. He needs to take the charge and needs to
tackle the issue which is with respect to the muddled jobs. The group head needs to take up the
charge and audit the structure wherein he has distributed the duties to his individuals. And
afterward he needs to clear their questions and needs to dispense them with their legitimate
13

obligations. The group chief needs to empower legitimate and straightforward correspondence
into the gathering. Here the administrator of Superdrug would have apply or direct a conduct
which is required in the circumstance ( he would follows the Path goal theory). As the director
objective is to build the representative inspiration, fulfillment and efficiency in order to make
them an advantage for the association. The director would set an objective or an anticipation for
a worker which the association has excepts from him, and as needs be he likewise would
enlighten him regarding the result when he would be following the equivalent. He would show
the representatives a particular conduct which they have to get followed for referenced the
workplace.
CONCLUSION
From the report discuss above the impact of organizational culture, politics and power
has been mentioned. The culture is very much important to any organization, a good culture
would provide the safe and happy environment to the employees, and employee’s productivity
level would also be high, increase in the development of employees and so on. Whereas the
politics hinders the performance of employees as they create a negative environment into the
workplace, they de motivates the employees, and etc. The motivational theories which the
company superdrug has adopted into their system has also been mentioned, like Maslow’s
theory, theory X and Y, expectancy theory, equality theory and etc.
REFERENCES
Books and Journals
14

Carnevale, D., 2018. Organizational development in the public sector. Routledge.
Colarelli, S. M. and Arvey, R. D. eds., 2015. The biological foundations of organizational
behavior. University of Chicago Press.
Härtel, C. E. and O’Connor, J. M., 2014. Contextualizing research: Putting context back into
organizational behavior research. Journal of Management & Organization. 20(4).
pp.417-422.
Huang, X. and Bond, M. H. eds., 2012. Handbook of Chinese organizational behavior:
Integrating theory, research and practice. Edward Elgar Publishing.
Klotz, A. C. and Neubaum, D. O., 2016. Article commentary: Research on the dark side of
personality traits in entrepreneurship: Observations from an organizational behavior
perspective. Entrepreneurship Theory and Practice. 40(1).pp.7-17.
Lindebaum, D. and Geddes, D., 2016. The place and role of (moral) anger in organizational
behavior studies. Journal of Organizational Behavior. 37(5). pp.738-757.
Lu, X., 2014. Ethical leadership and organizational citizenship behavior: The mediating roles of
cognitive and affective trust.Social Behavior and Personality: an international
journal. 42(3). pp.379-389.
Organ, D. W., 2018. Organizational citizenship behavior: Recent trends and
developments. Annual Review of Organizational Psychology and Organizational
Behavior. 80. pp.295-306.
Pitichat, T., 2013. Smartphones in the workplace: Changing organizational behavior,
transforming the future. LUX: A Journal of Transdisciplinary Writing and Research
from Claremont Graduate University. 3(1). p.13.
Ployhart, R. E., 2015. Strategic organizational behavior (STROBE): The missing voice in the
strategic human capital conversation. Academy of Management Perspectives. 29(3).
pp.342-356.
Spector, P. E. and Meier, L. L., 2014. Methodologies for the study of organizational behavior
processes: How to find your keys in the dark. Journal of Organizational
Behavior. 35(8). pp.1109-1119.
Turner, B. A. ed., 2014. Organizational symbolism (Vol. 19). Walter de Gruyter GmbH & Co
KG.
Vijayalakshmi, V. and Bhattacharyya, S., 2012. Emotional contagion and its relevance to
individual behavior and organizational processes: A position paper. Journal of Business
and Psychology. 27(3). pp.363-374.
Wu, W. L. and Lee, Y. C., 2017. Empowering group leaders encourages knowledge sharing:
Integrating the social exchange theory and positive organizational behavior
perspective. Journal of Knowledge Management.
15

16