Influence of Culture, Politics, and Power on Organizational Behavior

This report analyzes the influence of culture, politics, and power on the behavior of others in an organizational context. It also evaluates how to motivate individuals and teams to achieve a goal and demonstrates effective cooperation with others. The report includes the application of organizational behavior concepts in a business situation.

Organizational
Behavior
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INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Analyze the influence of culture, politics and power on the behavior of others in an
organizational context..................................................................................................................3
TASK 2............................................................................................................................................6
Evaluate how to motivate individuals and teams to achieve a goal............................................6
TASK 3............................................................................................................................................8
Demonstrate an understanding of how to cooperate effectively with others...............................8
TASK 4..........................................................................................................................................12
Apply concepts and philosophies of organizational behavior to a given business situation.....12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15
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INTRODUCTION
Organizational behavior is defined as a comprehensive study to gain insight about
behavioral characteristics of groups and individual those who are acting as organization part.
Human Resource Department of entity has responsibility to develop healthy as well as positive
environment organizational workplace through which they can actually motivate employees and
stimulate their performance towards organizational objective (Gao, 2020). This report is been
made on Tesco who perform their operation as a leading British retailer and offer wide range of
products and services, grocery to general merchandises to customers. Project involves key
aspects of organizational performance of group and individual. In addition to this motivational
theory along with their application is also covered in this report along with Belbin's Team Role
theories and team development. Along with this concept of organizational behavior is also
discussed in present report.
TASK 1
Analyze the influence of culture, politics and power on the behavior of others in an
organizational context
Organizational behavior is defined as a manner in which team and individual interact in
workplace structure. HR department of entity is having prime responsibility towards allotting
duties and rules to individuals as per according to their professional and educational background,
capabilities and potential (Choleq and Agusdin, 2020). In relation to this HR manager of TESCO
is required to make sure that there is positive workplace environment in company as it enables
team and individual to perform their responsibilities without possible conflicts. This has been
identified that individuals and team mainly get affected by culture, organizational power and
politics. All these aspect is defined below in context with Tesco:
Culture: In include aspects like workplace value, customs, practices and traditions that
are prevailing in organizational workplace structure. In context with Tesco, HR manager
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undertake different strategies and plans in order to build optimistic and positive work culture, as
if there is positive workplace culture then it significantly impact upon team and individual
performance and further drive their performance towards betterment of organization. In
accordance with Handy's Typology culture are mainly four times which is applied in TESCO:
Role culture:
This culture is same as functional structure in which manager of entity is having
responsibilities to allot duties and role to individual according to their expertise, skills and
interest. With the application of this culture in Tesco company towards enhancing productivity of
employees as they have been allotted roles and responsibility in accordance with their expertise.
It increases sense of encouragement in group and individual that makes them perform their role
effective manner.
Task culture:
Task culture in organization states towards developing teams to resolve conflicts among
employees. In context with Tesco with the presence of task culture entity can effectively able to
gain support and facilitation from their employees, as if they see that entity is stimulating
towards creation of positive and healthy work atmosphere for their betterment then this establish
sense of motivation among them that further enhance their performance level towards
accomplishment of goals.
Person culture:
In person culture employees mainly consider themselves superior than organization. In
this teams and individuals give more importance to their development rather than company
(Watto, Monium and Ijaz, 2020). Person culture implementation in Tesco can somehow increase
individual output but it decreases overall productivity and efficiency of organization which is an
adverse factor for leading entity like Tesco.
Power culture:
In this form of culture, power relies only in the hand of related authority or few individuals
who are mainly belong from middle or top management. They are sole responsible for the
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decision making process this somehow decreases motivation and creativity among individuals
and teams. However this increases decision making process efficiency in organization. With the
application of power culture Tesco can hamper experience, creativity and potential of their
employees that also negatively impact upon their performance.
According to the evaluation this has been identified that by implementing Role Culture
Tesco can motivate performance and motivation of individual and teams and can ensure there
long term commitment towards organization.
Politics
Politics is defined as processes and interaction that undertake place in workplace
structure with the use of authority and power. It can positively or negatively impact upon team
and individuals (Thiagarajan and Garcia, 2020). In context with Tesco with the application of
positive politics development of flexible workplace practices can be assured. In this by providing
flexible work hours, sick leaves, regular feedback from employees, rotational shift, paid leaves
and telecommunication facilities to their employees TESCO can create positive workplace
atmosphere. In addition to this by involving teams and individual in decision making process
Tesco can also build healthy workplace environment that cannot only stimulate performance of
workers nut also make significant increase in overall organizational profitability. While in terms
of negative politics factors like prevalence of partiality, demotion, bias etc. can negatively affect
performance and productivity of employees.
In context with this by undertaking use of positive politics entity can offer effective
motivation and encouragement to employees behavior can be further stimulate their performance
towards effective fulfillment of entity objectives.
Power
It is termed as an authority which is being possessed by top managerial person within
entry. With the use power they can mould behavioral conduct as well as employee’s performance
towards welfare of organization. In relation with TESCO two forms of power can be undertaken
by leaders in order to accomplish corporate goals.
Reward power:
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In this company undertake effective measures in order to ensure performance of
employees. For this it is essential for HR to ensure that there is effective reward system in
organizational workplace structure, as by providing recognition and rewards Tesco can increase
sense of motivation and loyalty among employees. It effectively helps them to increase their
performance. Along with this company can influence performance of workers by offering them
rewards, incentives, bonus, certification and more.
Coercive power:
This form of power is being undertaken by top management in which they forcefully
make their employees to accomplish any task objective with the use of threats and force. Due to
this employees feel de-motivated as their forcefully subjected to an accomplishment of a task
against their will.
According to the evaluation it has been identified that, TESCO is employee centric
organization and considered them as most important asset of entity. In this with the help of
reward power effective encouragement of employees can be ensured. By offerings them rewards
and recognition at regular interval of time entity can ensure their long-term sustainability in retail
market segment.
TASK 2
Evaluate how to motivate individuals and teams to achieve a goal
During this present time every organization considers their workforce as most important
aspect as they are the main source of revenue generation for entity. Thus, company aim towards
fulfilling their needs and demands by offering them motivation. It helps them to ensure
accomplishment of organizational objectives in due course of time. In context with Tesco HR
department effectively analyze need for determination of individual and organizational means of
workers to effectively fulfill them. HR department undertake two essential motivational theories
as to encourage organizational workforce towards high productivity
CONTENT THEORY
Content theory mainly focuses upon considering behavioral and human characteristics
and conduct. This aim towards fulfilling their every basic need in a well defined manner.
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Maslow's Need Hierarchy Theory: According to the theory it is essential to fulfill individual
needs. In this entity is required to fulfill basic need of employee. Mentioned below five essential
stages of Maslow need hierarchy theory is defined:
Physiological Needs
It is the first stage in which individual seeks towards the need of clothing, food and
shelter. With the provision of sufficient salary and other necessary benefits TESCO ensure
effective living standards of employee through which they can fulfill their basic needs.
Safety and Security Needs
It has been identified that every individual seeks towards their security and safety. In this
Tesco can fulfill this need of employees by offering them provision of job security aspects like
Life Insurance facilities or medical facilities to them and their family members.
Social Needs
In this, it has been determined that individual mainly seeks towards belongingness, love
and acceptance. This can be fulfilled by TESCO by conducting get- together and social events at
periodical time.
Esteem Needs
This mainly involves aspects like status quo, self respect, self-esteem etc. In this
company can offer reward and recognition to their employees on continuous basis through which
we can effectively fulfill esteem needs of their employees.
Self-Actualisation Needs
This states that individual seeks for their growth opportunities and development. In this
TESCO by offering regular training and development sessions can increase skills, knowledge
and efficiency of their employees enhances professional development of workers at great extent.
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With the application of this theory Tesco can effectively able to ensure high performance
of employees through which they can generate maximum productivity and profitability.
PROCESS THEORY
Process theory mainly emphasize upon undertaking unambiguousness according to which
organizational develops and evolves.
Vroom's Expectancy Theory
Vroom’s expectancy theory mainly focuses upon integration of need of equity and
reinforcement. In this entity is required to motivate individuals by focusing on three main aspects
that are Expectancy, Instrumentality and Valence. In this it has been identified that TESCO HR
manager evaluate employees performance according to these aspects and further reward them
with appraisals provision.
Expectancy
This signifies that in order to fulfill desirable objective individual is required to perform
their role with their full potential (Teoh, Hassard and Cox, 2020). In this TECSO can encourage
their workforce by providing them with high recognition and attractive reward.
Instrumentality
This aspect states that individual mainly perform their roles and responsibility with an
aim to gain huge rewards. In this it is essential for Tesco management to make sure that the
promises of recognition and rewards made by entity or effectively fulfill as this ensure future
trust.
Valence-
This factor of Vroom’s expectancy theory states the extent to which employees in
organization can be recognized and rewarded in order to accomplish business success. In this it is
important for Tesco management to offer promotions awards and appraisal to workers according
to their value.
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TASK 3
Demonstrate an understanding of how to cooperate effectively with others
Team is most important aspect in an organization in which different experience,
capabilities, skills and interest of individuals are united to fulfill a common objective. This
increases entity chances to ensure maximum efficiency of result. In this entity is having
responsibility to build efficient team and ensure that all the individuals have been allotted to the
task as per according to their educational experience, background and expertise. In this leader
play a significant role to encourage team members at great extent and influence their
performance towards accomplishment of objectives in define manner. With the guidance of
leader team members can also overcome complex situation with effective decision making.
In context with Tesco leader is having prime responsibilities to build team at every level
in order to fulfill organizational objective in time effective manner with great efficiency.
Mentioned below difference between effective and ineffective team is being defined:
Basis Effective team Ineffective team
Decision
making
In this all team members get equal set
of opportunities and are fully aware of
their roles and responsibilities, it help
organization to ensure completion of
their goals in time effective manner
and encourage every member to stay
alone towards their role (Cangialosi,
Odoardi and Battistelli, 2020).
In an effective team, members are
not clear to their actual roles and
responsibilities that create confusion
and conflicts among team members
Underlying
goals
Within this goals and objectives are
define to all team members and they
are allotted with efficient resources.
In informal team, team goals and
objectives are unclear that further
lead towards failure of end outcome.
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Tuckman Team Development Theory
In order to develop effective team Tuckman Team Development Theory which is further
mentioned below:
Forming: It is the initial stage in team formation which is also known as orientation phase
of tuckman team development model (Bitektine, Song and Vandenberghe, 2020). In this every
team member are unknown to each other in which leader offer guidance and introduce all
members to each other in order to accomplish team goal.
Storming: This is the stage team member’s starts interacting with each other in order to
know about their behavior and characteristics. In addition to this storming stage involve
employee awareness related to their roles and responsibilities.
Norming: At this stage in Tesco team members are provided with the significance of
collaborative working with the help of which they can avoid any unnecessary conflicts that may
impact upon team objective.
Performing: In this stage team members start performing their roles that are being allotted to
them with an objective to fulfill this according to the guidelines set by leader. In this each and
every individual use their competence, skill and knowledge to fulfill their role with great
efficiency.
Adjourning: This is the last stage of Tuckman Team Development Theory in which
objectives are fulfilled and team member get dispersed.
Belbin Theory
Tesco effectively undertake use of Belbin Theory of Team Roles in order to provide
awareness to every individual related to their role as per according to their behavioral
characteristics. In this theory there are nine roles which is further define below
Plant: They are the individual who are having effective capacity for the responsibility to
develop positive relationship with consumers and vendors management assign this role to keep
personal.
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Resource Allocator: This is most important role in which individual is required to allocate
resources to different departments and members while ensuring that there is no unnecessary
wastage of resources and their get fully utilized.
Co-ordinator: It is also one of the essential role according to Belbin Theory of Team Roles
in which individual is required to have capability to effectively align behavioral conduct of
individual towards organizational goals and objectives (Preskar and Žižek, 2020). In this
coordinator as required to make sure that all individuals are coordinated towards corporate goal
and fulfill it in time effective manner.
Shaper: This individual in Tesco is having the responsibility to shape employee behavior
and performance towards completion of work in effective and efficient manner. They are also
responsible to make sure that employees do not lose their momentum at any stage of task.
Monitor evaluator: Tesco management allot this role to the individual who is having
capacity to undertake decisions in unbiased manner by considering all the available alternatives
into account.
Team-worker: It is the essential role in which Tesco mainly emphasized towards overall
development of team members and development of team spirit. By allotting this role,
management of entity aim towards creation of collaborative as well as positive work place
environment.
Implementer: This role is being given to individual in group who is having responsibility to
implement effective strategy and measures in order to increase overall performance of team at
great extent.
Completer Finisher: Individual who is operating this role is having responsibility to
effectively scrutinize and polish every individual works as to identify any error and mistakes and
resolve it in time effective manner as to ensure its high quality.
Specialist- TESCO management allotted this role to the person who offer effective
suggestion related to techniques and strategy with the application of which completion of task
can ensure in efficient manner.
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According to the evaluation it has been identified that there are different type of skills and
factors that restrict effective teamwork (Kartika, 2020). In context with that it is essential for
leader or responsible individual to make sure that there is proper time management, effective
leadership and collaborative working prevailing in workplace structure as it decreases
unnecessary chances of conflicts that further affect employee’s performance. With the
implementation of effective team Tesco ensure satisfaction of their customers in effective
manner.
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TASK 4
Apply concepts and philosophies of organizational behavior to a given business situation
Organizational behavior is defined as a combination of believes, ideology, concepts, values
etc. In this leader is having most important role to align each and every individual in
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organizational workforce towards accomplishment of goals and objectives of company in best
effective manner.
Business Situation: This has been determined that, at present time Tesco organizational
workplace is being affected with the issue of ineffective communication between management
and workforce. This lead towards creating number of confusion among workers that further
lower down overall productivity and performance of both entity and individuals.
In order to overcome this issue management implemented Path Goal Theory
Path Goal Theory
Path Goal Theory emphasizes on implementation of different leadership styles according
to the work atmosphere and situation. This significantly aims towards improving ineffective
communication that is prevailing in Tesco.
Classification of Path Goal Theory
This theory is broadly classified into 3 aspects:-
Employee Characteristics:
In this it is essential for TESCO leader to have formative insight and knowledge of the
characteristics and needs of each and every employee in order to implement strategies and
practice through which they can increase and motivate them towards corporate goals. It also
helps in creation of healthy and positive impact upon performance of employees and entity.
Task and Environment Characteristics:
Leaders are responsible to evaluate issues and problems that are being facing by
employees. In this they are responsible to implement strategic measures to create positive and
healthy environment that encourage employees to accomplish their roles and objectives in
estimated time frame. With the help of healthy workplace structure employees can fulfill their
responsibilities according to the organizational set standards.
Leadership Behaviour or Style:
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At this phase, after being acquainted with employee, task and environmental
characteristics, the leader selects the most suitable leadership style in order to effectively address
the business situation being encountered by the employees of TESCO.
In this Tesco implemented participative leadership style in order to overcome ineffective
communication that is prevailing in entity. Main motive of this leadership style is to engage
employees in undertake decision making process that effectively facilitate communication
between management and workers (Singha, 2020). It also helps in creating positive relationship
at organizational work structure that increases overall productivity of entity.
It been identified that participative leadership style have negative as well as positive
influence upon organizational functions. In this leadership style leader motivate overall
workforce towards maximum productivity. While it negatively affect decision making process of
entity as to due to many viewpoints of team individuals decision making process gets low. Thus,
this is important for TESCO leader to effectively understand negative as well as positive aspect
of participating leadership style and work accordingly.
CONCLUSION
As per the above mentioned report has been concluded that, organizational behavior is
most important aspect of an organization in which study related to behavior characteristics of
team and individual is being done in entity. In this company implement strategies accordingly to
motivate their performance while taking measures like Tuckman Team Development Theory and
Belbin Theory of Team Roles organization can align performance of each and every individual
towards effective accomplishment of corporate goals. It also helps in creating collaborative and
positive workplace environment. In this it is essential for leader to encourage performance of
employees by taking assistance of participative leadership style. It ensures high productivity and
maximum profitability along with long term sustainability in respective industrial sector.
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REFERENCES
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Preskar, M. and Žižek, S.Š., 2020. The Effect of Organizational Culture on Organizational
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Thiagarajan, P. and Garcia, M., 2020. Cultural Influence on Employee Behavior Impacting
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Business Growth (pp. 253-269). IGI Global.
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