Impact of Culture, Politics, and Power on Individuals and Team Performance

Organizational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
Impact of culture, politics and power of the company on individuals and team performance,
and their behavior........................................................................................................................3
LO2..................................................................................................................................................6
P2 Content and Process theories..................................................................................................6
LO3..................................................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organizational behavior can be defined as the process of understanding individuals’
attitude in order to encourage them for giving best performance in the workplace. There is an
example of Tesco plc that assists to understand importance of organizational behavior. It is a
British multinational company which operates in retail sector and offers it’s product and services
to the customer across the world. In this report will discuss about significance of power, politics
and culture of the Tesco that affects individuals and team performance through effective models.
LO1
Impact of culture, politics and power of the company on individuals and team performance, and
their behavior
Hofstede’s eight-dimension culture model is the culture theory framework that supports
organization to maintain diversity in the workplace as well as helps to make company globalized.
This model is applied by Tesco plc to analyze it’s organization culture. The model is mentioned
below:
Power distance Index culture: It is the primary dimension of the Hofstede model which states
that there are numerous companies that empowers their staff accordingly designated posts or
organizational hierarchical. These employees enable to gain extra privilege from other staff at the
workplace due to job power. Even staff have to implement all decisions that have taken by high
posts employees like managers and CEO (Beugelsdijk and Welzel, 2018). Such kind culture
important for the company to keep control on all business activities effectively. The major
drawback of the culture dimension is that other staff do not get any type of power and not allow
to share their views to the senior employees in the context of decision-making process. Such
culture often leads partiality among staff by managers which is not good sign for the business
success. Individualism vs collectivism: It is second dimension of the Hofstede model that is
better rather than other dimensions. For example, according to individualism culture there are
various companies which thinks that individual working is more productive as compared
teamworking so, they delegate number of tasks among individuals so that each can put 100%
efforts to complete different tasks. On the other hand, Collectivism culture stated that there are