Organizational Behaviour: A Critical Analysis of HP's Culture, Politics, Power, and Motivation

This project delves into the intricacies of organizational behaviour, examining how HP's culture, politics, and power influence individual and team behaviour. It explores the application of Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Vroom's Expectancy Theory in motivating employees. The project further analyzes the dynamics of effective and ineffective teams, drawing upon Tuckman's Stages of Group Development and Belbin's Team Roles. It concludes with a critical evaluation of the relevance of team development theories in shaping organizational behaviour.

Organizational Behaviour
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Table of Contents
Introduction................................................................................................................................3
Task 1.........................................................................................................................................3
Task 2.......................................................................................................................................11
Conclusion................................................................................................................................19
Reference..................................................................................................................................21
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Introduction
This project is based on the discussion of organizational behaviour. Organizational behaviour
in an organization is the way through which human communicate with one another. There are
various theories to develop the organizational behaviour. Team work is an important factor to
run an organization effectively. Culture, politics and powers are also three essential elements
of organizational behaviour. In this project, the examples of the companies ‘HP and Mega
Solutions’ have been cited to explain the subjects. It has been shown in this assignment how
the culture, politics and power have helped ‘HP’ to develop its all over performance in the
global market. It has also been shown in the project that how the managers in Mega
Solutions, a software company, have developed the team work in the company. The positive
factors that affect the team work positively and the negative effects that affect team work
negatively have been discussed in this project. Finally, some recommendations for the
improvement of the team work of Mega Solutions have been referred.
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Task 1
1. Critically, analyse how HP’s culture, politics and power would or have influenced the
behaviour of individuals or teams in the organisation.
Company background
The Hewlett- Packard is an American multinational information technology company
headquarter at California in the US. The company deals in computer hardware, computer
software, IT services and IT consulting (Www8.hp.com, 2018). The company was first
founded by William Bill Redington Hewlett and David Packard on 1st January, 1939. HP has
been a leading PC manufacturing company from the year 2007. The company is working all
over the world with its list of HP products. The company is wording presently with about
30,000 employees and presenting host of products - computer software, computer hardware
and other computer products including printers, scanners and others in the international
market. The company innovates continuously its products and services and thus, satisfies its
customers.
Culture, politics and power play important role in the overall performance of an organization.
The culture, power and politics of the company ‘HP’ have helped in the various ways to fetch
the organizational success for a long time.
Culture of the HP
The culture of HP has been a continuous advantage against the challenges faced by its leaders
for a long time. The learning experience from the leaders and managers of the company has
discovered many innovations in the field of innovation of products and services. The
employees have also been appraised and rewarded and thus, they have been motivated to
innovate their ideas. The pioneers of HP have involved the employees in decision making in
the company and thus, the employees have felt that they are the part of the company. The
diverse workforce of HP has given a competitive advantage to the company. Through the
monetary and non-monetary rewards, the employees have been satisfied and developed their
performance. The corporate culture of the leaders has turned the leaders, dreams into reality
through flexibility of the company. The pioneers of HP have cultivated a rich culture in HP
and the employees have developed their behaviour (Bolino et al., 2015). They have learned
how to behave with their colleagues and customers. The leaders have applied different
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behavioural theories such as Trait behavioural theory to form a good culture in the company.
The culture of HP is participative where all the employees are allowed to take part in
decision-making.
Politics of HP
The politics has played a huge role in the decision making and performance of HP. The
pioneers of HP have developed the performance of employees through the culture and
discipline in the company. The discipline in the workplace has developed the performance of
the employees in the company. The politics of the company has kept all the employees under
a pressure and the employees have found the answer they need and thus, they have spent
more time in their work for quality production. The innovation on the part of employees has
taken place.
Power of HP
The leaders have given power to the employees and they have been encouraged to take
decision in the company. The leaders with their power, have guided their subordinates and
rewarded for their good performance (Iqbal et al., 2015). The leaders have supervised the
employees with power. The positive power has highly motivated the employees and
increased the productivity of HP. In the above ways, the culture, politics and the power have
played positive role in HP and increased the productivity of the company in the global
market.
2.Evaluate how Maslow’s or Herzberg’s content theory and Vroom’s process theory of
motivational techniques enable effective achievement of goals in H-P or any
organisation you are familiar with.
Maslow’s Hierarchy of needs theory
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Figure 1: Maslow’s Hierarchy of needs theory
(Source: Ozguner and Ozguner, 2014)
Motivation plays an important role in an organization. There are various types of
motivational theories and the ‘Maslow’s Hierarchy of needs theory’ is one of them that
contributes to the growth of the company ‘HP’. Maslow’s Hierarchy of needs theory is five-
tier human need based theory (Fallatah and Syed, 2018). According to this theory, people in
an organization need to achieve some basic needs and then the employees are tend to achieve
the higher level needs. Thus, an employee goes higher. There are five steps of needs under
this theory – physiological needs, safety needs, need for love and belongingness, esteem
needs and self-actualization needs.
The communication manager of HP, in the first state of the model, has kept the employees
motivated not only through offering competitive salaries and benefits but also he has offered
them other various physiological needs. The pioneers of HP have provided the employees
company car and membership facility to the country clubs. The managers take their
subordinates out for lunch to make them happy and satisfied. Thus, in the first stage of
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theory, the minimum needs of the employees are met and they are encouraged to improve
their performance. The security and safety facilities in the workplace reduce the risk of death
and physical injury (Fute et al., 2015). The workers feel that their risks in the workplace have
been reduced and absenteeism of employees has decreased in the workplace. According to
the third step of theory, the pioneers of HP have conducted various social welfare programs
to take care of the local community and the workers as well. Thus, the social needs of the
employees are fulfilled. In the fourth stage of the theory, the pioneers of the company,
appreciates the employee performance and allow them in decision-making. Thus, the self
esteem of the employees has increased and they have been motivated. According to the final
stage of the theory, the self-actualizing people in the company are self-aware and they are
self-motivated towards their growth. Thus, the Maslow’s Hierarchy of needs theory has been
applied in HP to motivate employees and the employees have achieved organizational goals
that led to the company’s growth of market share and profitability.
Vroom’s Expectancy Theory in HP
Figure 2: Vroom’s Expectancy Theory
(Source: Parijat and Bagga, 2014)
The Vroom’s Expectancy Theory was discovered by Canadian professor, Victor Vroom in
the year 1964. Under the Vroom’s Theory, the efforts, performance and outcomes of the
performance of the employees are separated. The pioneers of HP mainly apply this theory in
the work environment of the company. The steps of the theory are the following:
Expectancy
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In this step, the employees develop their performance with the challenges they meet in their
work field. The pioneers have found out which factor like training, support from supervisor
can help the employees and builds their confidence. The pioneers of HP have given proper
support to the employees who have completed their tasks with necessary skills at the right
time. Thus, the objectives of the company have been met with products and services (Parijat
and Bagga, 2014).
Instrumentality
Under this step, the chiefs of HP have rewarded the employees who have performed
additionally in the company. They have promoted the employees to the higher posts and
rewarded with monetary and non-monetary rewards to perform well (Kiatkawsin and Han,
2017).
Valence
In this step, each employee in HP is distinguished differently with the other employee based
on their own needs (Parijat and Bagga, 2014). For instance, when one employees has been
rewarded with money, the other has been offered days off to be satisfied. In the above ways
the employees have been motivated.
3. Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models. You may
support your points with practical examples, from any organisation you are familiar
with
Behaviour is one of the good qualities in an employee that helps to reform his character and
attitude to his seniors and other colleagues in the organization (Garg and Tiwari, 2015).
Hence, behaviour plays an important role in the company. Through the reformation of
behaviour, a manager can be able to identify the general and social needs of his subordinates
and thus, he can feel how his subordinates can be motivated to his work. The employees in an
organization, through reforming his behaviour, can communicate with his colleagues and
appreciate them in their work also. The behaviour of the individual employees in HP has
helped them to coordinate and cooperate his colleagues and thus, has developed the ultimate
productivity of the company. There are various types of behavioural theories that are
followed in the management of HP and they are the following:
Equity theory
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Equity theory is applied where employees think that their reward are according to their
performance but sometimes, the employees of HP have thought that their rewards are not
equal as compared to the others’ rewards in the company. Employees who feel that they are
treated inequitably put fewer efforts in the work, transfer or quit jobs. The managers in HP
have avoided the negative consequences. They have allocated the rewards properly. The
managers have appraised all the employees fairly and have rewarded them. In this way, they
have made the workplace flexible.
Reinforcement theory
Through reinforcement theory, the pioneers of HP look at the relation between the behaviour
and its consequences. The on-job behaviour of the employees is focused by the pioneers of
the company. Through rewards, the behaviour of the employees is reformed so as to increase
the profitability of the employees. If any employee is not engaged in any improper
behaviour, then he will not experience the consequence. In the third step, sometimes, the ill-
behaved employees are punished through threats, suspension and others to mitigate his
negative consequence of his misbehaviour (Deng et al., 2018). The managers in HP are
careful and they make the wrong doer in the company that if they do any wrong act, then they
will not be rewarded. The managers in HP are always careful that if an employee who is
entitled to reward and does not receive any reward, gets offended on both the manager and
the company. Hence, the managers treat all the employees fairly.
Expectancy-value theory
According to the expectancy value theory, an employee in HP is motivated to perform well
when he or she thinks that his or her efforts will bring forth a good performance appraisal, his
appraisal will lead to the reward of the organization and finally, the reward will satisfy the
employee’s goals. The main theme under expectancy value theory is the relationship
between efforts and performance and finally, the satisfaction of the employees. Thus, in HP
when an employee has high expectancy and his high expectancy is related to his satisfaction,
then he or she is highly motivated. Therefore, the managers in the HP have emphasized the
perception and efforts of the workers and then rewarded them based on their performance
(Lauermann et al., 2017).
4. Critically evaluate the relationship between culture, politics, power and motivation
that enables teams and organisations to succeed, providing justified recommendations.
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You may support your points with examples, from any organisation you are familiar
with.
Culture, politics and power have helped the employees of HG to meet the goals and
objectives of the company through team working. Culture forms the behaviour of the
employees, politics forms some positive disciplines and power allows some efficient leaders
in an organization for working in a team in some effective ways. Culture, politics and power
have influenced positively the team in HG to increase the productivity.
Culture in HP
A healthy organizational culture forms a healthy personality of an individual and a healthy
personality is necessary for the growth of an organization (Alvesson and Sveningsson,
2015). The employees of healthy personality in the HG understand the ethics and values of
their company and hence, they can give a better result than those who have not the
knowledge of ethics and value of their organization. An employee, in HG having knowledge
of ethics respects his or her colleagues add values his or her colleagues’ work. He trusts on
his colleagues. As a result, the loyal employees in HG have realized the needs and
requirements of the customers and the productivity of the company has increased. A good
culture in HP has taught the employees good manner and the employees has learnt to deal
with the customers in proper manner for their satisfaction. The managers, due to the good
culture in HP realize the efficiencies and loopholes and train them to increase their
knowledge and skills. In this way, the skills and knowledge of the employees help to develop
the performance of the employees leading to the productivity of the company. In this way, the
culture of HP, has directly been related to the productivity of the company.
Politics in HP
The politics in the management of HP have created some effective disciplines through which
the employees have been able to work in a discipline manner and thus, increased their
productivity. The managers have clearly states the goals and objectives of the company and
the employees in a disciplined manner have been able to achieve the organizational goals
through their performance (Peters, 2015).
Powers
Finally, some leaders, trough power given to them, have dominated their subordinates and
thus, have made the employees work without indiscipline and absenteeism. The leaders have
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fetched rigidity in the company and the employees have been regular and disciplined in their
own job roles. In the above ways, culture, politics and powers have increased the productivity
of the company (Fawcett, L., 2015).
The following are the recommendations for further development to increase the productivity
of HP:
 The managers should explain their subordinates the goals and objectives of the
company so that in the near future, they can design their job roles to optimize their
performance in team.
 The communication among the employees should be more technical so that they can
share their own views and thus, they can work more effectively in the team.
 Cultural programs in the company should be conducted to develop the culture in a
team. Through these cultural programs, the managers will also gain knowledge.
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Task 2
4. Explain what makes an effective team as opposed to an ineffective team in an
organisation.
Define a team
Team: Basically, a team is a group of people where they work together to perform their work
independently and efficiently to achieve same goal (Davis, 2017). Cooperation in a team is
urgent for the success of the organization. The team members work in a team in such a
manner that each member in a team is equally responsible for the performance of the entire
team. There are various factors that may increase the efficiency of the organization like Mega
Solutions. They are the following:
Points of effectiveness:
Clear objectives: The managers in Mega Solutions should make the team members
understand the goals and objectives of the company clearly so that they can perform their
tasks effectively and efficiently in the organization. Without the clear picture of goals and
objectives, the employee in a group cannot work effectively.
Good communication: The team leaders should look into the matter so that there should be
proper communication among the team members and they can share the view among
themselves. Thus, the innovation of software will take place in the company and the
productivity of the company will increase (Gable and Sharp, 2016).
Proper leadership: the pioneers of the Mega Solutions should appoint skilful leader to guide
his or her team members. The leader should give proper training to the team members so that
they can perform their task skilfully. When the conflicts arise in the company, the leader
should come forward and resolve the issues to make them cooperative.
Support from the leasers: The team members of Mega Solutions should get adequate
support and the cooperation from their leader. Whenever any problem arises in the company,
the leaders should resolve the matter and encourage the team members.
Training and development: Training and development program are necessary to make the
employees skill and competent. The team members should be give training to know the
products and service of the company so that they can answer the customers whenever
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necessary. Apart from the above the team members should be given some tips to manage the
situation at the time of conflicts among themselves.
Points of ineffectiveness
Lack of trusts: Trusts among the team members is one of the common elements for a good
team building. The leaders of Mega Solutions should look into the matter so that the team
members have trust among themselves and cooperate themselves in times of need (Svalestuen
et al., 2015).
Lack of regular follow up: Lack of regular follow up on the part of the leader can reduce the
performance of the team members. Hence, the team leader of Mega Solutions should follow
up regularly to look into the matter that the performance of team members is in a good
position.
Lack of openness: Lack of openness in a team between the team members and the leaders
can break the relationship in a team. The team members and the leader of Mega Solutions
should be open in every matter in their workplace so that the team members can discuss their
problem clearly.
Lack of motivation: The leader of Mega Solutions should always motivate the team
members to fetch innovation in his or her team and increase their performance in the
company. In case of lack of motivation, the performance can be poor leading to non-
productivity of the company.
1. Analyse relevant team and group development theories to support the development of
dynamic cooperation.
For every organisation, it is necessary to build a team with an efficient and effective medium
of communication and along with this there needs to a cooperative environment among the
team members (Forsyth 2018). This approach is necessary in order to have an unblemished
work setting and thus better business process.
Bruce Tuckman, a renowned psychologist presented a theory in the year 1965, which can be
related to in order to determine the idea of growth and development of a dynamic and vibrant
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cooperation. The Tuckman theory presents four stages of development of dynamic
cooperation.
This theory can determine the quality of cooperation among the employees of Mega solutions
in order to develop the cooperative spirit and communication among the employees of the
system (Seck and Helton 2014). The timeline and stages of the theory is evaluated below:
Figure 1: Tuckman theory
Source: (Seck and Helton 2014)
Forming: This is the initial stage where the there is no pessimistic change in behaviour of the
employees. Almost all the team members and employees are civil and respectful towards
each other. The idea is that in the initial stage focuses on cooperation and better
communication among the employees of Mega solutions (Seck and Helton 2014).
Storming: The next step is the storming stage, here the concerned team ram against the
precincts. Storming phase initiates when there is a sense of conflict among the employees and
team members. According to the theory, many teams fail to perform according at this slab.
Storming can also occur because off a challenging employee or disrespectful and stringent
authority and executives. There is an overlap of time between storming and the very next
norming stage. Mega Solutions will also witness the presented stage and it is necessary for
the company for better relationship among the employees.
Norming: This is the next step after the storming stage, in this, stage there is a sense of
optimism among the employees and team members. The employees look forward towards
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resolving the problems and sentimental setbacks. In this phase, the team members present a
better and transparent medium of communication among themselves. The employees of Mega
Solutions get to know each other and there is advancement of the overall progress of the
team.
Performing Stage: It takes a lot of time before the team proceeds towards the performing
stage, here hard work, just relationships, better quality of the work and better medium of
cooperation and communication among the team members and employees. Here the leader of
Mega Solutions has a lot to perform for better business process (Seck and Helton 2014).
Belbin’s Theory: Another theory that can be utilized in order to determine the idea of
teamwork. Dr. Meredith Belbin has presented the idea of diverse roles of a team.
Figure 2: Belbin’s theory
Source: (Twardochleb 2017)
The roles that are action oriented include:
Sharper: These people are the backbone of the team. They are vibrant, extrovert and are
there to solve issues and queries (Twardochleb 2017).
Implementer: These people are there to implement ideas and strategies with a more realistic
approach.
Completer: Completer or Finisher are the ones in a team who look into the matter that the
concerned projects are completed.
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The roles that are more people oriented include:
Coordinator: Team coordinators are the leaders of the team. All the process is scrutinized by
the coordinator.
Team worker and resource investigator: Team workers are the ones who offer assistance
and support to the members in order to enhance the progress. Resource investigators are the
ones who present ideas and works on the marketing framework and the area necessary for
resources (Twardochleb 2017).
The roles that are thought oriented include:
Plant, specialist and evaluator: the plant creates new ideas and strategies. The monitor or
evaluator analyzes the ideas presented by the plant. Specialists are the ones who have a clear
and stern idea of the main theme and necessary information regarding the concerned project.
Mega companies can implement the structured idea of the roles of different members of a
team for better development of the team and the thus better business process (Northouse
2018).
2. Apply concepts and philosophies of organisational behaviour within an
organisational context and a given business situation.
In order to determine the idea of organisational behaviour of Mega Solutions, there are
certain strategies, ideas and philosophies, which can be utilised. In this report, the path goal
leadership theory and the contingency theory has been utilized.
Path-Goal leadership theory: The Path-goal theory focuses on the methods and
characteristics of a leader, which best fits with the work setting and the employees.
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Figure 3: Path goal theory
Source: (Jenkins 2015)
Mega Solutions can implement the idea of the path goal theory for better and simpler
relationship among the employees and the leader. In order to implement this theory the first
and foremost idea is to analyze and evaluate the characteristics of the concerned work setting
of Mega Solutions. Along with this the behaviour, nature and parameters that affect the
employees are also considered. It is necessary to evaluate the idea and characteristics of the
work setting in order to determine the overall business process (Jenkins 2015).
The next step is to determine a particular style of leadership in order to initiate proper
functioning. The next step is to determine the necessary factors by which the motivation,
effectiveness and efficiency of the employees and staffs can be enhanced and improved. It is
necessary to determine the method and style of leadership quality in order to structure the
policies and functions of the overall business process (Jenkins 2015).
Contingency theory: Psychologist Fred Edward Fiedler had presented the contingency
theory with respect to organisational behaviour. The primary idea of contingency theory is to
focus on the necessity of both the characteristics and traits of a leader along with the
environment where the leader functions (Boer et al., 2017). According to this theory, which
Mega Solutions can implement are two specified approaches and techniques of leadership.
Mega Solutions can implement one of the two leadership approaches, the task-motivated and
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correlation and bond motivated leadership. There are certain parameters that need to be
addressed while determining the leadership style. The most important factor that is
considered here are the dependent and independent variables and parameters.
The idea of Contingency theory focuses on the characteristics and traits of a leader and the
necessity of a leader in a business process. Mega Solutions needs to implement the idea of
this theory in order to determine the effectiveness of a leader and the qualities the leader
should possess so that the team can be handled properly and better assistance and support can
be provided to the team (Boer et al., 2017).
3. Explore and evaluate how concepts and philosophies of OB inform and influence
behaviour in both a positive and negative way.
The idea of Path goal theory focuses on the idea of the necessary factors and characteristics
that determine the overall business scenario. The idea of the path goal theory is to focus on
the necessary parameters, which will amplify the business process and functions. The path
goal theory links the characteristics and features that an employee needs to have and the
presented set of goals and ideas. In this theory, the external and internal environment of the
system is analysed and the necessary characteristics and traits of an employee is considered.
It is mandatory to focus on the traits and characteristics of an employee to calculate the
impact it will have on the business process. Along with this, a particular leadership
methodology is presented for monitoring and handling the team (Jenkins 2015). It is
necessary to have a capable leader in order to support and assist the team members when
necessary and the leader needs to focus on the parameters that is necessary in order to
motivate and encourage the customers. However, there are certain drawbacks of the path goal
theory. The advantages and disadvantages of the path goal theory is mentioned below:
Advantages: The most important factor of this theory is its agility and flexibility. Along with
this, the strategy is quite effective for situations where there is shortage of time. The most
important factor is that the structure of the theory is transparent and simplified. Thus it is
easier to comprehend and implement.
Disadvantages: The most notable drawback of the path goal theory is the theory is dependent
on the leader. If there are situations where the leader is incapable to perform his or her duties
then the overall business process and the compatibility or cooperation among the team
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members is compromised. If there is no rational decision making process by the leadership,
the employees and team members will be unable to perform properly and thus the overall
business process will be hampered (Jenkins 2015).
As for contingency theory, the primary idea of this theory minutely scrutinizes the concept
and idea of leadership. The contingency theory focuses on the personality, characteristics and
traits of a leader. The theory dictates that leadership is the principle determinant of the team
process and the overall business output. According to this theory, there are two approaches of
leadership. The task motivated and relationship with the employees motivated approach. The
task-motivated approach of leadership focuses on the gravity and necessity of the task and the
duties, process work and functions of the management and the leadership revolve around the
work setting and the tasks and processes of the team and the company. Relationship
motivated approach of leadership focuses on the behaviour and relationship of the leader with
the employees (Boer et al., 2017).
Advantages: The contingency theory is more flexible and swift compared to other theories.
Along with this theory focuses on the relationship of the leadership with the subordinates, the
staffs and the employees.
Disadvantages: The most prominent disadvantage of the contingency theory is the complex
and intricate nature of the theory. It is difficult at times to implement the theory because a
more transparent theory is needed which can be easier to implement. A more realistic
approach is necessary while implementing the strategies presented in the theory.
4. Critically analyse and evaluate the relevance of team development theories in context
of organisational behaviour concepts and philosophies that influence behaviour in the
work place.
The Tuckman’s theory morphologically determines the steps and processes necessary while
dealing with teamwork. The teamwork theory presented by Tuckman presented a set of five
steps, which determines the overall growth, and development of a team. Mega Solutions can
implement the idea of teamwork theory because the theory is presented on a more realistic
and rational approach. The psychological evaluation of the overall process explains the
necessity and characterises that needs to focus on for development of teamwork. The first
step is the forming process where the employees get to know each other and the quality of
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cooperation among the members is commendable with respect to the tasks. Mega Solutions
needs to address the systematic analysis in order to determine the development process of the
team. The storming stage includes the lack of cooperation, disruption and miscommunication
among the employees and the between the team members and the management. The next step
is the norming stage where the cooperation resumes eventually. The employees start to focus
on the work, the medium of communication becomes transparent and easy. The next step is
the performing stage where the team members and the employees start to focus on the work.
They perform their functions and thus the teamwork quality is enhanced.
Mega Solutions can take reference from this idea because the theory presents a rather realistic
approach. Since, the theory evaluates the growth and developmental process psychologically;
the company can implement the idea for enhancing the effectiveness and efficiency of the
team which eventually will amplify the business process.
The Belbin model and theory presents nine roles t hat comprises a team. The theory divides
the roles and responsibilities into three sectors, the roles and responsibilities that are action
oriented, the roles that are populace oriented and the thought-oriented roles and
responsibilities. The action-oriented roles include the shaper, whose function is to focus on
the improvement of the team and the overall process. The implementer focuses on the
strategy necessary for completing the tasks presented (Twardochleb 2017).
The finisher completes the task provided. As for the People-oriented roles and
responsibilities, the principle role in a team is of the coordinator, a coordinator focuses on the
coordination and leadership who is there to guide the team. The team worker focuses on
providing enthusiasm and motivation to the team members and the employees. The resource
investigator presents fresh and distinct ideas that can be incorporated in the project. As for the
thought-oriented roles, the plant is the content creator of the team, the monitor or the
evaluator monitors and evaluates the ideas that are presented by the plant. The specialist of a
team is the one who is capable of understanding the principle aim and objective of the project
a particular team is concerned with ( Twardochleb 2017).
Mega Solutions can implement the idea because the theory critically segregates the different
roles that a team should focus on and how the company can present a strategy of distributing
roles among the employees for a transparent medium of communication and better
functioning of the business process.
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Conclusion
Organization behaviour is one of the important elements for the development of the
performance in a company. There are various theories for the development of organizational
theories. Culture, power and politics also influence an organization positively to develop the
performance of the team members in a company. Culture through various ways, develop the
behaviour and performance of the employees in a company. The examples of ‘HP’ a software
company and ‘Mega Solutions’ also of a software company have been cited in this chapter.
Team work has also a great influence in the development of the performance of the team
leaders. It has been shown in this chapter that how the culture, power and politics of ‘HP’
have influenced the performance of the company in the global market. It has also been shown
in the chapter how the managers of Mega Solutions, through team work, have increased the
performance of the company. Finally, some recommendations have been referred for the
development of team work in Mega Solutions.
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