Organizational Behaviour: Analysis of Shell Plc's Culture, Politics, Power, Motivation and Team Development Theories

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................2
P1 Analysis of organization culture, politics and power influence on Shell Plc individual team
behaviour as well as performance................................................................................................2
M1................................................................................................................................................3
D1................................................................................................................................................4
P2 Evaluation of content, process theory of motivation and motivational techniques enabling
goal achievement in Shell Plc......................................................................................................4
M2................................................................................................................................................6
REFLECTIVE STATEMENT.........................................................................................................6
P3 Effective team vs ineffective team.........................................................................................6
M3 Analysis of team & group development theories supporting dynamic cooperation.............7
P4 Application of concepts & philosophies of OB......................................................................8
M4................................................................................................................................................9
D2................................................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Organization behaviour means the attitude and mindset of people while interacting with a
group in an attempt to make businesses more successful (Buchanan and Huczynski, 2019). The
present report will be based of multinational organization such as Shell Plc which is British
multinational oil and gas organization having headquarter in London, England. The present
report will critically analyse how Shell Plc organization culture, politics and power has influence
individual as well as team member. Further, the report will also critically evaluate the content
and process theories of motivation along with motivational techniques impact on effective
achievement of organizational goals with examples. Lastly, the assignment will also include
reflective statement which will cover effective and ineffective team differences as well as the
concepts & philosophies of organizational behaviour within context of Shell Plc using
appropriate examples.
P1 Analysis of organization culture, politics and power influence on Shell Plc individual team
behaviour as well as performance
Organization Culture: This is one of the internal factors of organization which includes
the organization’s expectation, beliefs, experiences as well as the values in order to guide
employee behaviour and create positive workplace environment. Shell Plc can adopt the
following organization culture as per Handy’s Model with the aim of positively influencing the
individual and team behaviour & performance:
Power Culture: This is type of organization culture in which power remain in the hand of
leaders and take decision according to their judgement (Fauzi, Anindita and Kusumapradja,
2021). For example, Shell Plc can adopt this culture in the critical situation where the company is
required to make fast decision without involving employees in decision making process.
Task Culture: This is another type of organization culture under which organization can
divide groups into teams as per individual capabilities and skills. For example, if Shell Plc wants
to achieve its vision and wants team to achieve their targets on time than they can opt for this
type of culture.
Person Culture: The person culture means the culture of company where individual is
more important than company. For example, Shell Plc should not opt for this organization
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culture as it creates conflict among the employees and decrease their efficiency because of
considering them unique and superior to company.
Role Culture: Under role culture, the management assign roles a responsibility of
employees as per their skills and experience. For example, Shell Plc can use this type of culture
to increase profitability, shareholders return as this is best for maximising the proper utilization
of resources.
Organization Politics: Workplace politics has a major influence over the performance of
individual and team of organization. There are basically two phase or type of organizational
politics which have to be understand by Shel Plc such as positive and negative. The positive
phase of politics means each employee and team are equally treated within the organization in
order to keep their encouraged and motivated (Clegg, Pitsis and Mount, 2021). While on the
other hand, negative phase of politics demotivates the employees as in this partiality and unequal
treatment has been done with the workforce. For example, if Shell Plc really wants to achieve its
vision & mission of gaining higher market share than they should build positive politics within
the organization.
Organization Power: The power of organization is also one of the internal factors that
influence individual and team performance of company. There are two main type of organization
power such as Legitimacy and reward power. Legitimacy power is the power in which manager
and CEO uses their position to make others complaints. It can be contravened as this might
create issue of contradicting directives. On the other hand, the reward power includes incentives
to employees (Priyankara and et.al., 2018). The best example of reward power is Starbucks
which provide promotion, incentive etc. their employees for doing their job well. Thus, it is
advisable to Shell Plc as well that they should also opt for the reward power where each
individual and teams are awarded in both monetary and respect for their best performance rather
than shaming them for bad performance.
M1
The culture, power and politics of Shell Plc have a direct impact over the performance and
behaviour of individual and teams. Thus, it is advised to management of Shell Plc that they
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