Influence of Organisational Culture, Politics, and Power on Individual and Team Behaviour and Performance

Part : Organisational Cultures
and Workforce Motivation;
Part2: Team Dynamics and
Organisational Behaviours

Table of Contents
INTRODUCTION...........................................................................................................................1
Part 1................................................................................................................................................1
Task 1...............................................................................................................................................1
P1. Determine how organisational culture politics and power influence impact on individual
and team behaviour performance................................................................................................1
M1:Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance........................................................................5
Task 2...............................................................................................................................................5
P2. Discuss Content and process theories of motivation and techniques...................................5
Task 3. .............................................................................................................................................8
P3. Role of effective and ineffective team of objectives............................................................8
M3: Analyse relevant team and group development theories to support the development of
dynamic co-operation................................................................................................................10
Task 4.............................................................................................................................................11
P4: Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation. ......................................................................................1
M4: Justify and evaluate a range of concepts and philosophies in how they inform and
influence behaviour in both positive and negative ways............................................................3
D2: Critically analyse and evaluate the relevance of team development theories in the context
of OB concepts and philosophies that influence behaviour in the workplace............................3
CONCLUSION ...............................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Organisation Behaviour is emphasis about to study for individual or team behaviour that
majorly suitable for organisation aspects that creates and maintain proper discipline positive
environment (Odor, 2018). It is part of human resource management study which determines the
impact on job performance, structure along with motivation that allows better leadership for
enhance systematic workforce behaviour must suits within their job role or duties.
In this report, company is selects as The Royal Dutch Shell where it commonly is refer
Shell, it is a British Dutch multinational oil and gas where the main headquarter of company is
situated in Hague, Netherlands but having incorporated in United Kingdom as public limited
company. The Shell venture is generates overall revenue as $344.9 billions with having 83,000
employees where they actively works internationally (NARAYAN and RAMU, 2018). By
covering topics in report to highlight towards relationship of organisational. Therefore,
analysation about content and process theory of motivation along with differences between
effective and ineffective teams. Further, addition is required towards study the organisation
behaviour by relates with philosophies and applications.
Part 1
Task 1.
P1. Determine how organisational culture politics and power influence impact on individual and
team behaviour performance.
The business organisation having ascertain their success and growth in the marketplace
through impact culture, power, politics in performances as well as behaviour for individual and
team member of particular organisation. This impact is majorly highlight better productivity that
highly creates towards for attaining positive outcomes. Through organisation culture is mainly
refers about certain systems and core culture which particular organisation is must consider in
business performance determined. Therefore, it defines towards any firms into parties or various
procedures through better interest group as well as non governmental etc. It creates negatively
influence the operational activities and complicated towards better performance for long term
survive in kind of surroundings. In following, there is analysis of culture, politics and power in

detailed way of manner for Royal Dutch Shell company context to highlight their impact of
workforce performances.
Organisational Culture: This guide to pursuing constant base working activities in
compliance manner for reduce towards workforce turnover mechanism along with lends towards
social impact as performance United Kingdom base business for this it creates impact of staff
member. The effective of positive way of culture that creates in Royal Dutch Shell company
performance and behaviour towards internal and external purpose (Hampden-Turner and
Trompenaars, 2020). Moreover, organisation culture is comprising culture that mainly assistance
in developing employees within interest and healthy developing good relationship within each
other. Therefore to understand impact of culture which is understand through Handy's typology
theory can be considered as below:
According to the Charles Handy Typology theory is major kind where culture are
highlight in terms of Royal Dutch Shell venture organisation:
• Power Culture: As per this culture refers about to refers as some individual where power
is having more sustained through highlight form of decisions. This involves several rules
and principles which is constructed by higher authority where they shifted in regarding
administration. Through workers of Royal Dutch Shell company having an autonomy to
better describes their opinion where views are currently follows the guidelines and work
related guidance on creative manner.
• Task Culture: This is to form where organisation that highly involves to having clear
aiming to accomplish better aims and objectives to resolve difficulties and issues (Bailey,
Benson and Bruner,, 2019). By according impact on team member in equal way to leads
the task as well as performance as per compliance creative way.
• Person Culture: This is concerned where on single person that related towards instead
where entire organisation as Royal Dutch Shell venture is having professional manner
where employees get to trained towards self directed better performance through work in
which they assort enough competency.
• Role Culture: According to this culture, it mainly refers about performance which
individual person or employee is having role to implement in particular task that attain
towards jobs responsibilities. They need to assort for their qualification, interest, skills as