Influence of Organizational Politics, Culture, and Power on Team and Individual Behavior and Performance

This study explores the impact of organizational politics, culture, and power on team and individual behavior and performance. It critically analyzes the relationship between power, culture, and politics in Sainsbury and their influence on performance and behavior. It also examines the use of motivational models and concepts to influence behavior in Sainsbury.

Unit 12 Organisational
Behaviour

Table of Contents
Unit 12 Organisational Behaviour.........................................................................................................1
INTRODUCTION.................................................................................................................................2
LO1.......................................................................................................................................................2
P1 Influence of organizational politics, culture and power on team and individual behaviour and
performance.......................................................................................................................................2
M1 Critically analyse how power, culture and politics of Sainsbury influence individual and team
performance and behaviours..............................................................................................................4
LO 2......................................................................................................................................................5
P2 How content and process theories of motivation and techniques of inspiration enable
achievement of aims in Sainsbury context.........................................................................................5
M2 Influence behaviour of others through efficient application of behavioural motivational
concepts and models as well as theories............................................................................................8
D1......................................................................................................................................................8
LO3.......................................................................................................................................................8
M3 Analyse relevant group and team development theories to aid development of dynamic co-
operation..........................................................................................................................................10
LO 4....................................................................................................................................................10
P4 Application of philosophies and concepts of organizational behaviour within Sainsbury context
.........................................................................................................................................................10
M4 Justify and examine range of philosophies and concepts that influence and inform behaviour in
negative and positive manner..........................................................................................................12
D2....................................................................................................................................................12
CONCLUSION...................................................................................................................................12
REFERENCES....................................................................................................................................14

INTRODUCTION
Organizational behaviour can be defined as application and study of knowledge about
human attitude and nature related to other factors of a company such as social systems,
technology and structure. It affect on productivity and performance of workers as well as
other stakeholders of companies. The current study will be based on Sainsbury, which fall
under list of the most popular supermarket chains in the UK; it is 2nd most famous
supermarket in nation. This assignment will explain how company power, politics and culture
can impact team and individual behaviour and performance and critically evaluate relations
between all elements and motivation that make teams and business able to succeed.
It will justify contribution of content and process models or theories in achievement
of organizational goals and also demonstrate understanding about what makes an effective
group as opposed to ineffective one. Moreover, this study will critically examine how firm
influence behaviour of other by applying motivational models. Furthermore, this report will
clarify philosophies and concepts of organizational behaviour within firm context and given
business situation.
LO1
P1 Influence of organizational politics, culture and power on team and individual behaviour
and performance
Team and individual performance help to increasing operational efficiency of
company and productivity level as well in effective manner. When group of people perform
effectively within Sainsbury they can aid to enhance performance level of business. It can be
said that there are some internal factors such as power, politics and culture are accessible in
firm that can impact on behaviour and performance of team & individual.
Handy’s Typology-
Handy’s organizational culture model is one of the best concepts that a company can
use to identify the impact of their culture on individual and team performance as well as
behaviour. This model is consisting of four different types of cultures.
Power culture-

In this type of culture, decision making power is held by few people in Sainsbury
whose influence spreads throughout business when individual use their power fairly while
appraising workers performance and hard work (Maru and Michael, K., 2017). It influences
individual and team performance as well as their reaction in positive way.
Role culture-
Company with this culture is bases on rules; team members and individual worker are
highly managed with everyone in firm knowing what their roles and accountabilities are
(Camps and et.al., 2016). This type of culture put positive impact on performance and
behaviour of individual & unit, when seniors according to their role take right decision
without making any differences in context of solving issues at workplace.
Task culture-
This culture forms when groups in Sainsbury can divided to address specific issue or
to get success in project (Chiniara and Bentein, 2018). It affects behaviour and performance
of both parties in positive manner because task to team and individual can be allotting base
on their skills and abilities. It allows everyone to feel positive and productive at workplace as
this type of culture in company can definitely enhance performance of staff.
Person culture-
Along with above culture, person culture also influence in context of team and
individual performance and behaviour, but in negative manner. When individual & group
only think about own work without helping and supporting other people, it impact negatively
on each workers performance and they get demotivated which is actually not good for growth
of Sainsbury and its brand image in market.
French and Bertram power types-
Legitimate-
This kind of power is unstable and unexpected, it comes from belief that manager or
leader in Sainsbury has formal right to take decisions and to be obedient. Use of decision
making power in fair way can effectively increase performance level and enhance behaviour
of team and individual towards their work and other people positively.
Reward-

It outcome from one worker ability, either in a team and individual to compensate
another for compliance (Kovach, 2020). For example, when leader recognize and select
skilled applicant at workplace and manager take decision to reward them without any
favouritism, it can influence group and worker performance and behaviour positively as they
feel highly encourage by fair judgement and power use.
Expert-
This power is based on an individual high level of knowledge and skill. When leader
or manager in Sainsbury can utilize this power in term of providing appropriate directions
team and individual they can contribute effectively in increasing performance and sales.
When senior have right talent and abilities that allow them to comprehend situations, suggest
solutions and utilize solid decision and usually outperform others, each workers can listen to
them and respect what leader say.
Referent-
This power comes from one person respecting and liking another at workplace. When
leader and management consider need of team member and individual worker. Each applicant
would like them and respect what they said, it helps to enhance performance level and cerate
positive culture and develop same behaviour in workplace, which is quite beneficial for
Sainsbury.
Coercive-
Source of this power is problematic, it can cause resentment and dissatisfaction
among teams and individual it’s applied to (Bailo, 2017). Punishment and threats are the
main tools or sources of coercive power that influence team and individual behaviour &
performance negatively, because most people do not like any kind of punishment as it impact
on their behaviour and performance.
Impact of organizational politics-
Apart from organizational culture and behaviour, politics is another essential element
that influences team as well as individual behaviour which turn into decreasing performance
level. For example, politics in Sainsbury can affects negatively on workers abilities even they
work in team or individually, decision because in context of appraisal and rewards taken
unfairly.

M1 Critically analysis in context power, culture and politics in company influence individual
and team performance and behaviours
Organizational power, politics and culture within Sainsbury can influence team &
individual performance and behaviour positively because leaders and seniors use their power
without making differences while planning growth programmes of workers and rewarding
them. They control each and everything, effectively and efficiently which is quite beneficial
for firm in term of increasing performance and productivity of team members as well as
business and maximizing profitability. Despite of benefit, when manager use his or her power
to support favourite applicant, it impact on both parties performance in negative manner.
LO 2
P2 Content and process theories of motivation and techniques of inspiration allow
achievement of aims in company
Motivation is important component of long term success and growth of any firm; it
includes cognitive, social, biological and emotional forces that activate behaviour (Staniewski
and Awruk, 2019). It is one of the most effective elements that Sainsbury and its management
can use to set and achieve objective of business. It is an internal procedure that drives each
applicant towards accomplishing their work and achieving goals and objectives. Some of
useful types of motivation are as follows; affiliation, achievement, appraisal and incentive
motivation. In business world, there are different kinds of models accessible that define
different types of staff motivation methods or ways. Sainsbury can utilize content & process
theories, which are quite beneficial for them in term of increasing performance and
eliminating absenteeism.
Maslow’s Hierarchy of needs-
Physiological needs-
These needs are most likely clearly apparent; include things that are essential for
survival of each applicants who are working within Sainsbury. Some examples of this need
include food, water and shelter. When manager consider food and shelter needs of staff and
then make plan to provide all facilities accordingly, it helps to enhance performance and
motivational level in effective manner (Fallatah and Syed, 2018.).
Safety and security needs-

Second phase of this motivational concept is as important as above one. At this level,
needs for safety and security of workers become main concern of management and leaders
within Sainsbury. By providing financial security like PF as well as workplace safety against
injury or any accidental cases, manager can increase morale of staff and through this way
they can motivate them, which is quite beneficial for company in term of retaining skilled
applicants with business.
Figure 1Maslow’s Hierarchy of needs
(Source: The 5 Levels of Maslow's Hierarchy of Needs, 2020)
Social needs-
After passing above two stages of Maslow’s model, manager or leader can move up to
third stage that also drives them towards enhancing productivity and performance of workers
as well as firm (Shahrawat and Shahrawat, 2017). For instance, leader by working with staff
and taking their suggestions, they can let them feel as important part of company or key
stakeholder.

Esteem needs-
It is the fourth stage of model which describes need for respect and appreciation. By
respecting and appreciating hard work of each employee, manager and other senior can make
people capable to work with Sainsbury for long term.
Self actualization needs-
After passing above four phases, manager moves to final one where each employee
has high motivation level. This kind of individual are self aware, less concerned with
recommendations and opinions of others, concerned with personal and professional growth
and are interested in fulfilling their potential. It can be said that within Sainsbury,
management can use the best motivation technique. For example, manager by working
together identify needs for growth and career success and then provide incentives in form of
reward which turn into increased profit margin and creating positive environment at
workplace.
Vroom Expectancy motivation theory-
Expectancy-
Within Sainsbury supermarket, each worker expects from senior authority and
management about rewards and incentives in exchange of hard work they do in workplace for
making aims and objectives of company fulfill. When expectations of workers are effectively
fulfilled they can perform much better than before and feel motivate.
Instrumentality-
Other sources of staff motivation in chosen company are trust, transparency and
understanding between workers and their seniors. When leader encourage people to take part
in decision making they can drive workers towards productivity and allow all of them to feel
as part of company. This type of motivation can effectively enhance performance and retain
knowledgeable individual within firm forever.
Valence-
It is the last element of Vroom motivational concept that influence on workers
motivation level within organization in ethical manner. Instead of money, when leader

motivate workers by understanding their needs and solving issues, employee value these
attempts and it can encourage them to work better.
Motivational techniques and methods-
Motivation is one of the most essential and key source of leader and manager that
they can use to improve performance and efficiency of workers which is actually very
important for growth of Sainsbury within supermarket retail industry. Management can
consider and then use range of motivational approaches such as incentives (Lazear, 2018). It
is the best way through which leader and manager can motivate staff and enhance their
performance level. Furthermore, along with above method or technique, management can
find out other ways to inspire people. They can encourage each and every one from all
departments to participate in process decision making by sharing own point of view and
innovative ideas that can be used to generate revenue, increase profitability and satisfy
consumers. These two methods work magically and effectively in context of business as well
as workers.
M2 Use of behavioural motivation models and concepts to Influence behaviour of others in
Sainsbury
It can be said that manager, leader in Sainsbury supermarket while operating their
business successful can gain attention of new workers and retain existing one in systematic
and effective manner. It is possible by following and using the principles or ways of
motivational theories such as Maslow hierarchy of needs and Vroom expectancy motivation
model. It analyse that by using all above methods and techniques of motivation leader can
build creative and positive working environment around work area that effectively influence
other behaviour.
D1 Critical evaluation in context of relation between power, culture, and politics &
motivation that makes team and companies to succeed
It has been critically evaluated that organization culture, politics and power has
strongly related with each other. All these components and factors effectively influenced
team performance and other in positive manner. It allows people to work appropriately and
achieve objectives of Sainsbury. Furthermore, it can be said that motivation always work in
context of organizational benefits because when people are motivated in workplace they can
perform better and always ready to contribute in complex situations. In order to improve

performance of staff and motivate them, leader should listen what workers try to say and
encourage them to share thoughts with team mates.
LO3
P3 Ineffective team and effective team fundamentals
Effective teams and ineffective teams are highly different from each other where it
can be understood that there are various paradigms where their efficiency levels are low and
varied pertaining onto larger goals working avenues. The major differences within effective
and ineffective teams based on which Sainsbury working goals are framed can be analysed
onto how their performance metrics are developed further (James, 2017).
INEFFECTIVE TEAMS EFFECTIVE TEAMS
Ineffective teams are highly lacking in
effective skills of working with innovation
and new working effective paradigms where
there are major factors where employees are
not able to engage in new working goals
among working in teams where they lack
direction also.
Sainsbury being one of the best retail
company focuses onto maintaining effective
teams within departments working avenues
where major factors such as wide range of
determinants and wide synergy of innovation
work as strength, asset for company to reach
onto higher working factors of larger new
working scenario of profitability.
Ineffective teams are unable to deliver new
fundamentals for working with wide new
ideas synergy, creative working strengths and
higher functional advancement which
reduces positive impact within team
performance levels.
The effective teams work as great factor of
advantage and strength for Sainsbury as they
are fast active towards targets completion
parameters where focus and synergy for
gaining new business innovation is also
larger as compared to ineffective teams.
Ineffective teams also lack learning
potentialities of new skills and practices
where new working ideas and procedures are
unable to be delivered from training sessions,
whereas the effective teams on other hand are
actively focusing to learn dynamic skills
 There is also recognition and
motivation factor evolving within effective
team working parameters where factors of
innovation is huge and also employees are
technically functioning with wide research
practices also, for enabling Sainsbury

from various training sessions. progression further within business scenario.
M3 Analyse relevant group and team development theories to aid development of dynamic
co-operation
It has been analysed that Tuck man team development theory effectively support in
development of effective team and also contribute in achievement of Sainsbury objectives
that is really very essential. With the help of considering and following as well as
implementing principles of this theory leader and manager in supermarket developing a team
with skilled applicants who work effectively and productively without making any type of
mistakes like ineffective team can do. With experienced and skilled workers company can
reach at international level where its competitors attempt to reach.
Tuck man model team development model
The Tuckman team development model has been recognised as one of the best
working team developing model which enables in establishing best working parameters for
all employees within teams in Sainsbury where goal for gaining wider innovation and
diversity can be understood within all steps, which are as follows (McShane, Olekalns, and
Martin,2018).
 Forming: At this first stage team employees are analysed based on their skills,
talents and working goals where forming of teams is done to enable working avenues to be
highly effectively framed. It can be understood that forming functionally enables to get
stronger synergy of innovation framed within business.
 Storming: At this step of team development new ideas are generated functionally
with new ideas and parameters explored onto larger scenarios of creativity and innovative
fundamentals worked on.
 Norming: Clear roles and facilitation of roles are highly active within this step where
working focus is pertained onto factors of wide determinants, higher functional advancement
which enhances new working goals.
 Performing: Clear vision, purpose and goals are finalised within this step where all
employees are motivated to work for the set standards. Adjourning : The last phase of Tuck man team development theory is adjourning. In
this stage, most of group’s aims have been accomplished within company after passing above

stages. Emphasis is on finishing up final activities and documenting attempt and outcomes.
As work load is accomplished, individual workers may be reassigned to other groups, and
units disband. Manager after completing work and obtaining desire results arrange small
celebration that can be helpful and work effectively.
It can be said that above model help to make an effective team at workplace that play
vital role in success and growth of company even better.
LO 4
P4 Application of philosophies and concepts of organizational behaviour within Sainsbury
context
Path goal theory-
This model is a concept based on specifying effective leadership styles and
behaviours that can best fits workers and working environment within Sainsbury in order to
obtain desire outcomes and achieve set aims and objectives of company (Farhan, 2018.). It
consists of four path goal kinds of leader’s behaviour and styles, following are;
Directive leadership-
When leaders in firm can inform their workers on what is expected from them such as
telling applicants what to do and how to accomplish day to day work can lead to improve
performance of staff in effective manner.
Supportive leadership-
Leader in Sainsbury with this type of behaviour or style can effectively improve
workers performance and enhance motivational level rather than last few months. For
example, leader can make work easier and pleasant for employees by showing little bit
concern for them and by being approachable and friendly, it can work efficiently in regard to
performance management and productivity.
Participative leadership-
It consider as one of the best leadership or leader behaviour because participative
leader always motivate staff by taking part in their work and guiding them during overall
process, till when results would not be gained. For instance, Leader can work even better in

Sainsbury to improve performance of workers by consulting with them before making any
decision on how to proceed further.
Achievement-
Supervisors and leader can set challenging aims for workers, expects them to work at
their highest level and shows high confidence in their skills as well as abilities to meet
expectations of management. It can improve level of performance and increase productivity.
Contingency theory-
This theory supposes that effectiveness of leaders is contingent on whether or not
their leadership style and behaviour suits a specific situation. Accordant to this concept, a
persona can be effective leader in any situation and an ineffective in another one; it depends
on their nature, behaviour and style as well as way of leading workers. In order to manage
and handle each and everything leaders in Sainsbury can examine overall situation before
taking any action. For example, before making plans or programmes for improving skills of
workers via training sessions, leader must identify its needs and understanding what skills
and abilities they can improve with what method. Without understanding requirement of
situation such as competitive environment that impact on company performance and existing
plans, leader and manager both cannot be able to work effectively and gain desire results,
which may be influence performance of business in negative manner. Senior within
organization should consider each and everything before making plan for any thing.
M4 Justify and examine range of philosophies and concepts that influence and inform
behaviour in negative and positive manner
From above analysis and evaluation it has been justified that Path goal leadership
theory influence on behaviour of workers and management in positive manner, by
considering needs of staff and understanding their requirements. On the other hand, it impact
negatively when leader before analysing situation take decision and use unmatchable
leadership style which drive business towards down fall and create many barriers in its
success, which is not suitable for Sainsbury.
D2
Tuck man team development theory is suitable for team development and
organizational culture as well as philosophies that can impact behaviour of workers and team

in workplace effectively. This model help leader and manager to understand that groups
evolvement in any activity is important because it help in their development.
CONCLUSION
By summing up above discussion, it has been concluded that by allocating tasks to
each applicant without making differences, Sainsbury management has creating inclusive
working culture at workplace that also contribute to create positive work environment around
place where workers are performing together for achieving common business aims and
objectives. It has been analysed that leaders and managers within supermarket motivating
their existing and new workers in effective manner by using range of motivational methods
and approaches, which in return increasing productivity and business performance level
rather than Sainsbury competitors.
Furthermore, it has been summarized that by following the principles of Tuck man
model team development Model, leader effectively building strong team at workplace who is
able to work appropriately as compare to ineffective group members. By using Path goal
theory and contingency concept, organization influence behaviour of their management and
workers in positive manner, which is quite beneficial for them.

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