Organisational Behaviour: Culture, Politics, and Power

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 Organisation's culture, politics and power influences individual and team behaviour..........1
M1 Analyse how culture, politics and power of an organisation can influence individual and
team..............................................................................................................................................4
Task 2...............................................................................................................................................4
P2 Content and process theory that are used to motivate the people...........................................4
M2 Evaluate how to influence the behaviour of others...............................................................5
Task 3...............................................................................................................................................6
P3 Effective and ineffective team which is used to accomplish business goals..........................6
M3 Relevant team and group development theory of dynamic cooperation...............................7
Task 4...............................................................................................................................................7
P4 Concepts and philosophies of organisational behaviour in organisational context................7
M4 Explore and evaluates how concepts and philosophies of OB influence behaviour.............9
CONCLUSION................................................................................................................................9
REFERENCE.................................................................................................................................10

INTRODUCTION
The study of collection of people and their behaviour who are working within
organisation consider as organisation behaviour. Good behaviour of organisation as well as
employees helps to attain the business goals (Khaola and Sebotsa, 2015). It is important for
business organisation to share all the information with employees so they can work effectively
by increasing productivity and profitability. Organisation culture is defined as experience and
philosophy which is used to attract the employees in order to accept challenges and work
properly. To understand about organisation culture and dynamic team Unilever has been selected
that is consumer goods company sells different types of products and services. This report
involves different topics such as culture, politics and power of organisation, motivational
theories which helps to achieve the organisational goals. Moreover, it also involving effective
and ineffective team, concepts and philosophies of organisational behaviours which is used to
solve the conflicts.
Task 1
P1 Organisation's culture, politics and power influences individual and team behaviour
Organisation culture is the sum and collection of experience, philosophy and values that
suggests or guides member's behaviour that helps to accomplish the targets. The culture of any
business organisation reflects the vision, systems, values, norms, symbols, language, beliefs and
habits that are used to run a business successfully (Hall and et. al., 2016). A good culture of
business organisation helps to attain the business goals in well manner. In context to Unilever is
using Handy's culture theory that suits for such organisation to work effectively. This culture is
given by Charles Handy that are as defined:
Person culture – In business market, there are various organisation in which employees
feels that they are important than their business firm. This type of organisation follows person
culture because here individual are highly concerned about themselves. Unilever can adopt this
culture where it has to give importance to employees instead of organisation. Employees come
office only for shaking the money never get to attached in business activities. This culture
impacts negatively on business organisation such as employees do not involve in business
activities which reduces the production of organisation (Handy's culture theory, 2019).

Power culture – This culture states the power which remains only in hands of few people
and are authorised to make decisions. Such people who have power they only enjoys privileges
at the workplace (Maitland, Hills and Rhind, 2015). Further delegation of responsibilities are
done by such person who have power to take decisions. This also impacts negatively as
employees do not have liberty to express their ideas and views openly, they only need to follow
what superior says. Unilever can use this culture by hand over the power to some person can
make decision only for organisation welfare. It may impact negatively as subordinates have no
options to make their decision as they are bound to their superior's actions and decisions.
Role culture – This culture refers as delegation of roles and responsibilities according to
specialisation, interest and qualification which helps to complete the goals. Employers thought
that what best employees can do by accepting the challenges and changes. Unilever can adopt
this culture as role and responsibilities are divided between employees as per their qualification
which make feel good. It impacts positively as individual take responsibility of their work and
also take ownership of their work which helps to attain business goals (Memduhoglu and Yildiz,
2016). It influences individual and team behaviour such as individual understand their role and
work properly which helps to feel job security and other benefits. Team also attain common
goals in stable work environment.
Task culture- This culture is used by those organisation where number of people are
working at one place and focusing to achieve the common goals. Herein, team are formed to
attain targets or solve problems by deciding the task of employees. This can be adopt by
Unilever organisation as which can help to attain business goals by competing the task, it
impacts positively. Team work is also good in task culture as people are working collectively by
understanding the common goals and make efforts to accomplish them.
Organisational Power:
Power states as ability that attracts some one according to one's perspective which helps
to deal with changes. This is used in business organisation where manager has power to assign
the task between people and make them to do assigned work. French and Raven’s power model
is using by Unilever that which impacts on leadership and business success by influencing
individual and team behaviour such as:
Legitimate: It comes from formal position which can be used to control the people who
are working within organisation. This power is related with certain feelings and accountability