Determining the Influence of Politics, Culture, and Power on Team Behavior and Performance

This study focuses on determining how politics, culture, and power tend to influence team behavior, individual performance, and overall organizational performance. It also evaluates various theories of motivation and techniques that help in attaining goals. Additionally, it explores what makes an effective team opposed to an ineffective team and analyzes the philosophies and concepts of organizational behavior.

Unit 12: Organisational
Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P 1. Determining how politics, culture and power tends to influence team behaviour,
individual and performance. .......................................................................................................1
Power culture...................................................................................................................................3
LO 2.................................................................................................................................................4
P 2. Evaluating various theories of motivation and techniques of motivation which helps in
attaining goals.............................................................................................................................4
LO 3.................................................................................................................................................5
P 3. Evaluating what makes effective team opposed to ineffective team...................................5
LO 4.................................................................................................................................................5
P 4. Analysing the philosophies and concepts of organisational behaviour...............................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Organizational behaviour is considered to be as an effective strategy as it helps in
effectively evaluating the human behaviour in the working environment. This helps in providing
better understanding of why people behave in such a way in the organization (Osland, Devine
and Turner, 2015). This is very useful in determining complex nature of the human being in the
organization. This study will focus on determining how politics, culture and power tends to
influence team behaviour, individual and performance. This study also highlights on evaluating
various theories of motivation which helps in attaining goals. Furthermore, this study also helps
in developing better understanding on how to effectively cooperate with other individuals in the
group. Lastly, this report also helps in analysing the philosophies and concepts of organisational
behaviour.
Tesco is a multinational British grocery and retailer which was founded by Jack Cohen in
the year 1919. This company is headquartered in Tesco House, Hertfordshire, England. This
company deals in clothes, internet services, grocery, furniture, toys, software, telecom, petrol,
electronics, financial services, etc.
LO 1
P 1. Determining how politics, culture and power tends to influence team behaviour, individual
and performance.
Organizational behaviour helps in providing better understanding of why people behave
in such a way in the organization. It helps in critically examining the complex behaviour of the
individual within the organization.
Organisation's culture
Organisational culture is considered to be a system of shared values, beliefs and
assumptions which intends to govern the behaviour of individual within the organization. Tesco
tends to develop an organizational culture by effectively taking into consideration various factors
associated with the preference and value, demand of the industry, goals and assumptions
(Newton and LePine, 2018). Organisational culture helps in delivering the best level of services
and it also helps employees to come on a common platform in order to achieve set goals and
objectives of the Tesco company. Organisational culture is very crucial as it helps in shaping the
understanding, behaviour and perception of the employee. It helps in determining the
environment within which employees work. This in turn helps in improving team behaviour,
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individual and performance. Tesco company tends to focus on creating a positive work
environment with top-notch facilities and it also focuses on supporting healthy avenues of
communication. A positive work culture helps in encouraging effective work life balance for
employees of Tesco plc. It is also useful in effectively building healthy and positive interpersonal
relationship. A positive work culture helps employees of the Tesco company to be more engaged
towards work which in turn leads to higher performance and productivity of the business
(Company Culture, 2019). Tesco company tends to focus on creating a diverse company culture
where all kind of people come together in order to thrive in an affirming and rewarding
environment. Another effective culture of the Tesco company is to promote growth and
challenges within the organization (Musringudin, Akbar and Karnati, 2017). Tesco company
tends to focus on nurturing professional and personal development of the employees by
effectively promoting training and development and offering challenging task (Company
Culture, 2019). This in turn helps in improving team behaviour, individual and performance.
Organisation's politics
This is considered to be as the use of power within the Tesco company in order to
achieve certain changes that are beneficial for the organization. Positive organizational politics
helps in improving the individual performance and team behaviour. On the contrary, negative
politics in the organization tends to lower the individual capability to perform particular task.
This in turn results in delay in meeting the goals and objectives of the Tesco company. Politics
ion the organization tends to affect the environment of the company which in turn affects the
team behaviour and also in turn affects the interrelationship between the parties. Politics also
tend to change the attitude of the employees or individual in the organisation. Politics at
workplace results in demotivating employees which in turn leads to increased level of stress and
engagement to misleading information. This in turn helps in improving team behaviour,
individual and performance.
Organisation's power
Organisational power is the ability to make things happen in accordance with the
prescribed guidelines (Gelfand and et.al., 2017). It helps employees to perform certain task
within prescribed guidelines. Power is considered to be one of the crucial factors as it helps in
accomplishing the goals and objectives in a systematic and efficient manner. Power within the
organization is important as it gives power to the individual to assign roles and responsibilities to
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perform certain level of task. This helps in making things done by the individual in accordance
with one's perspective. Power is very useful in influencing the behaviour of the individual to
perform certain task. Power is very crucial because it helps individual and team members to get
their task done which in turn leads to higher performance and productivity at the workplace
(Osland, Devine and Turner, 2015). Power has the capacity and compelling force to influence the
individual performance and team behaviour.
Illustration 1: Handy's Model of Organisational Culture, 2018
Power culture
This is mainly associated with the control of the individual to take strategic decision. This
helps Tesco company to effectively respond to the events which in turn is useful in carrying out
all the functions. This helps individual in radiating control from the centre. It helps in
concentrating power among group of individuals.
Role culture
This is an effective Handy's culture which helps in effectively delegating the authority,
roles and responsibility in accordance with the highly define structure ((Handy's Model of
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Organisational Culture, 2018)). Roles are assigned to the individual in accordance with the
individual capability to carry out certain task.
Task culture
This is a culture where team was formed which helps in addressing specific problems.
This tends to put more emphasis on the getting job done by engaging right people at the right
place with appropriate resources (Musringudin, Akbar and Karnati, 2017). Different task in the
company is carried out in order to attain different set of objectives.
Person culture
This is an effective Handy's culture where individuals feel they are unique and are
superior to the organization. Tesco company is considered to have a power culture where highly
educated, talented and professional employees are hired in order to perform all the task with
complete independence (Handy's Model of Organisational Culture, 2018).
LO 2
P 2. Evaluating various theories of motivation and techniques of motivation which helps in
attaining goals.
Motivation is considered to be as an experience of the individual which has the desire to
stimulate people or individuals in the organization to accomplish certain set of goals. This can be
either in terms of Intrinsic and Extrinsic motivation where both of the factors helps to stimulate
the actions of employee in order to attain the particular objective. Intrinsic motivate comes
within an individual where they personally function and enhances their skill with the motive to
attain desired position. On other side Extrinsic motivation comes from the external environment
that mean through leader where they encourages the employee to maximise their potential and
successfully attain the predetermined objective.
Content theory: This theory focuses on the factors which are within an individual and
motivate them to behave in particular manner. Within diverse content theories such as Abraham
Maslow, Fredrick Herzberg, McClelland and so on where focus is given to identify the necessary
elements that can help an individual to remain motivation. Emphasize is given to satisfy the
needs and desire of an individual which create synergy and leads to overall development.
Maslow's need hierarchy theory
This is considered to be an effective motivational theory as it consists of five models i.e.,
self actualization needs, esteem needs, love and belonging, safety needs and psychological needs.
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Psychological needs: This is considered to be the most basic needs of the individual
which are necessary for the survival of day to day life. This mainly comprise of food, shelter,
clothes, water, etc.
Safety needs: Individuals tend to focus on safety and security needs such as health and
wellness, financial security, safety against injury and accidents (Newton and LePine, 2018).
Love and belonging: Next level of human need is social which includes love and
belongingness like friendship, intimacy, love, affection, trust, acceptance, etc.
Esteem needs: This is where individual focuses on maintaining status, prestige and
reputation in society.
Self actualization needs: This is the stage of reaching one own self potential. It is useful
in seeking personal growth and attain peak experiences.
Herzberg two factor theory
Herzberg two factor theory of motivation is the one of the most important theory under
which manager have to focus on two areas namely motivator and hygiene. These two factors
have huge impact on individual’s motivation level. There are some of elements of motivator
factor like getting challenging work, recognition of individual in terms of performance and
freedom to make decisions etc (Alshmemri, Shahwan-Akl. and Maude, 2017). This theory state
that one like to work in the specific company when that person gets challenging work at the
workplace which ultimately lead to learning at the workplace. One also wants that if it is doing
tough task then same must be recognized by the top management. Such kind of think motivate
employees to work hard at the workplace. Employees work at workplace also intend to obtain
sufficient autonomy to make decisions. Many times, it happened that individual is hard working
in nature but senior officer and employee viewpoints are different which lead to clashes between
both entities (Holmberg, Caroand Sobis, 2018). Hence, sufficient freedom must also be given to
the employees at the workplace. Other factor is hygiene which indicate that employees give
importance to salary, status and financial as well as non-financial benefits. Thus, these benefits
must be given to employees. This motivate them to work in company for long time.
Process theory: Process theories of motivation helps in explaining why the particular
behaviour is initiated within the workplace. It comprises of the reinforcement, expectancy as
well as goal setting that together helps to accomplish the goal. Such driving theory helps to
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upgrade the performance of an individual and it involve different theories like Equity and Vroom
expectancy theory that is explained below:
Equity theory: Adam's equity theory aims to maintain the balance between the employee
input as well as their output within the particular workplace. This productively helps to maintain
the affirmative relationship with different authority of management. As the satisfaction derived
by an individual within an organisation directly depend upon the overall efforts which are put in
within the objective to attain certain output. Generally, the input is in the form of practice,
handwork, enthusiasm as well as application of technical skill to attain the significant target
within stipulated duration. In context to the Tesco company need to motivate their personnel and
emphasize on the output that in terms of monetary and non monetary incentives such as
recognition, salary, appraisal, bonus and perks. Further, the employees of respected company
carry out the acceptable behaviour if the ratio of their input is similar or proportionate to the
output. Therefore, equal efforts need to be put in by the employee as well as manager in terms to
fulfil particular objective.
Vroom's expectancy theory: This theory consider that all the factors like performance,
effort as well as final output cannot be considered separately as theyr are correlated with one
other. Unlike, Herzbery theory it has been assumed that the performance of each and every
employee depend on their skill, personality, ability as well as experience. So the manager of
respected company need to reward for the favourable actions iof personnel in order to encorage
positive efforts. This theory comprises of following elements tahat are discussed below:
Valence: It represent the emotional aspect of the employee which theyr hold after
making the viable efforts in terms of outcome. So the manager of Tesco needs to encourage the
employees on the basis of extrinsic motivation that comprises of money, promotion which leads
to internal satisfaction.
Expectancy: The manager need to concentrate on the resources, monitoring of activities
as well as training based on which employees performance are enriched to meet the expected
level of confidence successfully.
Instrumentality: It is the responsibility of the manager to fulfil their promises because
even the employees have hope from company. In case if promises are not met then it directly
looses the confidence of employee. Further, for smooth function the top executives of Tesco
company need to full fill their commitments on time.
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LO 3
P 3. Evaluating what makes effective team opposed to ineffective team.
Team basically refer to the group of people who have developed similar types of skill as
well as capability to carry out the particular work efficiently. These teams can be either effective
or ineffective depending on the basis of cooperation and the relation they share in order to attain
the objective of an organisation (Okurame, 2012).
Difference between effective and ineffective team
Effective team Ineffective team
The leader of the effective team clearly states
the vision of company as well as individual
effort that everyone has to put in with the
objective to accomplish collective objective.
Setting up vague objective like strategy to
enhance the footfall of retail store by 15%, this
is the incomplete information because it doers
not include the time duration. So such
objectives lead to building ineffective team
was they will remain unclear about their target.
Each and every member participate in decision
making to allocate all the roles and
responsibility effectively. This create the
synergy and lead to the transition in order to
achieve desired result.
If the roles, duties or responsibility are not
assigned adequate then it may create confusion
and chaos that finally leads to the composition
of ineffective team.
Interdependence of team member on one other
is practised in an affirmative manner due to
which the ultimate goal of team member is to
significantly attain the goal through
cooperation
Interdependence of group member is not
contributed in a constructive manner because
of which the group remain incapable enough to
attain the confined goal significantly.
It comprises of two way commination due to
which emphasize is given to the idea as well as
feeling of one other.
Due to adequate relation between the group
members the feelings and ideas are suppressed
that leads to discouragement.
Participated leadership style is used in case of Here Authority dealership style is used where
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effective team as each member is liable to put
their views and opinion forward. Also all the
essential suggestions are executed for
organisational success.
the roles or responsibility are imposed and
needs to be executed in the same manner to
attain goal.
Tuckman's theory: This is most common and well known theory that comprises of
different stages as well as steps in order to build the effective team. Explanation of different
stages are determined below:
Forming: Within this stages the team member come together with the objective to make
potential effort and attain the objective of firm. Tesco uses this stage to make the team of
competitive member who have specialised knowledge over particular objective. So they meet
and introduce themselves so gain the understanding of whole team member.
Storming: Under second stage the team member in order to work on the particular project
put forward their opinion that demonstrate the way by which they can perform their work (Smith
and O'Sullivan, 2012). But simultaneously this may lead to clashes due to different thinking
ability as well as diverse opinions.
Norming: Within norming the team member slightly share healthy relation with one
another. This may also include the intervention of the team member that help to maintain
coordination amongst the opinion of team member. This lead to the synergy where everyone
remains motivated to carry out their performance significantly
Performing: This is the most significant stage as the member instead of making the
further discussion starts performing their responsibilities. This is considered as the transition
stage where team member remain functional and only meet to determine the progress made by
each and every team member to accomplish the objective.
Adjourning: This is the final stage under which the purpose to formulate the team gets
accomplished. So it is also termed as the dispersion stage under which the go through emotional
state due to the time they have spend together. Hence, after this every one get back their normal
duties.
Belbin theory: It comprises of the clusters of nine behaviour that suitably build the
behaviours of each and every individual that is the part of team. Explanation of the different
elements that help to attain the objective are described below:
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Plant: It include the role of creative thinker that analyse the external environment and
come up with valuable solution. This is the vital elements that can be used by the Tesco company
in order to come up with innovative thinking ability and gain competitive advantage.
Implementer: It comprises of the team of task oriented people whose main priority is to
accomplish the target in best possible manner. This is the effective method that can be used by
the Tesco to make effective decision and accomplish all the required tasks.
Resource investigator: Here the team members are more concerned to come up with
unique perspective to handle the particular situation. All the records as well as contact are
managed in order to deal during the time of emergence.
Monitor: Monitoring refer to overseeing the performance in order to mitigate the
chances of the mistake that can affect the performance of firm. So suitable actions are take to
avoid misleading situations (Wilkinson and et. al., 2014).
Sharper: Inclusion of such team member are highly effective for an organisation because
it intervene the performance of the group members that have strong urge to attain the
predetermined objective of an organisation.
Coordinator: they are responsible to maintain the shape as well as coordinate between
the different team members. This resultant the member to collectively work, put best possible
effort and attain the objective of firm
Completer finisher: Such team comprises of the people that have expertise knowledge
over their subject due to which they constantly check as well as recheck the work in order to gain
potential result.
Team worker: it involve the team member that share similar type of knowledge and work
collective by maintaining the coordination as well as cooperation among team member.
LO 4
P 4. Analysing the philosophies and concepts of organisational behaviour
Path Goal Theory
This theory and concept is developed by Robert House to offer the information to the
leaders to select a specific behaviors which is effective for the workforce. This theory basically
provide information about the leadership style that which leadership style should adopt by the
leader as per the situation and help in accomplishing the aims and objectives of the by leading
and guiding employees as per the condition (Coccia, 2015). In Tesco when the company follow
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this concept., then the major purpose of this theory is to maximize the employees' motivation,
management and contentment so that they can be become productive members of the company.
This theory follows such basic steps which are defined as follows:
Employees characteristics
Employees explicate their leader's behavior which is founded on their needs like degree
of artifact they want, association, detected level of cognition and inclination for control. In
Tesco, the workforce who are making their contribution in running and operating the business of
the company by using their different skills, competencies and knowledge. So that the firm can
accomplish their goals and objectives on time (Kitchin, 2017). For instant, in Tesco, when a
leader assign the work and task without monitoring the skills and abilities of them. So, it is
crucial to the person to analyze different skills, characteristics and abilities of the employees so
that they can feel motivated and work adequately.
Source: Path Goal Theory, (2017).
Task and environmental characteristics
It refers to overcoming hindrance which is a special concentrate of this concept. If an
obstacle becomes too strong then the leader requires to step in and assist the workforce to choose
a path to work around it. In Tesco, during the time of performing the task and work there are
several difficulties are arise in it, they are mentioned as:
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Illustration: Path Goal Theory

Design of the task- It is a issue and problem which arise during the time of performing
task and work (Chumg and et. al., 2016). In Tesco, it is important to the employees to design the
task before making execution in it. For example, if the workforce of the company perform its
roles and responsibilities in a task but the structure, aims, objectives, mission and vision are not
communicate with the employees then they are not able to fulfill the needs of the task. So it
important to the leader that they should effectively design the task so that they can be performed
by the employees adequately.
Formal authority system- In Tesco, the leader should provide all the information and
direction regarding to accomplish the goals and objectives of the task (Wood and et. al., 2016).
They should also provide some or all control towards task actions and activities. So that they can
perform it in appropriate manner by using their skills and abilities.
Work group- In this, when employees are performing in a team, and if the team is non-
supportive then the leader requires to be cohesive that help in offering sociability, ebullience and
dedication to all the team people.
Leadership style
It refer to those behavior which adopt by a leader to guide and lead all the employees and
workforce of the company so that they can perform effectively. In Tesco, leader adopt different
leadership style and behavior as per the situation. They are defined as below:
Directive- In Tesco, by following this behavior, the leader can set clear aims, objectives,
mission and vision for the employees so that they clearly aware with the task and allotted work's
purpose. By following this leadership style, leader effectively guide and direct the workforce to
clearly aware with the task expectations.
Supportive- It is another leadership style, in which the leader pay more attention to the
needs of their team members so that thy can perform their duties and responsibilities adequate
manner. In Tesco, with the help of this leadership style, the person can support the employees
when they face issues and problems in task or during the performing their allotted work. Then
the leader treat the employees with friendly and empathetic manner so that they can feel
motivated and perform their task in adequate way.
Participative- It refers to democratic leadership style which can be adopt by leader when
the employees are facing issues and conflicts in task and team. Then the person provide a chance
to them to participate in decision making process so that they can share their issues and
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suggestions regarding them (Burrell and Morgan, 2019). In Tesco, if the leader adopt this
leadership style then they make open communication with the employees and discuss issues and
problems of them or provide effective solution to them. This encourage them and they perform
their work and task in efficient manner.
Achievement- In this leadership style, the leader establish challenging goals and have the
expectation of high level achievement. In Tesco, this style is defined by leadership processing
goals that are ambitious for the workers (Avota, McFadzean and Peiseniece, 2015). The leader
force the workers to perform excellent work accomplishments and constant development so that
they can use their all efforts and effectiveness in the work. Workforce who are capable to work
independently and able to solve problem are best suitable to perform this leadership style.
From the above described leadership style, participative leadership style is best fitted to
Tesco because within it, the administration of the company can the leader involve the employees
in share their problems and suggestions so that effective resolution and result can be get. This
leadership style also provide motivation to the employees and they perform their duties and
responsibilities in effective manner.
Philosophies of organizational behavior
Autocratic-With in this philosophy, the leader of Tesco take decision own-self and they
can be followed by the workforce. The employees will not involve in decision making process.
Custodial- With in this philosophy, the management of Tesco, motivate and encourage
the employees by providing financial rewards, safety and security at workplace so that they can
effectively perform their responsibilities.
Supportive- In it, the leader encourage employees, support them and set vision for their
task so that they can accomplish their objective in effective manner.
System- Within this philosophy, the leader direct and motivate employees to work in
systematic manner so that establish goals can be accomplish in appropriate manner.
Situational resistance theory- Within this conception leader of an organization adopt leadership
style as per the situation so the individual can mot ovate the employees to work in different
situation and accomplish the business objectives.
Social capital theory- This concept contends that social relationships are resource that can direct
the development and accumulation of the human capital. It can be explained as any features of a
social relationship that yields reproductive advantages.
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Contingency theory- This theory is an organizational conception which claims that there is no
way decisions. This concept states that a leader's effectiveness is contingent upon with his or her
leadership style according to the situation. So that organization can perform in better manner in
different situations.
CONCLUSION
From the above information, it can be analyze that organization behavior is an important
aspect which help in analyzing the behavior of the workforce and employers. In organizational
behavior power, politics and culture play and effective role regrading organizational success and
growth. Different theories, model and concept are crucial for accomplishing the organizational
objectives. Effective and ineffective team are also affect the development of the firm. To build
an effective team, there are various theories and concept which can be beneficial for the
company. Path goal theory is also a good concept to provide a clear direction and guidance to the
employees when they are perform their duties individually and in a task. In it leader also lead and
guide the workers by adopting different leadership styles.
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