Influence of Organisational Culture, Power and Politics on Behaviour

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................5
TASK 1 ...........................................................................................................................................5
P1 Influence of organisational culture, power and politics on individual and team behaviour. .5
M1 Critical analysis of culture, power and politics on organisational behaviour.......................7
TASK 2............................................................................................................................................8
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context...........................................8
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.....................................9
D1 Relationship between motivation and culture, power and politics in organisation.............10
TASK 3..........................................................................................................................................10
P3 Effective and ineffective teams............................................................................................10
M3 Use of team development theories for maintaining dynamic cooperation.........................13
TASK 4 .........................................................................................................................................13
P4 Concepts and philosophies of organisational behaviour......................................................13
M4 Philosophies influence on organisational behaviour..........................................................14
D2 Critical analysis of team development theories and philosophies in influencing behaviour
of an organisation......................................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisational behaviour is a study of performance of an individual and group working
in an organisation. This is a process of analysing and understanding once behaviour according to
their roles, duties and responsibilities in company. Organisational behaviour is a field by which
impacts are being investigated within organisation with the purpose of applying such knowledge
and improving effectiveness of company and achieving better results. Organisations have
different cultures, they holds unique power and have impacts of group politics on its processes
and behaviour. Motivation also has huge importance on the ways in which individuals within an
organisation behave and perform given tasks. For this assignment Barclays plc is chosen, which
is a British multinational bank. Barclays plc was founded in 1690 and headquartered in London,
England(Andriof and et. al., 2017). It provides investing and financial services to its clients, also
it is organized into four core businesses personal banking, corporate banking, wealth
management and investment management. Barclays plc has its primary listing on LSE (London
Stock Exchange), secondary listing on NYSE (New York Stock Exchange). Largest shareholder
of Barclays plc is Qatar Holdings which is an investment vehicle in Qatar. Barclays plc has huge
customer base as it serves in many different countries around the globe, it has number of
branches all over the world and out those most of them are in UK.
TASK 1
P1 Influence of organisational culture, power and politics on individual and team behaviour
Organisational Culture
It works as a guide or path which is given to the members of company by the leaders to
manage the behaviour of employees and other related parties, so that they work efficiently bring
effectiveness to the organisation(Panda and Leepsa, 2017). Culture means the values, customs,
beliefs on which company is working and its objectives are made by keeping them in mind.
Organisational culture reflects its vision and mission statement, norms, systems, language etc.
which are used to influence the behaviour of staff and make them effective enough to reach to its
goals and objectives. Some pf those cultures are:
 Person culture is where every individual and every employee of company are important
in their unique ways. More value is given to staff or manpower rather than any other
resources. Mostly, this culture is seen in those organisations who follow horizontal

structure and have huge value of their people. It also has its difficulties and disadvantages
like sometimes employees start feeling superior and become over confident which leads
company in trouble making it harder to manage them and to sustain efficiently.
 Power culture is another form by which leaders manage the behaviour of employees
working under them. In this culture company only has one or two leaders who take all
decisions on behalf of whole organisation and give instruction to staff(Banerjee, 2017).
Vertical structure is mostly used and appropriate for those companies who practice power
culture.
 Role culture several functional are made by leaders according to particular roles and
responsibilities in relation with the expertise they hold. Different individuals are bundled
in with unique expertise for accomplishing the objectives which are divided into role.
Divisional structure is the most suitable kind of structure for organisations who follow
role culture and work according to it.
Organisational Power
Power is an ability and authority persons holds above others for making them work
according to them for fulfil their objectives. Organisational power is capability present in
structure of company by which managers are able to make employees work according to them
for attaining goals. Some power which are being practised by managers or given to leaders which
helps them to lead and accomplish organisational aims.
 Reward power is the capability leaders have for appreciating personnels according to
different basis. These criteria are predetermined which also help managers to motivate
employees and encourage them to work harder for attaining objective of company. This
power is very effective if used well without any bias by managers. This way employees
feel important and motivate others too for pushing their boundaries and be very effective
and efficient while working(McCann, 2016).
 Legitimate power is delegated to higher level of leaders or it is a ability only top level
management staff has. It is always delegated in official manner with either in written
form through emails or in verbal form like in meetings or in some formal gathering.
 Coercive power has very negative effects on employees and their behaviour because of
the nature of this power, it demotivated them and create destructive attitude amongst