Organisational Behaviour: Culture, Power, and Politics

UNIT 12
ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P 1 Culture, power and politics affects team and individual behavior & performance...............3
LO 2.................................................................................................................................................6
P 2 Content and process theories of motivation and motivate individuals..................................6
LO 3.................................................................................................................................................8
P 3 Effective team as opposed to an ineffective team.................................................................8
LO 4...............................................................................................................................................11
P 4 Philosophies of organizations behaviour.............................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
The study of individuals and group in an organization is known as organizational
behaviour. This is a very essential factor which needs to be maintained in an organization and
also understood so that the future decisions and planning can be done effectively and
accordingly. Unilever was established in 1929 which is having its headquarters in London,
United Kingdom. There are more than 155,000 employees working in the organization and the
net income of the organization is €6.026 billion as of 2019. The company is dealing in cleaning,
food, refreshments, beauty & personal care products. This firm has gained a lot of experience so
that the company will be able to operate effectively in this competitive market. The report is
going to discuss the culture, politics and power’s impact on the behaviour of an organization.
Motivation methods which would be used by Unilever in order to be able to achieve the goals
and objectives. There is a discussion on philosophies and concepts in different concepts in
business. Team work and organizational culture, power and politics is also going to be discussed
in the further report.
LO 1
P 1 Culture, power and politics affects team and individual behavior & performance
Organizational culture or power or politics aspects are always affecting performance and
productivity of teams and individuals within Unilever (Ik and Azeez, 2020). In this situation,
top-level management at this firm have to systematically manage different these all aspects to
always very positively affect it different employees’ behavior and performance. These all key
aspects of Unilever have been discussed below;
CULTURE
Organizational culture is basically an environment where all employees of the company
come together for achieving their targets and objectives in time period. The management at
Unilever is always required to make its work culture positive and healthy, because The Handy’s
culture model has been used below to understand the concept of organizational culture.
Handy’s Culture Model

Handy’s culture model was first presented by Charles Handy who is an Irish person and
he is expert of organizational philosopher and culture. According to Mr. Handy, basically there
are 4 types of cultures exists in an organization called; Power, Task, Person, Role.
Power culture: Power culture refers a culture of organization where a person uses its power to
influence various employees. Basically, power people have power within Unilever according to
their job roles. For example; CEO and MD are the top-level management, so that they have the
highest power.
Task culture: Hendy’s task culture within affects different employees to conduct different
activities or operations according to their allotted tasks. Currently all teams and individuals
within this company has different tasks to complete, so they should be complete these all tasks in
very proper way.
Role culture: Role culture is another key culture within Hendy’s culture model which affect
employees for playing their role in daily operations to achieve organizational targets and
objectives on time (James, 2017). For example; the manager within Unilever have to play role
for managing various things, and a leader have to play role for leading various employees.
Person culture: Person culture within the Handy’s culture model is basically based on the
respect and dignity factors of employees within workplace. According to this culture of Handy,
the management of Unilever have to respect its different employee that will improve dignity of
employees. This culture of model will positively affect performance of individuals and teams.
POWER
Power is another key aspect within the Unilever company. Basically, power gives
opportunity to different people within workplace to influence performance, productivity and
behavior of employees and teams in positive manner. There are French and Raven’s power
model has been used below for properly analyzing power aspect of Unilever.
French and Raven’s Power Model
According to French and Raven model there are five types of power exists within an
organization which has been described below;