Impact of Organisational Culture, Power and Politics
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This report explores the impact of organisational culture, power, and politics on employee behavior and team dynamics. It also discusses various motivational theories and techniques. The comparison between effective and ineffective teams is also presented.
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ORGANISATION BEHAVIOUR
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Table of Contents INTRODUCTION...........................................................................................................................1 TASK1.............................................................................................................................................1 P1 Impact of organisational culture, power and politics.............................................................1 TASK 2............................................................................................................................................4 P2 Motivational Theories and Techniques..................................................................................4 TASK3.............................................................................................................................................6 P3 Comparison of Effective and Ineffective Teams...................................................................6 TASK 4............................................................................................................................................9 P4 Different concepts and philosophies of OB...........................................................................9 CONCLUSION..............................................................................................................................11 REFERENCES..............................................................................................................................12
INTRODUCTION Organisation Behaviour is a concept of analyse and implication of knowledge regarding how individuals or teams behave or act inside an organisation. It is a kind of frameworks that applied in order to understand behaviour of persons in different types of business enterprises (Organizational Behaviour,2017). It is a mixture of structure, employees, committees as well as external environment within effective operative system. Organisation behaviour is that area which determine negative and positive impact that human resource and culture have on a company with purpose of improving its effectiveness. Roll-Royce Motor Cars Limited is one of world's leading British luxury auto-mobile manufacturer. Organisation is subsidiary under German Group BMW and founded in1998 with a name of Rolls-Royce Plc. Company has its headquarters in Goodwood, London. Roll-Royce deals in variety of luxury vehicles under variousbrandnamesuchasPhanton,Cullinan,Ghost,Wraith,Dawnandservesthese worldwide. This report contains information regarding concepts of organisation culture, power, and politics also their impact on behaviour of employees and teams. It throws light on different motivational techniques and theories through which management can motivate and retain talented workforce. Moreover, it explains various concepts and philosophies of organisation behaviour. TASK1 P1 Impact of organisational culture, power and politics. Organisation Culturerefer to a system of different shared values , beliefs as well as attitudes that emerge within organisation which govern behaviour of its workforce. In other words, corporate culture contains various norms, unspecified rules of conduct exists in enterprise which includes management theories, styles, interpersonal skills of employees that prevails inside of it(Abiona, 2016). As a result, it establish an environment within organisation that affects way of interaction, communications, decisions that people have with each other. Culture is an essential aspect of business as it affect working and thinking skills of its workforce. It is important for leaders and managers to cultivate a optimal culture with effective values and norms that brings positive impact on behaviour of individuals and groups so that it enhance overall performance of organisation.
HANDY'S MODEL OF ORGANISATIONAL CULTURE This classification model of culture was introduce by Charles Handy which describes that culture is wide concept and classified in different sub-cultures that has their own strengths as well as weakness. Management of enterprise required to have deep knowledge of such cultures in order to select suitable one. These are of four of kind that are explained below: ď‚·Power: this particular culture exists in those organisation where authority of taking decisions and making policies are held by limited number of individuals. Entire power of authority is used by owner or partners as employees has no right to do according to their wish(Morgan and et. al., 2018). If Rolls-Royce implement this culture in its workplace then it will impact adversely over employees and teams behaviour because they might feel frustrated and angry as they do not have liberty to show their feelings or participate in different activities. As result, it will raise high labour turnover which leads to low production. ď‚·Role:this culture prevail in those company where every individual has their specified roles and accountabilities according to their job posts, experience, skills. If Rolls-Royce cultivate this culture within organisation then it create positive impact on behaviour of individuals and teams. Since, employees have clear detail regarding work, how to perfom activitieswithoutconsultingtosupervisors.Also,thiscultureprovidesecurejob authority and opportunities to grow their career graph. ď‚·Task:this following culture is exits in such enterprises where teams are formulated to undertake different set of tasks and activities. This culture is especially associated with job or projects. If management of Rolls-Royce make use of this culture then it brings positive impact on behaviour of teams as if organisation generates effective and efficient teams inorganisation then it eliminate situation related to conflicts or chaos. This enhance over all performance of workforce. ď‚·Person:this culture exists in profession based organisation as in such firms employees see themselves expert or superior of that particular field. In such organisations, individual has full power to do work as their own wish and expertise(King, R., 2017). If Rolls- Royce cultivate this culture then it provide negative influence over employees as they might not follow policies and rules made by top authorities. Also, work according to their
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self imagination that might create situation of chaos as well as reduce productivity of firm. From above discussion, Rolls-Royce can implement Role Culture at workplace in order tosustaineffectiveandmotivatedworkforce.Insuchculture,powercomealongwith responsibilities as employees know their role and responsibilities along with that they get authority to take decisions then their behaviour will be heightened and loyal toward organisation goals. Organisation Powerdefine as inner ability or capacity of individuals through which they can influence overall efforts and behaviour of others at workplace. In organisation, power is an ability that is applied by those who get authority to make things done on basis of their own perspective(Martin, N. and et. al., 2017). People get power according to their experience and job position. There numerous kind of powers having own pros and cons that must consider by management of firm. ď‚·Reward powerimplemented in those firms where leaders or manager provide lucrative monetary benefits, perks and incentives to influence efforts of employees towards common directions so that they get motivated to perform energetically and efficiently. If Rolls-Royce use this power then it result in highly motivated and talented workforce at workplace. ď‚·CoercivePowerisuse when leadersor managertry to threatenor punish their subordinates and teams in order to keep control on employees moves and attempts. If Rolls-Royce apply this power at workplace then firm can loose its potential employees as it may create environment of full of frustration as personnel needs to surrender their willpower. ď‚·Legitimate powerused by those persons who are placed at higher or official position within organisation and has authority to influence entire policies and functional decisions of company. If Rolls-Royce implement this power then it can create decorum of disciplined climate where each employee coordinate and keep organised work. ď‚·Expert Poweris implemented by professional individual who has full knowledge and experience of particular subject matter(Basu, 2017). Such power can enhance and build positive core competencies in employee's of Rolls-Royce as they get proper expertise and guidance.
From above discussion, Rolls-Royce can apply reward power at workplace. This create inclined and potential workforce that helps in attaining objectives effectively and efficiently. Organisation Politicscategories as course of actions which concern with governing and controlling organisational activities and entire workplace positively or adversely. This involve different parties, unions that has their own beliefs and concepts of performing tasks. It is different environment where individuals work or behave as per their own interests(Gil and Mataveli, 2016)(Dhar,2015). In case of Rolls-Royce, management required to cultivate a positive political environment where each employee and union cooperate with organisation policies and regulation. As this has immense impact over behaviour of employees and teams. If there is positive impact then it create stable climate where everyone support and coordinate with other which leads to increase in productivity level of organisation. On contrary, if it influence negatively then it create a condition of conflicts and unsatisfied workforce which directly impact adversely over image of company. TASK 2 P2 Motivational Theories and Techniques. Motivationreferstonumerousfactorsconcernwithencouragingandstimulating behaviour of employees and teams for purpose of enhancing their skills and capabilities by satisfying their different desires and needs. In order to motivate individuals there are number of motivational models and methods thorough which firm can get talented and inclined workforce. These models are classified under two theories Content and Process. Content theories concern with those forces which are related to basic needs and desire of individuals that they want to satisfy at first place. These theories explores such conditions in person seek their needs and put their efforts in fulfilling same effectively. It contains various models that helps in assessing those needs at different level of satisfaction(Ward and Webster, 2016). Alderfers ERGTheory of Needs. This motivational model was proposed by Clayton Alderfer which is an extension of Maslow need theory. This model is short mixture of five components of need hierarchy theory classified under three categories.
ď‚·Existence:thisstageconcernwiththosedesiresandneedswhicharerelatedto physiological or basic requirements in order to survive and for existence. This category display first two level of Maslow theory which exhibits the needs of safety and survival (Kang and Lee,2017). In context with Rolls-Royce, company can provide better facilities at workplace associated with infrastructure, floor spacing, health care in order to give protectionand security so thatthey feel safe whileworking. Although, HR department must offer fair wages and salaries to workforce according to their job position so that it enables them to meet day-to-day necessities. ď‚·Relatedness:This category associated with third and forth level of Maslow theory as these exhibits needs of self-esteem and belongingness. This section justify urges of being recognised and admire by other individuals at workplace. It emphasise on preserving effective interpersonal relationships with others. In case of Rolls-Royce, management can cultivatepositivesocioculturewithinorganisationwhereeveryonecanexpress themselves and establish fruitful interaction with others. As result, it fulfil need of self- respect as it brings cooperation between each department. ď‚·Growth:this category is associated with internal esteem and self actualization needs of an individual. This stage display last level of Maslow theory. Growth needs concern with individual desires of being creative and productive in order to get promoted to higher position at workplace and to enhance career path. In case of Rolls-Royce, firm can conuct different training and development campaigns which enables employees to identify their hidden talent and potential so that they can channelise their efforts in that direction. This will help them to improvise their productivity and increase level of satisfaction. Process theoriesconcern with behavioural philosophies and concepts that motivate a person to act in a manner to satisfy specific needs and wants. These models are associated with those urges that stimulate the behaviour of employees in order to achieve certain objectives connected with fruitful outcomes(Aguiar and et. al., 2015). Vroom's Expectancy theory This motivation model mainly focuses on end results rather than needs reflected in other theories. This model was introduce by Victor Vroom which states that motivation level of an individual is based on how much an outcome is important for employees and how energetically they perform a task to achieve objective associated with desires.
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ď‚·Valence:thisexplainsintensitythathowmuchanemployeeconsiderendresult accordingtowhichtheycontributetheirvaluabletimeandefforts.Rolls-Royce management required to have full knowledge of its workforce as each individual has its own personality and perception on basis of which they value end outcome. Firm can build strong standards of achievement which improvise abilities of employees. ď‚·Expectancy:this stage states that fine attempts are always leads to better performance (Buchanan,2019). Rolls-Royce management required to ensure that they there are availability of right quality resources, equipments, tools are in order to enhance overall attempts of employees. Also, firm can organise learning activities so that employee can improve their core competencies. ď‚·Instrumentality:this phase states that better quality performance will always helpful in attainingfruitfuloutcomes.Insuchcase,Rolls-Roycerequiredtoformulateand implement strategies which are helpful in keeping heightened and talented workforce. From above theories,Alderfer'sERG theorycan be implementedby Rolls-Royce management. As this will help firm to determine upcoming requirements of workforce as well as it enables the leaders and managers to formulate effective strategies in order to meet out their needs on time. Along with motivational theories there are certain techniques which could be used by Rolls-Royce to sustain talented and inclined workforce such as setting growth standard, profit sharing, performance appraisals etc. through these company can encourage their employees to perform better. TASK3 P3 Comparison of Effective and Ineffective Teams. Teamsrefers to those group of individuals who join hands to work together in order to achieve common interest goals(Ward and Webster, 2016). Teams consists such members who has complementary abilities and skills and cultivate synergy through unified attempts that enables each member to enhance their strengths and eliminate weaknesses. There different kind of teams explained below: ď‚·Project teams refers to those committees which are responsible for handling special projects and tasks. A group of individuals perform collective efforts and take effective
decisions and strategies to attain shared goals. These teams works in specified structure with clear roles and responsibilities. ď‚·Self-managed teams are those in which group of employees are self directed as they know what to do and how without any guidance of supervisors. These teams assess their know policies and standard, bare risks and responsibilities and resolve issues together. ď‚·Virtual teams consists of those committee ofemployees who are locatedat different areas and communicate digitally through internet rather than in person. ď‚·Task Force teams are those which are formulated or assembled only for uncertain or emergency situations which emerge time to time. These task teams are made of experts whose goal is to give best efforts to solve in less possible time. In context with Rolls-Royce, company must manage effective teams and encourage feelingofteamspiritwithinworkplace.Itenablesfirmtoachieveorganisationalgoals effectively as well as there will be optimum utilisation of resources(Oxenham, 2017). Distinguish between effective and ineffective teams. BasisEffectiveIneffective ObjectivesIn such teams, objective are fully understoodandacceptedby memberswhichleadstogroup commitmentwithnopersonal agenda. In such team, objectives are unclear to members which leads to conflict with zero commitment. StructureStructureofsuchteamsare flexible,formal,participativeas wellasengagedwhereeach member express itself openly. Structure of this kind of teams are stiff, informal, disengaged as well as autocratic. CommunicationIn effective teams, there is a free flowofinformation.Interaction takes place inside and outside of an organisation. In such teams, there is downward information flow and has dominate discussionwithinfewpeople (Kundu and Roy, 2016).
Tuckman's team development model this model was proposed by Dr. Bruce Tuckman which consists of different stages such as forming-storming-norming-performing-adjourning. This model justify that howteam are formed within organisation and how members get separated(Long, 2018). ď‚·Formingis an initial stage at which different members come together to try to know each other in order to perform activities together. In such phase, teams are formulated by superiors and different tasks are being allotted to each group member. In case of Rolls- Royce, managers required to determine member's strengths, weakness, skills, knowledge according to which an effective team can be formulated. ď‚·Stormingis second phase in which memberstry to understand andestablish a relationship with other fellow members and leaders. At this phase, there are high chances of group conflicts between individual as they have different personalities and working styles. Manager of Rolls-Royce required to ensure that team members are clear about their duties and responsibilities. Also, leaders can organise individual coaching in case of clashes. ď‚·Normingis a phase in which team members get agree to plans, ideas, timelines in order to perform tasks and contribute their efforts according to skills. At this stage, trust is developed between members and they also help each other in difficult times. In such stage, Rolls-Royce leaders can support and help team members to take decisions and train them to complete task as unit. Leader can organise socializing parties in order to enhance team bonding(Kang and Lee, 2017). ď‚·Performingis a stage where teams are stable and goals are quite clear to each member. In such stage frameworks and strategies are formulated by members to perform tasks effectively through minimum supervision and clashes. Rolls-Royce leader can empowers its team to perform without him and must encourage their performance through rewards and continuous appraisals. ď‚·Adjourningis a stage of team breaking up and winding up of tasks. At this stage, Rolls- Royce leader can take regular feedbacks from team and provide future opportunities to members to work as a team again.
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TASK 4 P4 Different concepts and philosophies of OB. Organisation behaviour is a wide area of behavioural science as it consists of various concepts and philosophies which act as a guidance in order to govern and regulate behaviour of employees and groups within an organisation. Sole purpose of developing these concepts is ton determine and measure mental and inner thoughts of a person. In context with ROLLS-ROYCE, company is facing business issue of high conflicts between lower level workers due to less job satisfaction, pressurize environment which in turn slow production process and leads low sales. To resolve this issue leaders and managers can consider different theories(Dhar, 2015). ď‚·Path goal theoryas name depicts this mechanism is used to direct efforts of employees or workers towards single path. This model suggests effective leadership style or behaviour to leader which is suitable with employee and work environment with purpose of attaining objectives. This theory contains three essential steps that required to be consider by leader before selecting any leadership style. 1.Employee and Environment characteristics:before choosing any leadership style or formulating motivation strategies Rolls-Royce leader require to understand and analyse perception, beliefs, attitudes, requirements of employees in order to assess reasons behind conflicts and how to motivate them. Moreover, leader can examine external changes or factors prevailing outside of organisation in order to formulate effective strategies. 2.Different leadership styles:this model includes different leadership styles . Directive leadership style refers to that in which leader do not discuss any thing with its followers just give orders and directions to perform specific tasks. Supportive style is applied when leaderapproachandshowconcerntoemployee'spersonalissuesandproblems. Participative style in one in which leader encourage its subordinates to take initiatives, explore new ideas, disclose all important information to them. Achievement oriented style is one in which leader sets challenging goals for employees and show confidence in their capabilities. In case of Rolls-Royce, leader can make use supportive leadership style where workers can express their grief and problems that they are facing at workplace. This enables to cultivate a healthy and positive environment within organisation(Gil and Mataveli, 2016).
3.Focus on motivation:at this stage, Rolls-Royce leader can make use of different motivational theories and techniques in order to incline and persuade workers towards achieving organisational goals. In such situation, to motivate workers leader can establish performance based reward system for them and set smaller weekly goals so that they can give 100% efforts to perform a tasks. In order to reduce pressurize environment leader can conduct inspection activities and take regular feedbacks. Throughout, auditing process if there is any unethical practices identified then management should establish corrective measures and ensure existence of positive atmosphere (Morgan and et. al., 2018).
CONCLUSION `As per the above research report, it can be summarise that organisation behaviour is an important element for business enterprise success and attainment of mission objectives. Human resource plays a significance role at different level of organisations as employees perform various activities in order to accomplish daily tasks and organisational goals. Each individual has its own thinking process and values which influence their whole behaviour. Organisation behaviour contains various concepts and philosophies which enables management of company to understand behaviour of workforce and influence them accordingly. There are various team development models through which firm can establish effective team groups within organisation.
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