Impact of Organisational Culture, Power and Politics

ORGANISATION
BEHAVIOUR

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 in 1998 with a name of Rolls-Royce Plc. Company has its
headquarters in Goodwood, London. Roll-Royce deals in variety of luxury vehicles under
various brand name such as Phanton, Cullinan, Ghost, Wraith, Dawn and serves these
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 Culture refer 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:
 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.
 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
activities without consulting to supervisors. Also, this culture provide secure job
authority and opportunities to grow their career graph.
 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 in organisation then it eliminate situation related to conflicts or chaos. This
enhance over all performance of workforce.
 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