Influence of Culture, Politics, and Power on Organizational Behavior

Unit 12 - Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
THE INFLUENCE OF CULTURE, POLITICS AND POWER ON THE BEHAVIOR OF
OTHERS IN AN ORGANIZATIONAL CONTEXT.....................................................................3
Organisational Culture.................................................................................................................3
Organisational Politics.................................................................................................................4
Organisational Power...................................................................................................................5
Critically analyse how the culture, politics and power of an organization can influence
individual and team behaviour and performance.........................................................................6
THEORIES OF MOTIVATION.....................................................................................................6
Content theory of motivation.......................................................................................................6
Process Theory of Motivation.....................................................................................................7
TEAM DEVELOPMENT THEORIES...........................................................................................8
Tuckman theory...........................................................................................................................8
Belbin team roles theory..............................................................................................................9
EFFECTIVE TEAM AS OPPOSED TO INEFFECTIVE TEAM..................................................9
CONCEPTS AND PHILOSOPHIES OF ORGANIZATIONAL BEHAVIOUR.........................11
RECOMMENDATIONS...............................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour is defined to be one of those entities that is practiced by organisations
every now and then such that the focus will entirely based on the operations as well as the
activities that are involved. The organisational behaviour plays a crucial role that regard to the
structure of the organisation because whatever be the entity that it is dealing with regard to its
efficiency of the working culture will entirely based on how far the behaviour of the organisation
is being portrayed (Walford, G., 2018). It is also an essential factor in order to be determined by
the set of companies that are operating in the same field and that is when a good competitive
advantage can be achieved for the organisation. The entire report will deal with the
organisational behaviour in regard to an organisation and will bring about all the factors that are
involved in at. The company that is chosen in this regard is A David and Co. This organisation
shares for small business that is operating in the United Kingdom with a good revenue. This is a
sector which is into dealing with food and drinks. The organisational behaviour of this particular
organisation is being portrayed in the entire report.
THE INFLUENCE OF CULTURE, POLITICS AND POWER ON THE
BEHAVIOR OF OTHERS IN AN ORGANIZATIONAL CONTEXT
Organisational Culture
Organisational culture is defined to be one of those underlying believes in an organisation that
are portrayed with an atmosphere that is maintained in the organisation. Culture plays a
predominant role in defining the aspects as well as the operations with regard to the organisation.
It is not until when an organisation maintains her face with regard to culture as well as the
activities that are performed in it then it can be determined by many people in and around. The
organisational culture is expected to be heart rate that is full of philosophy as well as the effects
that are a part of every workspace. The future expectations in regard to the organisational growth
as well as the implementation that are that are necessary to be inhibited will entirely depend upon
the circumstances as well as the beliefs of the organisation. The vision, values, goals and
objectives of the organisation is entirely derived by the concept of culture. There are different
types of culture that are being followed by the employees when recruited into the organisation
(Alvesson, M. ed., 2016). They are as follows:
Person and market culture: this type of culture is usually portrayed in how far are the members
in the organisation are involved into treating their employees as well as creating a good conduct

for the business. The market culture is entirely based on how far the strong aspects of the
organisation are portrayed in creating a value for the products or the services that they are
dealing with and in return this will determine the value of the organisation.
Adaptive and adhocracy culture: freedom is given in the organisation for everybody in order to
come up with their ideas and strategies such that they can be used in maintaining the face of the
organisation. This type of culture is a reflective of which every person in the organisation at
treated in an equal manner almost to which the decisions are being accepted and this can also be
the dynamic entrepreneurial action that can be taken for word by small businesses (Chemers,
2014). Since the organisation that is so that in this regard is a small-scale industry and therefore
it is mandatory to be maintained for kind of culture that will improve the face of organisation by
all means.
Power culture: power culture is the influential term that can be used in order to determine the
authority in the organisation who is responsible to bring about the rules and regulations of the
organisation. Every organisation is composed of different hierarchy and there are designed in
such a manner that they perform the task accordingly and give people at work to their
employees. This power culture is reflected upon the circumstances that will help to maintain the
same face between the communication as well as the operational entity that have to be managed.
Organisational Politics
Organisational politics are said to be those that will arise as a part of different perception as well
as their ideologies that are impacted on the business atmosphere. There are certain goals that are
to be reached by the organisation and that can only be possible once the employees go in the
same face without the conflicts as well as the misunderstanding between their perceptions. There
is an advantage as well as a disadvantage with regard to organisational politics. From my device
using their power in order to go in an extreme manner that will lead to bad politics and derived
or negative sense (Driskill, 2018). Organisational policies are sometimes required because the
different decisions that are portrayed in that particular aspect will reflect upon the growth of
organisation. reasons for organisational politics:
Work pressure: This will have to be carefully delt in a company like a David and Co Limited
this is said to be one of the related problem of misunderstanding. Subsequently take this as one
of the best platform to deal with the circumstances and also the specialised and providing
Employees with the right amount of work.