Influence of Power, Culture, and Politics on Individual and Team Behavior

Unit 12 Organisational
Behaviour

TABLE OF CONTENT
INTRODUCTION..........................................................................................................3
LO 1..............................................................................................................................4
P1 Influence of power, culture and politics on individual and team behaviour
performance..........................................................................................................................4
M 1 Analysing culture, politics and power paradigms on team behaviours and
individuals.............................................................................................................................6
D1 Relationship between culture, politics and power and recommendations..........6
LO2...............................................................................................................................6
P1 Evaluation of content and process motivational theory within organisation.........6
M2 Effective HR concepts for higher motivation..........................................................8
D1 Relationship between culture, power and motivation that enables teams and
company to succeed.....................................................................................................8
LO3...............................................................................................................................8
P3 Ineffective teams and effective teams........................................................................8
M3 Team development theories to support development and dynamic cooperation\
..............................................................................................................................................11
LO4.............................................................................................................................11
P4 Philosophies of organisational behaviour................................................................11
M4 Concepts and philosophies which inform and influence behaviour positively...13
D2 Evaluation of relevance of team development theories and concepts in context
with organisational behaviour..........................................................................................13
CONCLUSION............................................................................................................14
REFRENCES..............................................................................................................15

INTRODUCTION
Organisation behaviour can be understood as one of the most important
concept within business avenues where strong focus shall be governed onto wider
arenas so that there are various aspects of efficiency, stronger development enabled
within companies for higher goodwill goals. The report brings forward Tesco
business framework where there is emphasis developed on culture, politics and
power for influencing individual and team behaviour, performance goals and wider
functional parameters which pool on various scope of efficient vision and motivation
working among company standards as one of the major factor enabling
implementation of major functional standards and higher cooperative synergy within
teams in various dimensions within departments. Further there is analysis of team
development theories, concepts and philosophies which improve functional
standards of higher efficiency, influence behaviour goals governing various aspects
onto where focus shall be pertained among major paradigms. There is also
development working analysis developed within pathways for effective organisation
culture building ethics and how to improvise business framework for bringing on
wider positive synergy of action within Tesco workplace which improves coordination
and diversity goals (Hosain, 2019).
LO 1
P1 Influence of power, culture and politics on individual and team behaviour
performance
The influence of power, culture and politics within company behaviour
parameters can be understood as one of the most important force where innovation
is strongly enabled for generating higher functional standards within team behaviour
goals and among individuals. It can be understood that Tesco which is one of the
best retail brand globally focuses on generating cultural diversity parameters within
employees by developing various departmental innovation synergy and also be
highly bringing positive working synergy onto where higher cooperative hemispheres
are maintained. Hofstede’s cultural dimension theory is one of the most innovative
theory where framework for cross cultural communication where it focuses on values
of members within teams and analysis is developed onto various grounds through
which efficiency is developed among all cooperative paradigms. It shows the positive

impacts onto working goals within various departments, when diversity is enhanced
widely and also positive culture developed among various grounds.
There are 6 dimensions which are as follows:
Individualistic/ Collectivism: This focuses on personal needs and goals which are
prioritized within company vs the needs and goals of Tesco which will improve
functional goals onto wider arenas further.
Masculine/Feminine: Masculine societies have various rules for men and women,
less from the feminine cultures where Tesco shall focus onto developing stronger
synergy of relative standards for creating effective potentialities (James, 2017).
Uncertainty avoidance: This can be understood by the parameter where dynamic
working conditions and outlook among employees enable to pool in diversity among
employees and also deliver growth competitively within new standards.
Power distance: Degree people are comfortable with influencing upwards and how
much positive power is there among various grounds.
Time perspective: Long term time perspective and planning for future, short time
past and present oriented within company goals pa rameters.
Indulgence/ Restraint: Allowing gratification of basic drivers related to enjoying life,
having fun and regulating various social norms within wider categories.
There are various types of power within company behaviour parameters
which enables to establish stronger working force among all working departments
and employees, which creates higher motivation and cooperative understanding
goals onto various grounds. Tesco leader shall be using positive power within all
employees to bring on wider working innovation and also eliminate any sort of
ineffective new gained working parameters of how working innovation can be
improved further for new working progression ethics (McShane, Olekaln and Martin,
2018).
Legitimate power: This can be understood as one of the most important power
within company leaders who are able to monitor all working operations within