Organizational Behaviour

This document explores the influence of an administration's culture, politics, and power on individual and team behavior and performance. It also evaluates content and process theories of motivation and motivational techniques for achieving organizational goals. Additionally, it discusses the characteristics of effective and ineffective teams. The subject is Organizational Behaviour and the document type is Study Material and Assignments.

Organizational Behaviour

Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
P1 Examine how an administration's culture, politics and power influences individual and team
behaviour and performance.....................................................................................................................3
TASK 2..........................................................................................................................................................6
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organizational context....................................................................6
TASK 3..........................................................................................................................................................7
P3 Demonstrate an understanding of what makes an effective team, as opposed to an ineffective team. 7
TASK 4..........................................................................................................................................................9
P4 Apply concepts and philosophies of OB within an organizational context and a given business
situation...................................................................................................................................................9
CONCLUSION.............................................................................................................................................11
REFERENCES..............................................................................................................................................13

INTRODUCTION
Organizational behavior is considered an area of research under which the framework of an
organisation has been studied in terms of actual activities. Only with help of this company, their
job quality can be easily increased. Organizational behavior principles are specifically concerned
with the existence of individuals within the organisation (Abolade, 2018). Thus, through
evaluating the rights of people, the corporation can successfully empower workers to improve
interactions and business efficiency. The organizational culture is characterized as expertise and
ideology used to encourage staff to undertake on problems and to function properly. To
understand the culture of the business and the diverse team, Unilever was chosen to market
various kinds of goods and services as a consumer products corporation. This study covers
numerous topics like society, politics and encourages productive, motivating strategies that help
achieve the organizational objectives. In addition, it often includes effective and ineffective staff,
organizational behavior principles and philosophies that are used to overcome disputes.
TASK 1
P1 Examine how an administration's culture, politics and power influences individual and team
behaviour and performance
Organizational culture is the amount and compilation of knowledge, theory and
principles that indicate or direct the actions of the participant helping to achieve the goals. Any
corporate organization’s culture represents the vision, processes, principles, traditions, symbols,
vocabulary, attitudes and behaviors used to effectively operate a company. A strong corporate
culture helps achieve the company goals in a positive manner. In the sense of Unilever, Handy’s
culture theory is used to deal smoothly with such an enterprise. Charles Handy gives this cultural
which is described as:
Person culture: There are different companies in the finance industry where workers
believe they are better than their company. This form of company reflects the ethos of
individuals because they are greatly worried with one here. Unilever should follow this
philosophy whereby workers are to be given priority rather than company (Boak and Crabbe,

2019). Staff members report to work only not to get involved in economic activities for shakes
the cash.
Power culture: This culture notes the power that only resides in the possession of the
few and is allowed to have a say. These individuals who have control only enjoy workplace
rights. More such transfer of duties is undertaken by someone who has the authority to make
decisions. This also has a detrimental impact because workers do not have enough right to freely
share their thoughts and opinions, they only need to accept what subordinate suggests. Unilever
should use this culture by handing over all the power to any guy to make decisions only for the
success of the industry.
Role culture: This culture refers to the allocation of duties and responsibilities through
expertise, desire, and expertise that helps to fulfill the objectives. Employers think whatever the
smartest people will achieve by taking on the tasks and improvements. Unilever can accept this
culture as the position and responsibilities are divided among the workers according to their
qualifications and make them feel good. It has a beneficial effect as individuals take
responsibility and ownership and also taking ownership of the process that helps support the
business strategy (Chung, Ding and Ma, 2019).
Task culture: This culture is being used by these other organizations where amount of
people operate at one location and concentrate on achieving its objective. Here, by choosing on
the assignment of staff members, teams are created to achieve goals or find solutions. Unilever
institution can implement this as it can help to achieve corporate objectives by trying to compete
with the assignment, it has a positive effect. Team spirit is also decent in task culture, as people
have worked collaboratively by comprehending the prevalent objectives and making measures to
attain them.
Organizational power: Power describes as the aim of drawing one by one's viewpoint
that effectively addresses transition. This is used in corporate organizations where supervisors
have the ability to delegate the role to individuals and have them do required job. Unilever's
power model of French and Raven makes use of what influences leadership and company
performance by shaping individually and as a team activities including such:

 Legitimate: It comes from a hierarchical role that can be used to manage employees
within the organization who are operating (Hawkins Jeong and Smith, 2019). This power
is linked to such emotions and responsibility that allows manager have worker job done.
This has a detrimental effect on corporate company like Unilever's manager playing this
role and forcing workers to operate normally. For workers, they develop stringent rules
and discipline that became a challenge for workers and they couldn't work properly.
 Coercive: It is known as coercive control whenever workers work through lack of
compliance and receive discipline. This is problematic and exploited influence that has a
negative effect on the actions of businesses, individuals and teams. Here, workers are
afraid of reduction in pay, job protection, and termination, refused rights and exemptions,
which can include working inside the company. When Unilever company managers use
this control then it will have a detrimental effect as people cannot work well enough and
due to intimidation and retribution, teams never can reflect the business objectives.
 Reward: This power entails rewards provided to employees for their success which helps
them to work efficiently. This demonstrates leadership' ability to evaluate and recognize
employees’ work success that enables people to work harder. This improves profitability,
favorable position, access to training, wage increases, etc. that evaluate workers to work
further.
 Expert: This power includes expertise and data that enables to recognize the issue and
propose a workable alternative. This power affects individual and team conduct,
including such various types of interpersonal skills, can help achieve shared goals and
teams will sustain great results in difficult surroundings. For using this control, the leader
of Unilever delegates the work between individuals and teams by understanding their
skills that help in specific date and time achieve the corporate objectives.
 Referent: This influence comes from one person being liked and others being valued and
identifying otherwise. It can be a major burden that becomes impossible for one
individual to bear. This makes it easier to identify one person’s personal attributes and
attitude for achieving the company goals. This has bad impacts, as individuals can
recognize the difficulties and execute well. The corresponding corporation's team has
completed the aim that administration intends to help sustain productivity (Homberg,
Vogel and Weiherl, 2019).

Organizational politics
This applies to in official, private, but behind-the-scenes activities that are used to market
the concepts and maximize power to achieve business objectives. Workers make policy in every
company as they need to become their senior's favorite and get job protection by operating as per
them. This policy affects the actions of individuals and teams in Unilever, as participants who
played politicians get job protection only by staying close. This sentiment has been transformed
into corruption and provides a sense of frustration in the team leading to poor company
effectiveness. This strategy generates the anxiety levels that decrease performance and
effectiveness among many other workers and teams (Kuo and Tsai, 2019).
TASK 2
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organizational context.
Motivation is characterized as the needs, values, aspirations and ambitions that are important
for operating the business and achieving goals. A business company needs to evaluate and
inspire workers' desires to accomplish their assignments. Unilever, for example, is a top chain
which offers various kinds of products and services. A most institution's leader knows
encourages its workers by meeting their desires, and focuses on helping achieve the goals. The
respective organizations use content and process theory to encourage the workers, which are as
characterized:
Maslow motivational theory
 Physiological needs: This includes basic needs of the employees including such food, air,
water and shelter. Unilever management board focuses on such job expectations and
fulfils its essential necessities that encourage workers to operate.
 Safety and security needs: This includes job protection, living room, and safety needs that
make workers feel comfortable and function efficiently. Unilever's supervisor addresses
such company receives by protecting their employment that actually makes them
enjoyable (Kwakye, 2018).
 Social needs: Every employee deserves to have social needs that are also essential to
them so that they don't feel lonely and alone. To meet business requirements Unilever's

company believes that their each company understands each other, supports them,
maintains teamwork that supports to encourage for good life balances.
 Self esteem needs: This relates to self-esteem and appreciation needs that inspire and
operate correctly for the workers. In Unilever sense, managers compensate for the
appreciation needs of staff by giving reward and admiration when working which this
helps in building the importance of them that encourage the employees.
 Self actualization needs: This ensures that people would like to fulfill their maximum
potential, inspiring workers and helping to achieve these objectives. It includes
evaluating the leadership attributes that inspire workers and boost efficiency. Unilever's
boss provides staff with the demanding tasks and provides them with a significant level
of role based on their motivational capability (Nowacki and Willits, 2018).
Reinforcement theory: This hypothesis was suggested by B.F. Skinner who explains how
workers are empowered and can monitor the effects of job performance. In this concept any
resulting type of action is known as operative behavior. By considering the relationship between
operating attitudes and behavior, Unilever has introduced this theory that also aims to ensure
positive outcomes or outcomes. When using this company structure, workers will be empowered
and efficiency improved.
Equity theory: This theory is being established by John Stacey Adams who explains the
motivation path. They say that whether they are handled reasonably or reasonably, workers get
encouragement. An entity should not differentiate in a comparable predicament between workers
that related discussions. Maintaining equality within the company encourages workers to make
fair contributions to business activities. Unilever leadership team motivates workers by applying
these strategies in which they pay workers equally and expect proper pension benefits that help
to achieve the organizational objectives.
TASK 3
P3 Demonstrate an understanding of what makes an effective team, as opposed to an ineffective
team.
Team involves combining individuals with multiple skills and experience to accomplish
the shared goals. Team's key aim is to recognize and operate together on the mutual purposes of

financial enterprise so that corporate goals can be accomplished. Group members understand
their thinking and obligation in Unilever's context that allow it to perform well enough and
improve efficiency. Team members are graded as efficient and non-effective divisions with two
teams (Ogbeibu, Senadjki and Gaskin, 2018).
Difference between efficient and non-efficient team:
Basis Effective team Ineffective team
Meaning This means a successful team, while
gathering individuals are able to
acknowledge the mission of the
business and offer their attempts to
accomplish business objectives
through using their skills and
capabilities.
This occurs when people gather
don't concentrate on corporate goals
and don't make attempts to achieve
strategic objectives.
Resource
investigator
Typically such teams are energetic
and outsider wherein they interact
with the others to accomplish the
tasks and acquire more information.
Individuals in such a group lose
interest and are pessimistic,
unworkable and causing strain.
Monitor evaluator This type of organisation becoming
self-evaluator who tests their own
success that allows lessen the
probability of error creating.
This type of team does not consider
their job tasks and, by committing
mistake, generates difficult
problems for company.
Unilever management board focuses on Belbin's theory which involves developing the
successful team including:
Function focused action:
• Implementer: To finish the mission, the team needs to implement the proposals in this position.
Implementer transforms team values and ideals into tangible behavior. Like Unilever business

implementer transforms the opinions and suggestions that help to maximize consistently and
successfully.
• Completer finisher: includes all individuals who can see the completion of programmes. As
people, they have various skills and experiences that help Unilever achieve the goals before
causing any trouble. In addition, they pay much attention to little to essential objects that tend to
get the job done perfectly (Sethibe, 2018).
People oriented role:
• Resource Investigator: This type of team has varying capabilities, wherein they play a creative
and interested role. In Unilever background, they discuss options accessible, establish
relationships and collaborate mostly on framework of a team that helps to efficiently accomplish
the task.
• Coordinator: Unilever's team plays this role in understanding from all workers hired in the
organization to meet strategic goals. They have the willingness to relate and stay calm except in
challenges, to operate normally.
Thought oriented people:
• Plant: Unilever's group member is performing this position as they coming up with creative
ideas and plan that will help to successfully fix complex issues. This form of group is often self
absorbed, and a member of the team preferred to stick
• Track Evaluator: The best way to test the concept that some other guys put up with and execute
effectively. Unilever's team member is assigned this position by evaluating their proposals that
aim to ensure good performance and corporation objectives (Tetteh and et.al, 2020).
TASK 4
P4 Apply concepts and philosophies of OB within an organizational context and a given business
situation
Organizational behavior considers a way of reacting, beliefs and principles that helps to
recognize and sustain the likelihood of others' problems. Person's need and expectations are not
always the same, so knowing what customers have and how they're being fulfilled is critical for

business organizations. Company uses various kinds of principles and ideas that aim to achieve
the business objectives. The Path Goal Theory is used to describe leadership practice that
addresses employee characteristics and the features of the Mission & Setting. Unilever focuses
on the principle of the Course Target.
Situation: Unilever is a multinational company which offers its consumers wide variety of
products at affordable price. Company organization's core aim is to sell its goods at federal and
state level, and to generate massive returns by facing competition. Such firm's teams face
disputes because of potential conflicts. This is the biggest issue that is reducing company
association's efficiency. As an entity, individual ambitions vary from those of an entity (Yang,
Manika and Athanasopoulou, 2020). The manager plays a significant role in solving the problem
including such:
Employee characteristics: Any company institution's management should know the
workforce challenges they face and assign the job to their attributes. For example, Unilever's
leader understands the workforce issue and assigns tasks as per their competence that allows it to
perform well. Since workers have strong communication abilities and handle features that help
control the job, they also help achieve individual and professional goals. In addition, they are
seasoned in accepting the difficulties and in managing their responsibilities that tries to
strengthen the working successful.
Task and environmental characteristics
Unilever faces leadership tensions because she has personal and corporate ambitions. This
industry’s main problem solving takes a phase and people make find a direction to work through
it. Features are as described by:
Task Design: This assists with the assistance of leaders to plan the mission. For example, if the
mission in Unilever is unclear then leadership need to provide the framework and a smooth
transition to working appropriately.
Working group: Team collaboration is more successful in helping Unilever's staff recognise and
successfully accomplish the mission of the business.
To face the conflicts Unilever focuses on leadership style such as:

 Directive: Unilever’s leader must remind their staff in this leadership style how they
anticipate, that they can execute duties, and that they can work with others to help
achieve the business objectives. When using this chief, the task can be divided amongst
teams and a timetable can be established and suggested how to function that allows fix
complex issues.
 Supportive: Leaders guide the staff in this leadership style by creating work fun that
allows functioning quickly. Here Unilever's leader needs to be friendly and welcoming to
take on new responsibilities by having support that can help reach their aims (Yuen, Thai,
and Wong, 2018).
 Participative: The key role of the leader is performed in this style of leadership as they
interact with supporters until reaching any successful decisions. Within Unilever
background, the leader decides the priorities and communicates with workers that helps
sustain sales and efficiency.
 Achievement: In this style, leaders set a subsequent meetings and awareness and
sensitivity to perform at a high level that enhances organizational expectations. Unilever
will make advantage of this by work performed targets and achieving milestones.
From the aforementioned Unilever leader must follow the style of supporting leadership that can
assist in finding out potential conflict of interest. As per this, the manager must provide complete
backing to all individuals and teams and should also define the course that aim to ensure
individual and career objectives.
Motivational factors: Unilever's chief motivates workers by identifying the aim of increasing
manufacturing institution's revenue. Instead they explain the direction that makes companies
know what to do and where to do, that virtually eliminates organizational barriers and then
government give people to maximize individual and company motivation to work as an
integrated team that helps sustain greater employment.
CONCLUSION
It can be inferred from the above study that corporate culture, politics, power and money
affect individual and team conduct that affects business efficiency. Positive reinforcement and
community contribute to the embrace of challenges and future technologies that enhances
performance. Efficient team plays Resources Researcher, Team Leader, Organizer, Planner,

developer, Control assessor and several positions that help achieve company objectives.
Maslow's theory is used to great conditions' basic needs and equity theory is used to manage all
workers equally which helps to maintain long-term employees.

REFERENCES
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investigation of hypocrisy in organisational and employee pro-environmental
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Yuen, K. F., Thai, V. V. and Wong, Y. D., 2018. An investigation of shippers’ satisfaction and
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