Influences of Power, Politics, and Culture on Organizational Behavior

This report discusses the influences of power, politics, and culture on the behavior of employees in an organization, with a focus on Tesco. It also explores motivational factors for individuals and teams to achieve organizational goals, as well as effective cooperation with team members. Additionally, it covers the philosophies and concepts of organizational behavior.

Unit 12
Organisational Behaviour

Table of Contents
INTRODUCTION................................................................................................................................3
LO1 the influences of power, politics and culture on the behaviours of other in the context of the
organisation.................................................................................................................................3
LO2 motivativating individual and teams in order to achieve the organisational goal.............5
LO3 demonstration of knowledge to effectively cooperate with the team members.................7
LO4 Philosophies and concepts of the organisational behaviour...............................................9
CONCLUSION..................................................................................................................................10
REFERENCES...................................................................................................................................12

INTRODUCTION
The studys of both individuals as well as the groups for their performance & their activities
in a organisation is called as the organisational behaviour of the company. This study of
organisational behaviour determines the behaviour of the human at the work environment which
eventually determines the impact on the leadership, motivation, communication, performance as
well as on the job structure. Therefore in this report it has been discussed about the various
influences of power, politics & culture on the on the behaviour of employee in the Tesco
organisation followed by the motivational factors that motivates the individual as well as the team
members of the company for achieving the companies goals as well as the their personal desires
(Coccia, 2015). Moreover, in this report it has also been discussed about the factors that help
employees in understanding the ways to cooperate effectively with the other employees followed by
the concepts & philosophies of the organizationals' behaviour of the Tesco company.
LO1 the influences of power, politics and culture on the behaviours of other in the context of
the organisation.
Power culture
power of position is enjoyed by very limited people in an organisation. This shows that power
culture is followed in this organisation. Those people which are allocated with necessary powers are
the only one who could take various serious decisions related to the organisation. Such persons are
generally considered to be the person with previleges at the workplace. These bodies which have
such authoritive right are responsible to delegate various job designations & responsibility to other
employees. Thus, in such work culture the employee does not has the liability to express their view
(Kitchin, 2017).
Task culture
the culture of organisation which is based on performance of team is demonstrate by task culture.
To achieve the various targets of the organisation or to solve the various critical problems arrised in
the organisation, the organisation following task culture will form organisational culture teams to
successfullly meet such issues (Majumdar, 2018). Thus, organisations with task culture will tends to
allow all the employees or the participants of the organisation to get the opportunity of equal
contributions to evaluate the given task in the most innovative manner.
The task culture followed in Tesco mainly focus on the concept that ultemately the task must be
done. This culture also rely on working in team with the staff of the organisation. Since task is the
work which is supposed to be done in order to gain profits. Thus, in tesco task culture heavily relys
on the research development activities.
Person culture

the organisations that follow the model of person culture are more focused or emphasised on the
importance of the employee or the individual working for that organisation. Thus, the organisation
that follow such work culture having the employees which are much focused on the individual
profits instead of being focused on the overall benifts of the complete organisation (Quinn, 2016).
In person culture, the companies following this culture gives more importance to the employees of
the organisation rather than to the organisation. Thus, here in such organisation the individuals are
more concerned about ownself rather than to the company. Team work in organisation is very much
benificial to complete the task assigned to employees at faster pace.
Role culture
the organisational culture which focuses on the delegate role of employee of an organisation, then
such organisation are said to be following model of role culture. Employees with such delegated
roles are the individuals of the organisation which are assigned the power of deligation depending
on their specialization or on their education qualification, therefore, such employees enjoys their
opportunitys to decide the best they could do, depending upon the selection of their job role for
which they willing to accept the challenge (Avota, McFadzean and Peiseniece, 2015).
Job security in role culture is the benefit available to the employee working in
this type of work culture environment. Here the employees are assigned the job
to carry out the higher up manager and staff within the company. There is
always a benefit of job security in this type of organization as the employee
here are not forced to performed better as the employees doing their work
according to the job description are doing sufficiently enough.
The model of organisation culture followed by Tesco earlier was the bureaucratic model, that was
very equal to the power culture. But that was not been successful for the smooth running of the
organisation as due to the power culture the employees are not getting benefits & equal
opportunities to openly express their workplace issues & to express their views. As each employee
was bounded to follow the rules of same level in-spite of the fact that different employees has very
different capabilities and thus the individuals with the innovative ideas are lacking behind due to the
culture model followed at the Tesco as the employees are not been able to express their ideas &
views.
The organizational culture of the company Tesco in mainly influenced by the political scenario &
external power of the state where it has been situated .
Culture, power & politics had a great impact on the Tesco company. These organisational factors
has influenced the decision-making strategy of the company. These factors also influenced the
employee-employee relationship within the organisation as well as employee-customer
relationships which eventually enhanced the overall productivity of the company. This also

facilitated the employees of the organisation to work in the much better environment than before.
Cultural, power & politics all created both the positive as well as negative impacts on the
organisation, brought various new changes like rewarding of the employee who has given the best
performance in the session of time as well as selection of employee as a supervisor, to supervise
other employee. The negative impact has happened to the power structure in the company was the
misuse of the power which was done by the various officials which are already in the power
initially in the organisation. Moreover, some policies addopted in the Tesco has increased the
productivity of the organisation but at the same time these policies has also created individuals of
the organisation to get involved in the unethical practices of the company (James, 2017).
the power culture followed in the organisation Adobe, as here employees plays politics in order to
get close to the decision maker in order to secure job, this will lead to develop nepotism and
develop jealousy in the other members of the team and ultimately leads to poor organisational
performances.
Influences of organisational power
the desire to search the power arises due to the various conflicts within the organisation. According
to some psycoanalysts seeking power in the organisation will going to be not conductive in the
psycological development of the individual. On the other some psycoanalysts suggests that under
several circumstances the personality of an individual can only build due to the power culture
followed in the organisation. To the most extint, the future of organisation as well as their
departments can be controled & determined by the power culture used in the organisation. The
need of the power will increase in the organisation with the increase in the conflicts &
disorganization of the company. The conflicts tends to increase when the person has not only power
but also the control of the various actions within the organisation. Thus, sometime hunger for power
would lead to exploitation of the individuals fear. Different people react differently while facing the
fear i.e. some individuals fights back, some individuals flee away while some individual
acquiensces.
It is not always that all the individuals of the organisation will misuse the power i.e. it is not always
that all the power seekers are troubled people, despotic & neurotic. However, some power seekers
of the organisation could give great positive impact on the organisation, as such power seekers of
the organisation are responsible for doing good for the organisation. Thus, a proper criteria must be
developed for the organisation to execute its various organisational setting effectively and this can

be achieved by the assigning the various power to the various suitable and desirable individuals of
the company who are highly self motivated, self adjusted as well as highly effective in their work.
And the ability of power will ultimately turn out to be the resource for human control, which
ultimately brings the success of the organisation.
An inidividuals confidence & power can be determined by its usefulness in the organisation, its
level of confidence as well its sence of efficiecny. When an individual feel that its work is
productive for the complete organisation, as well as it is contributing for the benefit of the
organisation along with the feeling that the individual is making a difference for the organisation
than it will automatically fells the essence of subjective experience of power. Therefore, individuals
who seek power automatically increases their self-worth in the organisation if they are carring out
their power in the most positive and effective way.
LO2 motivativating individual and teams in order to achieve the organisational goal
Content and process theory for motivations
motivation of the employee in the organisation is process of simulating the emplyee to achieve the
organisationals goals and objectives. In the context of the organisation, motivation can be explained
as the process through which an employees overall performance in the organisation is been
enhanced by providing it motivation in the terms of increasing desire, needs or drive to complete
the assigned project to the individual. Thus, these motivational theories helps the completion of the
business process successfully with better effectivity & productivity. Motivational theory has been
basically classified into 2 categories i.e. content & process theory.
content theory
the primary content theory of motivation are Maslow's needs hierarchy theory of motivation &
Herzberg's two factor theory of motivation.
Maslows hierarchy of needs theory
maslows has designed a heirarchy of needs of an individual where he has put the most basic or the
most essentially needs of an employee at the bottom level of the pyramid while the most complex
needs such as self-actualization at the top of the pyramid.
The various stages of needs of the individual described by maslow are as follows :
Physiological needs
physiological needs are most basic needs of an employee of an organisation ehich includes food,
water, shelter & sleep. These are the just essential needs which are required by the human to
survive. Maslow suggested that the individual's mind & body can't survive without these essential
requirements (Rhoden, 2016).
Safety & security needs

safety & security needs are the needs which includes an individual's source of income, a place to
live, health & well being. Safety and security needs includes personal security , financial security
and safety related to health & well being.
Belongingness & love needs
these needs of maslows theory of motivation includes an individuals integration into social groups,
feel part of the community or a group & having a affectionate relationship.
Esteem needs
esteem means being valued, respected & appreciated. Individual with low esteem needs respect
from the other. Thus, esteem needs shows that respect of the individual is very useful. An individual
always wants attention, prestige, status as well as love.
Self-actualization needs
self-actualization needs shows the needs of the individual who is desirable to grow and want to
develop itselp at the fullest potential.
Maslow's hierarchy of need theory can be applicable to the organization Tesco as
the hierarchy could be related in the way the managers run the business. For example if the
company Tesco does not allow its employee to have time to drink water or take break, after they had
worked for several hours, then their basic needs might not be fulfilled
the weakness of the maslow's hierarchy of needs theory
theory lacks the about the motivators of extrinsically driven individuals .
for the managers it is difficult to identify the employees need level.
There might be chances that the basic need may not be satisfied to acknowledge the needs of higher
level.
Herzberg's – two factor theory
the Herzberg's two factor theory is mainly compromises of two factors i.e. hygiene factor &
motivating factor. If the hygiene factors such as safety & security, work environment, working
conditions & salary are comparitively low or unsuitable at the workplace, then it could make the
individual unhappy as well as dissatisfied with its job. On the other hand, motivating factors
increases the job satisfaction and here the motivation is based on the personal growth needs of an
individual. Therefore, motivational factors ensures that the employee is satisfied as well as to
motivate it for higher performance while hygiene factors ensurea that employee didnt get

dissatisfied (Bakotić, 2016).
hygiene factor
the various hygiene factors of herzberg's two factor theory of motivation are company policy and
administration, supervision, salary, interpersonal relationships & working conditions.
motivating factor
the variour motivating factors of Herzberg's two factor theouy are achievement, recognition, work
itself, responsibility & advancement
Process theory
process theory concentrates on the issues relating how the process work & sustain itself overtime,
such as factor that determines modification of efforts, the continuation of efforts, the degree of
efforts etc. the two process theory i.e. expectancy theory and the equity theory is explained below:
Expectancy theory
in the historic time expectancy theory of motivation is one of the most important theory of
motivation. This theory of motivation basically highlights the involvement of user choice in the
processes as well as the active cognitive . Evaluation of the efforts for the outcome & decision-
making making process are the points which are partially highlighted by this theory of motivation.
Moreover, this theory focus on relationships between present behaviour as well as anticipated future
reward of the individual . Therefore expectancy theory of motivation highlights the significances of
matching reward by the efforts done by an individual or on a personal basis.
application of motivational theory in Tesco can be explained as
it is very important for the organisation Tesco to motivate its employee through supply of hygiene
factors such as apporopriate pay as well as good working conditions.
Aligning the companies promises with the policies and management
aligning tasks to the persons skill set.
Making clear corellation between rewards and performances.
equity theory
in the equity theory of motivation employees constantly access their level of efforts against their
coworkers and the rewards they receive for their effort. To bring the equality of the efforts within
the various team members or the coworkers of organisation specific measure could be taken in
order to adjust the up and down of the performances of various individuals by the manages of the

organisation. Thus, it is always suggested to the managers of the team to kindly reward the
individuals or the workers on the basis of some fair & equitable basis, and if the managers found
any inequities within their department than these inequities must be adjusted as soon as possible.
Conclusion of both the theories
The amount of motivation required for an individual totally depends upon the how badly the
individual wants to achieve its desired goal. As the process theory is linked with the content
theory of motivation. Thus, in the process theory the individual has expectations to achieve
something, so it makes efforts to achieve its needs and their motivation also depends upon the
what will be the need throug which they will get satisfied. Thus it can be concluded that, both
the theories are the guide lines to motivate staff.
LO3 demonstration of knowledge to effectively cooperate with the team members
Comparison between effective team and ineffective team
Decision making:
Effective team leader involves each member of company A and takes suggestion regarding issues
when all agree to decision then leader implement. Thus, effectiveness of leader assist to accomplish
goal through team while Ineffective team leader takes decision too soon before examine or resolve
actual issues, Leader of team doesn't consult to their team regarding issues, that causes team
member of company works as pay to duty but not work as team, so that leads ineffectiveness in
team (Hilton, 2017).
Leadership:
Effective team leader doesn't show dominance in team, nor bother the group excessively. Leader
supports group of employees to make them frank. He assists to develop their skills. While,
Ineffective team leader shows dominance on team. Leader can be weak or strong, but he always sits
at the head of the table that's why leader have to maintain distance to group of employees cause of
his position. Thus, leadership ain't capable to influence team to accomplish goal of company A
Self evaluation:
Effective team always worry about own action, so team always examine their work flow. It analyses
that what can be upcoming challenge for their operation and keeps advance solution for that
challenge, Group of team also helps to each-other, if any employees affix in any issues during
operation. While, Ineffective team avoids such like evaluation own their running operation and also
doesn't keep maintenance in their work.

Division of labour:
Before taking any action by team, group of member discusses to each-other then resolve issues if
it's coming, when all member gives acceptance regarding assignment then team implements on
whole group. It shows effectiveness in team and bonding as well. While, Ineffective team
employees doesn't discuss to each-other about task, That's why they unaware for task responsibility.
Thus. They unable to complete task it shows ineffectiveness in team.
Listening:
Effective team member listens to each-other and gives opportunity to everyone to share their views
or ideas. It enhances involvement of member and makes them feel value for team. While member of
ineffective teams doesn't like to listen each-other. Even ideas of member generally ignores and over-
ridden. It creates misunderstanding between them (Zaghini and et.al, 2017).
Member contribution:
There are members of team involve virtually in lots of discussion and everyone participates
enthusiastically in discussion. Member gives ideas which is listened by team members. If ideas is
effective and relevant to task then implements it while ineffective team few members shows
participation in the discussion, and gives suggestion that how to resolve problems and their
contribution often way of the point while other member just listen rather to give suggestion.
Conflict resolution:
Effective team- if any member of company or group shows disagreement. Disarrangement can
occur personal. Political, financial or emotional, then team leader finds peaceful solution, so-that
conflict doesn't occur in group member while, Ineffective team- conflict generally arises by team
when disagreement ain't deal effectively with team members. These conflicts normally influences
by the leader, when he doesn't give peaceful solution. Through such kind disagreement leads
ineffectiveness in team.
Tuckman Theory
Tuckman theoruy to compare effective and ineffective team recognises the fact that groups did not
start with fully formed as well as functional. Therefore, in order to build high performance team
tuckman's teamwork theory is used. This theory is best illustrated with the help of graph which
shows the link between group relations and task focus. However, tuckman clearly indicated that it
generally takes time to reach the performance stage, and it is obvious for the teams to go through
ups and downs as to develop relationships. Due to this, earlier tuckman was known as storming
phase. The four pases of tuckman in order to compare effective and ineffective team can be derived
through the phases such as forming, storming, norming as well as performing.

LO4 Philosophies and concepts of the organisational behaviour
The fundamental concepts of the organisational behaviour are:
individual differences
every individual is different from the other individual, thus the idea of individual differences came
from psychology. Form the day of birth each individual is unique and has different personal
experience of life.
perception
different people has different perception of seeing the same object. It is common that two
individuals can persent the same object in two different ways. An individual always interprts or
organises in the way it sees in its lifetime or it experiences in the life time. Thus, different
employees also perceive in work differently due to their difference in social surroundings, past
experience, demographics, needs & personalities (AlNasseri and Aulin, 2016).
a whole person
it is essenital to keep in mind for the employeers of the Tesco company to not to detach the
employee from their personal life. Thus, the manager must treat their employee as a whole person.
motivated behaviour
an employee has the desire of various needs in its worklife. To fulfill such needs the employee has
to workhard within the organisation. If the individual is given proper motivation then only the
individual work quality will going to be improved.
the desire for involvement
the desire for investment in the Tesco organisation suggest that every individual must get
opportunities to express their thought and views, getting the opportunities to express themselves
will eventually help both the parties i.e, organisation as well as the individual. The individual will
gets benefit in enhancing its knowledge while the organisation will get benefits in decision-making.
the value of the person
every individual working within the organisation wants to be valued. This value can be determined
by the way it gets treated in the organisation. The various factors influences the value of an
individual within the organisation are respect, dignity & some other issues from their and its society.
human dignity
this concept is philosophical. Human dignity suggests that every individual working in the Tesco
organisation wants to be treated with dignity, thus this shows the organisational behaviour within
the company. Treatment with dignity and respect means respect of every individual ranging from
the CEO of the company to the labour working over their. Getting proper dignity and respect will
eventually enhances the performance of the individual (Nangoy, Hamsal and Pradipto, 2019).

organisations are social system
there are basically two social systems exists in the organisation i.e. formal system and the another
one in informal system. Similar to the psychological needs of the people, they also have social roles
& status
mutuality of interest
mutuality of intrest within the organisation suggests that organisation needs the employees at the
same time empoyee needs the organisation. If there is a lack of maturity within the organisation
then their will be no sence of in groups or development of corporation of the employees to
accomplish any task , because if their will be no common base then the completion of the task
would be impossible.
holistic concept
holistic concept interpret the organisation- people relationship regarding the whole social system,
whole organisation, whole group or a whole person. The various issues are analysed in the terms of
total situations affecting them rather than in terms of an isolated event or a problem.
The common conflict which is seen in Tesco is the conflict of interpersonal relationship. As in
Tesco the individual goals are slightly different from the organisational goal.
in order to resolve the conflict of interpersonal relationship within the organization of Tesco, the
path goal theory can be applied to resolve this conflict. Path goal theory states that there are
distinguisable roles followed by the leaders, thus, the managers must addopt the leadership traits
which are based on the needs of the employee.
The role of leader in tesco is to achieve the set goal, overcome all the challenges that arise in the
organisation as well as offering incentives.
As the leadership followed in tesco is directive, this conflict of interpersonal relationships is higher
so this conflict could be resolved by path goal theory.
CONCLUSION
This report can be conclude as, the studys of both individuals as well as groups for their
performances & activities in a organisation is called as the organisational behaviour of the company.
This study of organisational behaviour determines the behaviour of the human at the work
environment which eventually determine the impacts on the leadership, motivation, communication,
performance as well as on the job structure. Therefore in this report it has been discussed about the
various influences of power, politics & culture on the behaviour of employee in the Tesco

organisation followed by the motivational factors that motivates the individual as well as the team
members of the company for achieving the companies goals as well as their personal desires.
Moreover, in this report it has also been discussed about the factors that help employees in
understanding the ways to cooperate effectively with the other employees followed by the concepts
& philosophy of the organisational behaviour of the Tesco company.

REFERENCES
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