Organisational Behaviour: Influence of Power, Politics, and Culture on Behaviour and Performance

This document discusses the influence of power, politics, and culture on behaviour and performance in an organization. It explores the use of motivational approaches, content and process theories, and the development of effective teams. The case study focuses on Houze Designer, an interior designing company.

Unit 12 Organisational
Behaviour
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Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1- Power, politics and culture influence on behaviour and & performance of others within
company.................................................................................................................................3
M1- Interrelation among individual expectation, culture, performance and behaviour.........6
D1- Relations between power, culture, politics and motivation............................................6
LO 2.................................................................................................................................................6
P2- Motivational approaches, content and process theories use in regard to Houze Designer6
M2- Use of behavioural motivational concepts, theories and models to influence others.....9
LO 3.................................................................................................................................................9
P3- Development of effective team as oppose to unproductive.............................................9
M3- Team & group development concepts to support dynamic cooperation development.11
D2 Critical evaluation based on team development models in regard to Houze Designer. .11
LO 4...............................................................................................................................................11
P4- Organizational behaviour philosophies and concepts....................................................11
M4- Concepts and philosophies of OB inform behaviour positively and negatively..........12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Organizational behaviour is systematic study about how teams and each applicant at act
workplace within different companies where they do his or her jobs. It draws from other
discipline to develop a different field. This concept concentrate on how human act in a firm
including how workers interact with each other. The current study will be based on Houze
Designers, which falls under list of the best interior designing companies who effectively creates
inspirational interiors for target customers; firm does not work on large projects. This study will
explain influence of culture, power and politics on team and individual work as well as
behaviour. It will define process theory, content model and motivational techniques in context of
company. Furthermore, this report will describe development of effective team as opposed to
ineffective one. It will also justify philosophies and concepts of organizational behaviour in
regard to chosen company & business situation.
LO 1
P1- Power, politics and culture influence on behaviour and & performance of others within
company
Culture-
The culture of a company defines appropriate way to behave at workplace. It consists of
shared values and trust established by managers and leaders (Gürlek and Tuna, 2018). Different
forms of organizational cultures can be defined through Handy’s Typology organizational
cultures.
Politics-
Organizational politics can be describe as informal and unofficial efforts use to control
performance of people, influence business practices and other things as well either in negative or
positive manner.
Figure 1Handy's Model
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(Source: Handy's Organizational culture, 2020)
Power-
The power of an organization can be defined as capability of management and business
structure to use key resources in favour of companies’ development such as workers, technology
and other assets. French & Bertram is one of the best models that define varied forms of power
use in Houze Designers as chosen brand.
Handy’s organizational culture-
Power culture-
In company, manager have power to appraise workers based on several things, when this
authority can be used by them fairly it put positive impact on staff performance and behaviours
as well (Bachrach and et.al., 2019). It lead to encourage individual and his or her productivity
level even better.
Task culture-
According to this culture, organization and management allocate a project to individual
and groups members’ base on skills and abilities, which in return increase performance level and
drive people to behave positively.
Role culture-
With this culture, when management control performance of staffs and individual after
knowing what his or her accountabilities & roles can impact nature and work positively, which is
quite beneficial for growth of company.
Person culture-
In Houze Designer Company, person culture put negative impact on behaviour and teams
performance as well as individual, because when person only think about achieve his or her own
goals it demotivated others which is not suitable for organizational culture.
French and Bertram power forms-
Legitimate power-
Leader or manager could use this power but in positive manner because it directly
influence team and worker performance and activity as well (Hu and Judge, 2017). For example,
when leader lose his or her positive image at workplace, people never follow their command,
they needs to be positive influence.
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Expert power-
Manager and other people at workplace have specific skills and capabilities that they can
use to influence other in fair manner that help to increase productivity and performance of
individual and team also. For example, manager by using their effective planning skills can
develop training plan for everyone, which is an actual use of this power.
Reward power-
Human resource manager and top authority have this power, when it can be used without
differentiation that means people can work effectively and perform even better. Due to this
element, team can act like other in workplace which in return increases performance level
efficiently.
Coercive-
Punishment is the main element of this power that influence team and individual
behaviour & work negatively because no one needs any type of punishment for unintentional
thing (Nazir and et.al., 2020). This kind of power put negative impact on everything such as
culture, productivity etc.
Referent power-
Leader in Houze Designer have this power that influence behaviour & work of group and
employee positively. For example, Leader with this factor do everything to motivate staffs which
make them able to perform excellently and much better than last few months or years. It
develops respect and trust among applicants for them.
Organizational politics-
Politics in Houze Designer organization affect individual and team performance and
their behaviour in negative manner (Lin and et.al., 2020). In fact it can demotivate workers,
change attitude of staff members towards management and mostly increase degree of stress,
which is not good for mental & physical health of employees. Politics at workplace put negative
impact on behaviour of candidates or teams and it also enhanced access to resources of business.
It is an unhealthy factor that can provide benefits to few members of firm like manager who can
play dirty politics and use his or her power in favour of favourite workers.
Team and individual performance, culture and behaviour influence-
These components are related with each other because they all drive towards set
achieving aims and objectives of Houze Designer. For instance, individual team at workplace are
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accountable to perform for different roles and accountabilities, through which they enhance
productivity of company even better. It put positive impact on success and growth of business
within industry. On the other hand, when groups could not accomplish their task on time and
perform poorly, it leads to decrease sales and profitability of venture. Behaviour of
administration towards staff needs to be good, if it is not it influence negatively on progress of
firm.
M1- Interrelation among individual expectation, culture, performance and behaviour
All these elements are interrelated with expectation of company & worker because it
directly influences them. For example, applicants while working in chosen organization expect
that management could use their power without differentiation, which is really very important. It
can be said that positive culture in organization always provides a lot of benefits to employees
and company as well. It increases productivity and performance level appropriately. All the
individuals at workplace expect that he or she work in productive and supportive culture.
D1- Relations between power, culture, politics and motivation
Person culture in company make team and business able to succeed and gain competitive
edge, because when people thing about own work he or she can accomplish each task on time
without wasting on those who could not be capable to handle single responsibility. On the other
side, it influence in negative manner because person culture make each worker less supportive,
they never help other when he or she needs in emergency situation. Influence of power, culture
and politics on group and individual connect all factors with each other. Use of all these things in
firm without differentiation enables people to get great success.
Recommendations-
 Leader should follow power culture, and use authority equally in context of rewards and
appraisal, which is really very essential for business growth and employees as well.
 Furthermore, manager must consider the needs of every staff member at workplace not
only for those who are his or her favourite because it leads to high employee turnover.
LO 2
P2- Motivational approaches, content and process theories use in regard to Houze Designer
Motivation is key elements of company because it helps to improve performance of
workers and other people by bridging gap between willingness and capability to work. It can be
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analysed that motivated workers always put his or her maximum attempts for achieving
organization aims like Houze Designer.
Maslow’s Hierarchy of needs-
Physiological needs-
When biological needs of worker’s like food, shelter and drink, management provides in
form of facilities to staff members it enhance productivity of company and applicants, which can
play vital role in term of motivating them (Saldanha, 2018). All these needs offer by manager
can effectively motivate people.
Safety and security needs-
Once worker physiological needs are satisfied, then they move to obtain safety and
security needs at workplace while working in chosen firm (Clapp and et.al., 2020). Financial
security given by management can motivate staff to perform even better and allow manager to
retain skilled workers for long term period.
Social needs-
Effective Collaboration and coordination between leaders and all staff members can
encourage each candidate in workplace, as it helps to drive them in regard to achieve goals of
business in systematic manner. It builds trust and strong bond between all of them, which is
actually very beneficial for Houze Designer.
Esteem needs-
Existing and new applicants always need respect from seniors and juniors while working
in chosen company because it allow them to experience great motivation and permit to be
productive even better (Bozani and et.al., 2019). When everyone respects each other in work
areas it can motivate them and enhance productivity.
Self actualization needs-
After fulfilling all needs and obtain satisfaction workers are self dependable and
experience self development among themselves, which also motivate them and improve degree
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of performance positively. It provides a lot of benefits to company and staff as well in term of
increasing sales and growth.
Vroom Expectancy motivation theory-
Expectancy-
Manager of Houze Designer fulfil all the expectations of workers such as incentives,
bonus, rewards etc, which turn into maximizing motivation level and morale of staff effectively.
When expectations of workers are consider by management, each applicant feel happy and
motivated that is really quite good for workplace environment and organization culture.
Instrumentality-
According to this element, by using range of motivation tools and approaches such as
transparency, collaboration and trust leader and manager can motivate employees even better and
effectively. Trust between both parties can be build when management drives individual toward
taking part while making decision by high authority (Adamu and Shakur, 2018).
Valence-
It is the last stage of chosen motivation theory that guide leader how he or she can
motivate people without facing any problems. Fair wages, rewards, performance appraisal and
incentives are key components of motivation that management could use and then it allows them
to encourage staff successfully.
Employee motivation techniques-
Manager can ask for staff input that allow employees to motivate themselves. They can
anonymous polls to reflect applicants that management can care about his or her suggestions and
value their input (Groen and et.al., 2018). It can be said that asked for recommendations and
innovative ideas are the best ways that organization can use to improve working environment
and motivate staff even better. Along with this approach, firm can inspire attempts of group
members and individual by validating their hard work and must show appreciation.
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M2- Use of behavioural motivational concepts, theories and models to influence others
Maslow’s hierarchy of motivation, Vroom expectancy theory and motivation methods
effectively influence behaviour of staff and other people as well in company, which is beneficial
and helpful for business and employees (Loxton and et.al., 2020). For example, according to
Maslow’s theory leader can encourage people to work effectively by understand and providing
physiological, security and other needs, it leads to develop positive behaviour of individual.
Furthermore, on the other hand, it has been identified that lack of planning before using
motivational methods can impact staff behaviour and performance negatively.
LO 3
P3- Development of effective team as oppose to unproductive
Effective teams at workplace can be considered as key foundation of every successful
company like Houze Designer. Firm with these groups can work excellently in any situation and
gain competitive advantages. There are different types of team development theories and models
are used in world of business, following are-
Tuckman team development model-
Stage 1- Forming: With this stage, manager can build a team who can perform excellently
without making any mistake and facing issues. This thing is possible when each applicant for
team can be chosen base on capability, abilities, traits, skills etc.
Stage 2- Storming:
At this phase, workers can challenge each other and then leader consider which group
works better and how they accomplish task. It also forms a productive team and allows
management to identify their work.
Stage 3- Norming:
Each role facilitation are broadly active at this stage where staff concentrate is obtained
success, high functional benefits that in return develop new goals and objectives of firm.
Stage 4- Performing:
Leader provide clear aim, objective, mission and vision in front of staff that help to
motivate workers to act accordingly and allow obtain desire outcomes.
Stage 5- Adjourning:
When the set goals and vision is achieved by team it finally provides outcomes in form of
increasing sales and profitability.
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Belbin model-
 Resource investigator- Leader play this role and build a group of people who can perform
in workplace much better than other after getting key resources.
 Team worker- Staff who can work in group and motivate other to work effectively can
drive individual towards goal achievement.
 Co-ordinator- group member coordination and communication build strong team in chosen
interior company.
 Plant- Innovative and creative team find solution about any problem that enhances
productivity.
 Monitor evaluator- Manager play this role and monitor as well as measure activities of
employees in organization and then provide right opinion that also build effective team.
 Specialist- The person who has appropriate knowledge about business functions,
management and growth approaches is specialist; they can effectively manage performance
of candidates perfectly.
 Shaper- Skilled workers are shaper who can drive sales of company even better than its
competitors by working hard.
 Implementer- Leader is a plan and strategy implementer who can move each applicant to
success.
 Challenges in team development- challenges and difficulties in team, enhance thinking
level of people and allow them to act according to situation in term of developing innovative
idea.
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M3- Team & group development concepts to support dynamic cooperation development
Tuckman’s team development theory is beneficial because it aid management to
completely understand that team involvement in decision making, planning and other things is
important (Hildebrandt and Marr, 2020). While, it provide negative aspects for instance act
between each stage is not a guaranteed linear progression; that is one of its drawback.
D2 Critical evaluation based on team development models in regard to Houze Designer
All above models provide benefits as it help to influence staff behaviour positively which
is very good, especially when leader follow all principles. But it can be said that success of all
Belbin model is not possible because due to lack of planning sometimes resource provider could
not be able to cater assets to staff that impact performance and productivity negatively in term of
negative influence on his or her behaviour.
LO 4
P4- Organizational behaviour philosophies and concepts
Path goal theory-
Directive leadership-
Management and leader by informing applicants about what is expected by them such as
achieving set objectives, what to do and how to accomplish daily project effectively improve
staff ability and productivity that is quite good.
Supportive leadership-
With this form leader by taking right decision support workers that influence staff and
allow them to perform successfully without worry. For example, leader can make work easier
and simple for employees, by supporting all of them and take part in given task to complete on
time.
Participative leadership-
This is one of the best leadership styles in the world of business because it help motivate
staff and boost his or her morale by taking part in daily work and activities.
Achievement-
This form is also very beneficial for company because it boost confidence level of
workers in effective manner. Leader can set difficult gaols for each applicant, which drives them
towards developing innovative ideas and thoughts in mind. This kind of practice can influence
behaviour of each worker and create a productive environment at workplace.
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Contingency theory-
This concept posses that leader in Houze Designer company use their skills and abilities
according to situation because it help to motivate employees and provide benefits to employer in
term of increasing productivity, sales, revenue etc. The success of leader and organization is only
possible when decision can be take after consider overall situation. It gives significant to leader
and management knowledge, understanding and leadership forms that they can use to solve
problems and other things in effective manner.
M4- Concepts and philosophies of OB inform behaviour positively and negatively
Path goal leadership and contingency leadership styles influence behaviour of staff in
positive and negative manner. For example, contingency method permits Houze Designer
Organization to select right leader according to their leadership forms in different situations, it
put positive impact on behaviour of applicant. Practical implementation of this approach is
complex as it consumes a lot of time and hard work to finds right leader for specific situation.
Path goal theory put positive influence on staff behaviour as it gives appropriate
framework for leader which make them capable to understand how his or her work style affect
morale and motivation of employee. While it influence negatively, for example, complicate to
understand by organization.
CONCLUSION
By summing up above discussion, it has been concluded that Houze Designer manager
and leader by using their reward power and problems solving skills at workplace influence staff
positively in term of increasing degree of motivation and improving performance level even
better. It has been identified that by following above suggestions and practice accordingly,
leaders effectively increased productivity of business and workers. Furthermore, with effective
motivational techniques management influenced staff behaviour as it help to retained skilled
applicants for longer period of time. Methods used by leader and manager in company to
encourage employees build effective team as compare to ineffective group who are not able to
contribute in gaining competitive edge for organization. Moreover, it has been summarized
Tuckman team development and Belbin team roles concepts are quite beneficial for progress of
business as it helped to guide leader how to build a productive team.
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REFERENCES
Book and Journals
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Bozani, V and et.al., 2019. Workplace positive actions, trans people’s self-esteem and human
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DEVELOPMENT. MANAGERIAL PERCEPTIONS OF STEM WORKFORCE SUPPLY
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Nazir, S and et.al., 2020. Linking paternalistic leadership to follower's innovative work behavior:
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Saldanha, A.G., 2018. Study of the impact of team morale on construction project performance.
Online
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