Influence of Organisation Culture, Power, and Politics on Individual and Team Performance

This report discusses the influence of organization culture, power, and politics on individual and team performance. It explores different theories and philosophies of motivation and how they enable effective achievement of goals in an organizational context. The report also examines the characteristics of effective and ineffective teams.

Organisational Behaviour

Table of Contents
Part A...............................................................................................................................................3
TASK 1............................................................................................................................................3
P1) Influence of organisation culture, power, and politics on individual and team
performance............................................................................................................................3
TASK 2............................................................................................................................................6
P2) Evaluate how content and process theories of motivation and motivational techniques,
enable effective achievement of goals in an organisational context......................................6
Part B...............................................................................................................................................8
TASK 3............................................................................................................................................8
P3) Demonstrate an understanding of what makes an effective team, as opposed to an
ineffective team......................................................................................................................8
TASK 4..........................................................................................................................................12
P4 Philosophies and concept of organisational behaviour...................................................12
CONCLUSION .............................................................................................................................14
REFERENCE.................................................................................................................................15

INTRODUCTION
Organisation behaviour is regarded as Study of individual and group behaviour that is
posing a impact on organisation functioning. It reflects behaviour of individual in the working
environment which has a impact on job structure, performance, leadership, diversity and goals of
organisation. Present report is based on Waitrose that is British retail brand its headquarter are in
Bracknell & Victoria, England UK (Kitchin, 2017). Report includes effect on power, politics and
culture which further affects performance of organisation. There is discussion based on how such
aspects have influenced individual and team behaviour at workplace. There is application of
different motivational theories & philosophies that are posing a impact on organisations
behaviour.
Part A
TASK 1
P1) Influence of organisation culture, power, and politics on individual and team performance.
Organisations power, culture and politics posses a influence on team and individual
performance. There are some factors that have both negative and positive impact on growth of
organisation.
Influence on Team and individual
Power has a impact on authority that emerges because of position held by a individual in
a organisation. It is exercised by managers to influence others to perform specific tasks and then
work in a more effective way (Balwant,, 2018). It consist of authority like appraisal and rewards
that are paid to employees according to their contribution. There are many theories that are
adopted in Waitrose as mentioned below:
 Coercive power: It is power where individual are managing daily functioning of
organisation. Waitrose this power is assigned to CEO and managers to enhance
performance of each individual.

 Reward power: This power is assigned to individuals who are offered performance based
rewards to individuals. In Waitroise this power is assigned to board of directors to
provide rewards to employees according to their performance level.
 Referent power: It is the power that is assigned to influence individual behaviour in a
organisation. In Waitrose this power is with leaders who are working at different levels
and functional units.
 Informational power: This power is with individuals who posses ability to manage
information that is to manage all types of reports. In wait-rose this power is with CEO
who has to manage all such reports and functions like financial department, auditing
function.
Influence of politics on team and individual:
Politics reflects the behaviour of individual to validate decisions. Managers in Waitrose has to
take decisions for organisations welfare and manage the political aspect (James, 2017). There
are some factors that are possessing a influence on political behaviour of team and individual as
defined below:
 Organisational culture: There is a impact on the culture of organisation if there is high
amount of politics then it leads to a negative environment. This posses a impact on the
overall productivity of employees.
 Changing attitude: Politics leads to spreading of rumours that might sometimes lead to
change in attitude of employees. Employees might loose interest in performing their job
roles and responsibilities.
Impact of culture on team and individual:
This is a factor that is posing a impact on organisation values. In Waitrose culture is
made up of employers and employee contribution. The culture is be explained by use of Handy's
cultural typology as mentioned below: Power culture: It is related to centralised control that is exercised by business. Waitrose
is working with a large workforce. There is use high authority to control employees and
enhance organisation performance.

 Role culture: It consist of responsibilities and role of managers working in different
functional departments of Waitrose where there is assignment of power according to
employees skills and knowledge level (Kim, Kim and Reid, 2017). Task culture: Task culture consist of different teams that are working towards a common
objective and to solve all type of conflicts, in Waitrose task culture is adopted to solve all
the issues and then further work towards achievement of co-ordination among
employees.
 Person culture: It is the culture that consist of members and subordinates who are
important part if a business organisation. In Waitrose there is person culture adopted to
enhance organisations productivity and achievement of higher growth.
Hofstede's dimension culture theory
This theory depicts the culture type and differences across countries. There are different
dimension of culture such as power distance index, uncertainty avoidance index that are
discussed below:
Power Distance Index- It consist of low and high power culture. High power reflects top
down power that is accepted by society and low power depicts people have to follow their rights
and deal with inequality.
Individualism/collectivism- It is regarded as culture where individualise is society where
people are caring about themselves and collectivism is reflecting a group thinking.
Masculinity/Femininity- Masculinity consist factors like jealousy, competition.
Femininity is culture where there is high amount of coordination and society welfare that is
considered.
Uncertainty avoidance- It is the degree at which society is accepting or rejecting
uncertainty or tolerance (Hack-Polay, 2018). If the uncertainty avoidance index is high it may
reflect rigid nature of people and low uncertainty depicts people who are accepting change easily
because of high flexibility.
Time orientation- It refers to shirt and long term orientation that is to adopted by
society according to prevailing situation. Long term orientation is reflecting focus on
obstructives and short term goals that have to be achieved.

Indulgence vs. Restraint- It is degree at which society is focussing on requirements.
Indulgence regards to adjustment of needs according to status. Restraint refers to enjoyment of
people without worries.
There is always a impact of both individual and team behaviour on power, culture and politics in
a organisation.
TASK 2
P2) Evaluate how content and process theories of motivation and motivational techniques, enable
effective achievement of goals in an organisational context
Content theory: Content theory of motivation is describing the change according to time.
Waitrose is using content theory for motivating their employees and enhancing their competence
level. Some of content theory are mentioned below:
Maslow's theory of motivation: Maslow motivation theory is based on belief that for
motivating a individual it is crucial to identify their unfulfilled needs. A fulfilled need is not a
motivation. Five stages of Maslow theory are discussed below: Physiological need: It consist of basic neds such as water, air, food, clothing etc. this is
initial step of motivation that consist of basic survival needs (Neisig, 2019). Safety need: It includes health, wealth, stability, financial security. Social need: Social needs are defined as belongingness and friendship needs, society
acceptance, belief, faith. Self- esteem: Self esteem is the appreciation and self respect, feeling of being valued and
having worth
 Self-actualisation: It is realising own potential and present state by a individual.
In Waitrose this theory is adopted for motivating employees that helps in fulfilment of their
needs by identification of their present stage.
HERZBERG two factor theory: It is defined as factors affecting workforce in satisfaction &
dissatisfaction terms. There are two factors that is hygiene factor and motivation factors. Some of
these factors are described below: Hygiene factor: It consist of physiological needs that is essential for a individual to
survive at a workplace. These factors are not a motivation for a individual. It consist of

working environment, job security, organisation policies, basic pay that are crucial factors
for survival of a employee in a organisation.
 Motivation factors: These factors lead to positive impact on organisation that helps in
motivating employees to enhance their capacity (Ta'rifin, 2018). It consist of factors such
as growth & development, individual achievement, bonus , perks, high compensation,
rewarding of titles like “employee of month”. All these factors helps in motivating
employees.
In Waitrose Maslow theory of motivation is used to fulfil basic needs and then focus on
fulfilment of motivation factors. It is ensured that hygiene factors are always present as absence
of such factors might lead to dissatisfaction among employees.
Process theory of motivation: Process theory is adopted for motivating employees. In this
Change in individual behaviour is managed. There are some process theories that are used by
organisations such as Waitrose that is helping in motivating employees.
Vroom expectancy theory: Vroom expectancy theory is regarded as change in individual
behaviour according to need and motivation towards achievement of specified goals. It is stated
that individual motivation is linked to their efforts and performance (Grobelnaand Marciszewska,
2016). This theory consist of aspect such as instrumentality expectancy and valence.
Expectancy deals with efforts that lead towards high performance and right support to perform
job responsibilities.
Instrumentality is impression that reflects that output is depended on performance level and
trust on decision making aspects.
Valence is dealing with rewards that a person is getting desirable results.
In waitrose this theory is adopted for purpose of managing their employee performance
according to individual competence level.
Goal setting theory:
It is a theory that consist of development plan that motivates a individual to each to their specific
goals. Goals provide them specific directions according to which employee has to perform. Goal
setting motivates a individual and helps them in understanding basic achievements and
individual efforts in enhancement of performance. There are certain factors of Goal setting as
discussed below:

 Goal commitment: It is dedication of individuals to achieve specified targets and
ensuring high commitment towards such objectives. This lead to enhancement of
performance towards achievement of laid organisation's goals.
 Self sufficiency: It is associated with individual potential of a individual that is affiliated
to their performance. It is also depended in spirit, confidence and belied that is related in
their efforts. Self sufficiency is deepened on efforts of efforts increased then performance
level also increases.
Part B
TASK 3
P3) Demonstrate an understanding of what makes an effective team, as opposed to an ineffective
team
Effective teams: Team are groups of people that are working together or achievement of
specified goals, targets for both company and individual (Liu, 2016). Effective teams are
defined as team ability to that has strong belief, faith among all its members and are working
together to achieve specified objectives.
Characteristics of effective team:
 Clarity of goals: Effective team members always have clearly defined goals that helps in
enhancement of performance.
 Trust: In effective teams there is always presence of faith and trust amongst employees
that helps them in achievement of specified results.
 Risk takers: Effective team members are taking risks and achieve specified targets.
Factors of effective teams: There are some factors that are part of effective teams as mentioned
below:
 Leadership: Leadership is the ability to lead teams to provide adequate guidance and
setting of objectives.
 Clarity of roles & responsibilities: Effective team members possess awareness regarding
specific responsibility and roles that have to be performed.
 Learning and development: There is continual learning and development takes place in
these effective teams.

 Specified objectives: Leaders of effective teams are always willing to specify to their
team members about the main objectives that has to be focussed by each individual
(Breaugh, Ritz and Alfes, 2018).
Ineffective teams: Ineffective teams do not posses set objectives and there is no proper clarity
regarding end goals.
Characteristic of ineffective team: There are some characteristics ineffective teams as
mentioned below:
 Lack of trust: There is high amount of Confusion and no presence of trust among
members.
 Lack of communication: There is low level of communication among members as they
are not able to communicate with each other that is leading to creation of high
complexities in execution of the work.
 Lack of individual commitment: In ineffective team members do not posses individual
level of commitment and they are not willing to contribute efficiently towards their
assigned roles & responsibilities.
Factors of ineffective team- There are many factors of ineffective team in which some are
discussed below: lack of camaraderie: In this members of team does not feel that they are part of any team
rather everyone acts according to their own power and this will leads conflicts and bad
direction for a team. Ineffective interaction:For a effective team, good interaction need to be there, and it is
not present then it will leads to ineffective team.
 Poor time management: For performing a particulate task in a team, time management
should be present and if it is not then it develops clashes and disturbance between team
members and which leads ineffective team.
Differentiation in between effective and ineffective team:
Effective Ineffective
Objectives Focused and attentive on
objective.
Not attentive

Management Proper management along with
channel
Absence of management
Role and responsibility Attentive with respect role and
responsibilities and develop
better working environment.
No one has clear vision of role
and responsibilities which
creates uneven environments
Communication Good and effectual
communication
Lack of communication
Belbin theory: This theory was given by Dr. Meredith Belbin in which he states that a
team is not a bunch of people with job title, but a collection of individuals, each of whom has
significant role which is understood by other members. By understanding role of each member of
team helps to acquire strength and examine weakness which effects the performance of team.
Belbin identifies nine different team role which are categorized in three groups, Action oriented,
People oriented & Thought oriented(Lynch, Lynch and Clemens, 2018). Each role is performed
by individual and that turn to increase team performance. Some role of Belbin are discussed
below:
Team worker- Team workers is a person who have responsibility to control and manage
every situation & task in a effective manner. They are willing to help each and every member of
team to perform better, help them in achieving gaol & maintain effectualness of team. They
ensures their group people by committing succeed of team with all task, duties and projects. Coordinator-To better performance team coordinators usage motivation and
management to lead their group members. They available for their team and capable of
providing info and direction. They are confident, compose, calm and creative towards
their task. Team coordinator frequently reports to leader and perform duties assign by
them along with they have some responsibilities like scheduling meeting and creative
agendas. Expertise – They are those who have great and detailed knowledge of assigned tasks,
They help their team members in resolving problem. Expertise are individual who is
more attached with company goals, have dedication and self-confident. Specialist are

those who have ability to overcome obstacles present in task with that they help team
member in enhancing their performance(Raley, and et.al., 2017). Implementer-Implementer is a person who implements their ideas, decision, plans,
strategies and agreements into practical action and plans. They are well organised,
disciplined, and perform their task in systematic and effective manner.
Tuckmans team development theory
In some situations there is use of Tuckmans team development theory:
Forming: It is first stage where team is formed at the foundation phase. In wait-rose there is
establishment of relationship among team members and with leaders. There is discussion of th
objective for which team has been built.
Storming: In this phase team members start interacting and there is assignment of specific roles
& responsibilities for accomplishment of objectives.
Norming: In waitrose at this stage there is collaborative and cooperative working practices that
is build up to minimise presence of conflicts.
Performing: At this stage in waitrose employees are willing to attain their objectives according
to their level of skills and competence.
Adjourning: This is the last phase where team is finally dissolved as objectives have been
achieved.
Above discussed are different stages of team development that are used in waitrose for formation
of teams according to specified stages.
Recommendation:
From the above discussed aspects in wait rose it can be recommended that managers must
emphasise on maximisation of effective teams rather than in effective team that can contribute
positively towards organisation. Further there must be application of motivation theories like
Maslow to motivate employees according to five stages of needs. Goal setting theories are very
helpful in determination of appropriate goals according to prevailing situations in Waitrose. .

TASK 4
P4 Philosophies and concept of organisational behaviour.
Path goal leadership theory: This theory was given by Martin Evans and Robert House,
and it is derived from expectancy theory of motivation. Path Goal theory suggest that the leader
is responsible for leading their team members with information, support, or other resources
necessary to achieve their goal. According to this theory management of organisation have to
follow leadership style on the basis of working environment and requirements of
employee(Gliddon and Rothwell, 2018). The purpose of using this type of theories is to
motivates their employees and maximizing their work efficiency so that they will be able to give
maximum contribution towards achievement of organisational goals and objectives.
In context of Waitrose, they adopts this theory to identify behaviour, characteristics and
working pattern of staff members which helps them to increase performance level of employees
of the company. Therefore using this type of theories helps manger to take effective decision
after analysis the capability of employees for improvement of employee and organisation.
Mangers of Waitrose use participate leadership style to get suggestion and feedback from their
subordinates before taking any business decision. Path goal theory is classified into three
categories-
Employee characteristic-Employees understands their leader's behaviour on the basis of
their needs, like degree of task, relationship, sensed level of ability and desired for control. For
instance if a leader provides more task than what they want, that time they get less motivated
therefore leader needs to understand their staff members so that they will be able to motivate
them on best level for performing effectively. They can motivates them by proving rewards,
training, flexible,working hours and so on. Managers of Witrose, after understanding the
behaviour and nature of their employee they best motivates them to work effectively.
Task and environment characteristics- Path goal theory mainly focused on how to get
rid from barriers, if barriers are too strong then leaders needs to take a hand and help their team
members to select a right path to work around it. Some difficult task may arises are Design of
task, clashes in between team members, etc. In context of Waitrose, managers needs to conducts
survey to get feedback and suggestion from their employee like where they are lacking so that
they will be able to guide them right path.

Leader behaviour-Leaders adjust their behaviour according to task and characteristic of
employees so that motivation of employees leads to reach their goal. By acquiring good
leadership styles, manger and leaders will be able to guide and monitor their employee within
company(Fu and et.al., 2019). Some of the leadership styles are discussed below: Directive style – In this style manager informs their employee that what they are expected
from them like how to perform a particular task, scheduling and coordinating work. This
is more effectual when there is a lot of uncertainties in working environment and when
people are unsure about task.
 Participative – Leaders involve their employee while making and taking any decision on
how to proceed. This is more effectual when associates are highly involves in their task
and training. In context of Waitrose,they involves their employee before taking any
business decision to maximize productivity and profitability of company.

CONCLUSION
It is be concluded from the above discussed points that in a organisation there are
different aspects such as politics, power and culture that posses impact on both organization and
individual functioning. There are different theories of motivating employees that can be applied
in a organisation and can help in enhancing the overall level of employee performance. Tuckman
& belbin theories are also assisting organisations in creation of a positive working environment
at workplace.

REFERENCE
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