Impact of Organisational Culture, Politics, and Power on Individual and Team Behavior

This report critically analyzes the impact of organisational culture, politics, and power on individual and team behavior and performance. It discusses various types of culture, different types of power, and the role of politics in the workplace. It also examines process and content theories of motivation and how they influence behavior. The report concludes with an evaluation of motivation techniques and their impact on employee performance.

Unit 12

Table of Contents
INTRODUCTION................................................................................................................................3
TASK 1 ...............................................................................................................................................3
P1 Critically discuss organisational culture, politics & power affects individual & team
behaviour performance ...................................................................................................................3
M1 Examine how culture, politics and power of an organisation can affects individual and team
behaviour/ performance...................................................................................................................5
TASK 2 ................................................................................................................................................5
P2 Briefly discuss process & content theories of motivation ........................................................5
M2 Analyse how to influence behaviour of others through effective application of behavioural
motivational theories........................................................................................................................8
TASK 3.................................................................................................................................................8
P3 Differentiate between effective team opposed to ineffective team............................................8
M3 Examine team & group development theories to unpin development of cooperation within
effective teams...............................................................................................................................10
Task 4..................................................................................................................................................10
P4 Use and implement OB concepts and philosophies within an organisational context and in a
given business situation.................................................................................................................10
Positive and negative impact of concepts and philosophies..........................................................11
D2 Evaluate relevance of team development, theories that influence behaviour in workplace to
enhance productivity .....................................................................................................................12
CONCLUSION .................................................................................................................................13
REFERENCES...................................................................................................................................14
Books & Journal: ..........................................................................................................................14

INTRODUCTION
Organisational behaviour refers to study of human behaviour & enterprise internally.
Business is wider and broader & it is important to focus factors that affects the attitude as well as
behaviour (Baligh, 2018). Main aim of this report is to critically analyse the impact of behaviour on
firm & within workplace. KPMG UK, a management consultancy firm, headquartered in United
Kingdom. It is located global scale & has number of subsidiaries such as Makinson Cowell, KPMG
Audit etc. It also many competitors like Accenture, Ernst & Young, Deloitte etc. This report
comprises of organisational culture, power, politics, content and process theory, effective &
ineffective team and concepts and philosophies of organisational behaviour.
TASK 1
P1 Critically discuss organisational culture, politics & power affects individual & team behaviour
performance
In organisation, it comprises of large number of individual and people who are responsible
for delivering of higher productivity. In this competitive market, it is essential to have proper
knowledge of performance of every employee so that decisions are made in easier way. In relation
of KPMG, they have large number of subordinates within firm as they operates at global scale.
Organisation culture, politics, power has deep impact on behaviour which is further discussed as
follows-
Culture-
A culture refers to group of people with different religions, culture etc. In enterprise, there
are wide range of people across the globe that comes into interaction with each other due to
professional as well as personal relations. In corporate world, there are various kinds of culture
which are discussed below-
Task culture- In this culture, it refers to type of culture in which challenging task are being
allotted to subordinates relying on their level of skills & knowledge. Within this culture, it assist in

enhancing of efficiency level of subordinates (Brandi, 2020). In context of KPMG, the marketing
department of firm execute the tasks of every individual on this task culture. For example- sales,
person, consultants have different roles and accordingly tasks are given to them on daily basis.
Person culture- In this type of culture, persons focuses on themselves rather than enterprise.
In reference of chosen firm, person roles and responsibilities are clearly well defined which assist in
achieving of goals & objectives. In relation of KPMG, this culture does not fit into firm as because
every individual is more focused towards organisational goals rather then self growth.
Role- It is also a type of culture in which it specifies that roles are clearly to be well defined
so that it is easy foe every individual to work in proper manner. In context of selected firm, each
and every person has different roles on basis of which tasks are allotted.
Effect on individual
The explained different types of culture states that they affects individual behaviour at
larger scale. Individual are affected by culture because they work within workplace & work
accordingly. In context of KPMG at workplace every individual Is being treated as as equal person
which reflects positivism.
Effect on team members
Team members are too affected by culture because they work with different people and
individual who are from different culture and which impacts upon their attitude & behaviour at
wider scale.
Power
A power refers to access or authorization of something & ability to influence decisions.
Power is important in firm because it helps in getting of work done properly. Basically there are
different kinds of power which are given below-
Legitimate power- It is power in which power is received on basis of role or position of a
person. In relation of selected entity, some people in firm have special powers like shareholders,
owners etc. (Ghatak, 2019). KPMG senior consultants and senior managers, owners and
international clients ave this legitimate power. With his power decisions are taken accordingly.
Reward power- In this type of power, appraisal, performance and other activities are being
measured to determine & reward are given to employee on basis of which power is delivered. In
relation chosen entity, this power is used on basis further activities are carried out.
Expert power- It refers to kind of power in which it power is provided or distributed to
those who are expertise in their field. In reference of KPMG, they have experts within their R & D
department and in market research team.
Individual impact

Individual is affected by power as because when power is given to anyone in firm it
creates a conflicts between individuals at workplace . This also affects upon level of efficiency.
Individual team members
Team members are too affected by power because if one team member gets power, there
are huge chances that it can be used in negative way within team. So, leaders & managers of KPMG
make assure power is being to right people.
Politics
It is defined as use of individual behaviour with aim of gaining advantage at any cost. In this
corporate world, politics is being presented as on basis of which it manipulates people & affects
their behaviour in both negative as well as positive way (Larson, 2018).
Impact on individual
When in enterprise any one in firm uses politics it too affects the behaviour of a person
because trust & loyalty is being impacted & which also leads to problem or issue.
Impact on team behaviour & performance
Politics also does affects the team behaviour & performance because using of politics
within firm makes it difficult for team members to work with each other due to presence of problem
and issues. It decreases the performance level of subordinates because of negative feelings &
emotions at workplace.
M1 Examine how culture, politics and power of an organisation can affects individual and team
behaviour/ performance
Organisational culture, politics, power affects both individual as well as team behaviour and
performance at wider scale. It is also analysed that it is essential to focus on such type of elements
so that it is easy to make decisions about how these elements can be used in positive way in order to
achieve competitive benefits. These three elements impacted o
TASK 2
P2 Briefly discuss process & content theories of motivation
In organisation, motivation is needed at all aspects because without use of motivation it is
difficult to achieve goals & objectives in proper manner. Motivation is defined as triggering the
need of individual for specific purpose. In organisational behaviour, it is crucial to focus on how to
increase the motivation level of individual so that high level of productivity is achieved. There are
various types of theories that are used by organisation which are explained as follows-
Process theory-

It refers to type of power in which theory it specifies why behaviours are being triggered. It
is also seen that with help of this theory, behaviour of every person is easily analysed and examined.
In relation of selected entity, they uses Adam Equity theory which it depicts about equilibrium
between output as well as input. This theory is given as follows-
Input-
This refers to type of resource in which it comprises of workforce, people, time, energy, etc.
These are known as input of system which which are used for achieving of positive outcomes (Liu,
2020).
Effort-
It refers to amount of handwork which is used by employees in order to achieve objective or
goals. In relation of selected entity, subordinates of firm are skilled with knowledge which is used
by them within workplace.
Knowledge-
In this, it includes learning & writing & reading of a specific topic or area. So, KPMG
employees are knowledgeable enough to deal with every type of situation on their own. Also, they
recruit from foreign countries which assist them in achieving of goals in effective manner.
Output
It refers to results which comes out from input. It is a result which is received after task or
work is done (Brandi, 2020).
Rewards
These are kinds of rewards in which it consists of salary wages, bonuses, incentives etc.
Such type of rewards are being provided to employee only after work is achieve in positive manner.
VROOM theory

According to this theory, it states about the behaviour of individual from outcomes and their
impact on choices with aim to increase pleasure and reduce pain. With consideration of this theory,
KPMG is able to access the behaviour of employees. It comprises of several elements which are
discussed as follows-
 Expectancy- It is a first element of theory in which it states about effort which leads to
achievement of performance and goals. In relation of KPMG, employee of firm focuses on
several factors when it comes to expectancy such as competence, goal difficulty etc.
 Instrumentally- It is another element of VROOM theory in which it is a kind of belief such
as I can do this. In reference of selected entity, various factors are focused subordinates
such as motivation, outcome level etc.
 Valence- It refers to kind of a value of outcome on the basis of which work will be done by
employees. It is dependable on outcome and it subordinates of KPMG mostly have value of
recognition of in a firm.
Strength
 VROOM theory is beneficial for enhancing the motivation level of employee in effective
manner, In relation of chosen firm, leaders uses this theory on basis of which work is
completed in time period.
Weakness
 Main weakness of theory is that it cannot applied to every situation.
Content theory
According to this theory, it states that how and what encourages people to do work. It is
essential to focus on such kind of elements so that it is easy to use them properly (Baligh, 2018). In
reference of KPMG, to analyse such components they apply Maslow Hierarchical theory and is
given below-
MASLOW Hierarchical Theory
According to this theory it states that individual motivation is affected and influenced by
various factors and needs which are essentials to survive. So, different kinds of needs are explained
below-

Physiological needs-
It is type of need in which it comprises of needs such as food, shelter, clothes etc. It affects
motivational level of person at larger scale. In context of chosen firm, they provides these basic
needs to employees.
Safety & security needs
It is another kind of need which affects motivation of a person for example- it includes
safety in which insurance, medical facilities are being provided to subordinates. So, KPMG focuses
on such needs & ensure that safety & private information of employees are kept safe.
Esteem needs-
In this kind of need, it consists of self respect, morale of a individual. In relation of chosen
entity, they focus on such needs and and provide appraisal to employees.
Self actualisation
In this, individual focuses on growth as well as progress in life. It is important for firm to
focus on these needs so that employees retain for longer time interval.
Benefits
 Main benefit of this theory is that it help in making aware of factors which motivates the
individual.
Limitation

 This theory states that it is not applied to every individual because not every needs can be
fulfilled.
HERZBERGTHEORY
According to this theory it states that there are various job factors in workplace that reflect
the job satisfaction and other factors are also present hat leads to dissatisfaction. In context of
KPMG, this theory is applied as follows-
Hygiene factors
 Nature of work- It is an important factor which is to be considered as it specifies the nature
of work in organisation. In relation of KPMG, they have a positive work culture and
accordingly employee get motivated towards work.
 Growth- This is also motivating factor in which it depicts the growth of employees and
individual within organisation. In relevance of KPMG, it is MC and large firm which
provides growth to employees.
Poor hygiene factors
 Policies- As KPMG is international organisation, they have wide range of policies for
employees from another countries which is a time consuming process.

 Quality of leadership- In context of KPMG, they have many leaders across the globe who
manages every employees and activities. Due to work stress leaders are unable to focus on
every progress of employee.
Strength
 Main strength of this theory is that it is helpful for accessing the motivating and
demotivating factors which has impact on employees.
Weakness
 Drawback of this theory is that it does not provide appropriate access to employees inner
capabilities and how those can be fulfilled.
Motivation techniques
There are various types of techniques on the basis of which employee can get motivated and
are mentioned as follows-
 Financial incentives- It is an important factor which motivates the employee as because
when more financial incentives are being received by individual they prefer to take more
responsibilities as incentives fulfil the needs at all aspect. In relation of KPMG, they provide
financial incentives to employee who work in smart way such as completion of sales target,
breaking the deal with clients etc.
Non financial factors-
 Training and development- It is also crucial factor in which training and development is

being executed and given to employee on weekly and monthly basis. In relation of selected
firm, they provide training to both new as well as old employees to increase their level of
knowledge.
Therefore, above discussed matter states that it is important to focus on both process as well
as motivation theory so that it is easy to increase productivity at workplace. In firm, different kind
of situations occurs & accordingly motivation is needed. It is also analysed that it is essential to
focus on such kind of motivational theories which assist in development individual performance.
M2 Analyse how to influence behaviour of others through effective application of behavioural
motivational theories
Behaviour of every individual is different from each other and it is essential to focus on
these application of behavioural motivational theories so that appropriate type of theories are
applied (Ghatak, 2019). Maslow's Hierarchy of needs is viewed as most effective theory as because
it is seen that individual easily get motivated when their needs are fulfilled at all aspects. Process &
content theories are used by KPMG in order to understand the concept of motivation in proper
manner. Motivation is key to success of business & individual. So, it is necessary to use these
motivational theories so that it is easy to achieve higher performance in appropriate way.
TASK 3
P3 Differentiate between effective team opposed to ineffective team
In enterprise, team is important without which it is not possible for any organisation to
achieve productivity in proper manner. A team refers to group of people which comes to achieve
common desired goals. There are two types of team which are effective and non effective team.
Also, KPMG have various kinds of teams which are explained below-
Project team- It is type of team in which it is formed with aim of completion of particular
project. Managers and leaders both have different roles and responsibilities and accordingly
projects are initiated & completed.
Functional team- It is another kind of team in which it focuses on different departments
like marketing, human resource, operations etc. In relevance of selected entity, they have functional
team which perform different work roles at workplace.
Task force- It is another kind of team in which short work or task is given to employees and
accordingly other activities are processed. For example- KPMG also have task force team like
sales team, market research team etc.

Comparison between effective & non-effective team
Basis Effective team Ineffective team
Meaning
It is a type of a team which deliver
positive results to business (Larson,
2018).
An ineffective team is one in
which they deliver
inappropriate results and
conflict is present at larger
scale.
Objective
Main aim of this team is to achieve
common desired goals within period of
time.
Main purpose of this team is to
fulfil self own individual goals.
Communication In this, communication is done with
proper use of tools and techniques.
In this, team is unable to
communicate properly due to
interruption.
Leadership style In effective team, team members
supports the leadership style of leaders.
Leadership style is not
supported by employees (Liu,
2020).
Soft communication
 It is type of communication in which
communication skills are being used
effectively and properly.
Hard communication
 In this, it refers to using of hard skills for
communication like writing, math,
reading & capability to access software
programs.
Objective
 Main aim of this communication is to
complete the projects with well defined
way.
Objective
 In this purpose of communication is to
develop individual skills.
Tuck man development theory
According to this theory, it states that there are various type of stages which are encountered
when team is formed. It is important to focus on this theory as it comprises of several elements
which are explained as follows-

Forming
It is a first stage of this theory in which it individual are nervous and they aims at listening
to the orders of their leaders. In relation of KPMG, leaders of firm play important role and they
directs new subordinates towards their roles as well as responsibilities. Further, only formal
relationship is being maintained between leaders & employees (Lleo, 2017).
Storming
It is second stage in which it specifies that subordinates start developing relationship with
each other. Also, they started to understand and suggest ideas within workplace with aim to get a
highlighted spot at workplace. Manager of KPMG make assure that a friendly atmosphere is
presented between individuals.
Norming
It is another aspect in which it specifies that at this aspects subordinates start understand the
their roles and like to work in independent way, no need of direction or guidance is needed. At this
stage, team members start think about their own benefits & conflicts arises due to difference in
opinions (Nazarian, 2020).
Adjourning
It is last aspect in which it is states that team members gets separated from each other once
task or projects are completed. It is a difficult stage because team members have to move back to
their own places or departments.

BELBIN TEAM ROLES
According to this model, it states that there are basically 9 roles on the basis of which team
are organised and work is executed. These team roles are applied by KPMG in various context
which are described as follows-
Plant
It is a role in which it includes innovators and invention that are highly creative. These
people like to produce new things. In relation of KPMG, consultants of firm comes under this
category.
Resource investigator
They are those kind of people who are extrovert in nature ans likes to work with happiness
and are enthusiastic. In case of KPMG, they they have external managers and researchers who

comes under this category.
Monitor evaluators
These are those people who are focuses and serious minded who are attentive towards
achievement of goals at any cost.
Coordinators
They are those type of people who manage and maintain as well as make relations with
others to get the work done.
Shapers
These are highly motivated people and with nervous energy who strive for achievements. In
relation of selected firm, leaders comes into this category.
Implementers
These are those kind of people who are good in their work and have common sense of every
thing. Such type of people work in systematic manner.
Team workers
They are people who like to work with team and others so that goals are achieved within
time period.
Complete finisher
In this role, they are those who like to finish the work in appropriate manner and at any
cost.
Specialists
They are kind of people who are expertise and knowledgeable in their own field. For
example – in relation of chosen firm finance advisors comes into this role.
So, discussed matter shows that it is necessary to focus on these stages so that team is being
managed in most efficient way. Also, it is critically essential to focus on these theories and
processes of team so that it is easy to make positive decisions.
M3 Examine team & group development theories to unpin development of cooperation within
effective teams
In business & organisation, it is necessary to focus on development and growth of team so
that it is easy to achieve strategical objectives. So, Tuckman development theory has been discussed
in order to examine the effectiveness of team in proper manner. Furthermore, leaders & manager

both are required to adopt relevant theories & models on basis of which they are able to take
appropriate decisions. It is time consuming process to develop co operations amongst teams as
because team members find it difficult to work with each other. In viewpoint of KPMG, they states
they have various types of teams which work with mutual coordination as well as cooperation.
(Salas-Vallina, 2017).
Task 4
P4 Use and implement OB concepts and philosophies within an organisational context and in a
given business situation
Concepts and philosophies of organisational behaviour are applied to an organisation in
achieving of organisational goal in a stipulated given time period. Philosophies refers to a set of
core values which used to achieve goal in an organisation. In context to KPMG, various decisions
are taken using OB philosophies.
 Perception: Perception is a process by which a person interprets the information in their
sensory impressions in order to make meaning to it. The individual can sense things and
make decisions in both in positive and negative aspects leading in the success and profit of
it.
 Ethics: Ethics are the morals, shared values, beliefs and culture made by the people in an
organisation. These are some normal behaviours everyone should follow. It guides in taking
decisions, making the productivity and maintaining the organization. In reference to the
company, they make sure that operations and functions are carried out ethically.
 Path Goal Theory: Path Goal Theory was given by Robert House and it states that the
employees will follow the path of leader in order to achieve their goals in increasing
motivation, empowerment and satisfaction of an employee. In context to the selected firm,
they implement different leadership styles which are mentioned below-

Directive Leadership Style: In this type of leadership style, the leader provide guidelines to
the followers about the objectives, work goals. They also introduce to their roles and responsibilities
which is to be done in an organisation. In reference to KPMG, the leader uses this style when the
organisation has lots of work load on them.
Achievement oriented: Here, the leader sets targets for their followers and expect from
them to perform well in the organisation. In context to the selected firm, leader chooses this type of
leadership style in increasing the employee confidence and skills.
Participate Style: This leadership style involves leader to allows every follower to
participate. When decisions making is to be carried out in an efficient manner.
Supportive: The leader is concerned with the needs and preferences and well-being for their
employees. This leadership style results in high, effective and satisfactory performance of the
employees. The chosen firm generally uses this type of leadership style as it helps in retaining of
employees easily.
This is seen that these above discussed matter reflects about how leaders need to use their
style in proper manner. Furthermore, in relevance of KPMG, it has been stated that appropriate
kind of leadership style is required to be used.
Positive and negative impact of concepts and philosophies
PERCEPTION
 Positive impact- The positive impact of perception of organisational behaviour on human is
that, it poses people to think optimistically and make effective decisions for the company.
 Negative impact- It poses people to think in pessimistically which leads to conflicts in an
organisation. It also makes a person to think the negative side of the story.
ETHICS
 Positive impact- All operational and functional work in an organisation are executed in an
effective manner when ethics are followed properly.
 Negative impact- As the person is rigid towards the ethics in an organization, it become
difficult for them to make flexible decisions.
Therefore, it is analysed that it is essential to focus on development of philosophies because
understanding of philosophies it is not possible to achieve goals appropriately. Furthermore, it is too
necessary that proper knowledge is to be needed so that objectives are achieve.

D2 Evaluate relevance of team development, theories that influence behaviour in workplace to
enhance productivity
Organisation is wider and broader which includes range of practices, theories and models. It
is essential to focus on behaviour of every individual so that strategies are initiated properly. Also,
it is necessary to focus on how team can be developed so that goals are accomplished. Managers
and leaders both aims at increasing of productivity and performance at higher scale. Development
of team also influences the behaviour of subordinates at wider approach. It is seen that proper
measures & strategies are required to be implemented in order to access higher performance &
productivity.
Hence, it is has been examined that it is essential to focus on team development so that it is
easy to achieve business benefits. Also, it is necessary to have knowledge of factors that affects
workplace as well as team behaviour.

CONCLUSION
From above discussed report, it has been concluded that it is crucial to understand the
concept of organisational behaviour so that strategies and practices are used accordingly. So,
discussions have been made about enterprise, power, culture, politics, influencing team &
individual performance, theories of motivation, effective & ineffective team and philosophies of OB
have been explained briefly. In this contemporary business, it is necessary for firm to scan business
environment so that it is easy to achieve goals at appropriate level. Furthermore, managers and
leaders uses effective practices & theories on basis of which positive outcomes are achieved.

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Shah, 2017. The impact of organisational justice on ethical behaviour. international Journal of
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