How does culture, politics and power of organisation affect individual and team performance?

Analysing the ways in which culture, politics addition to power of company influence behaviour and performance of individual together with team .1 TASK 2 4 P2. Analysing the ways in which culture, politics addition to power of company influence behaviour and performance of individual together with team Organisational behaviour is related to reality of activities of management related to understanding, forecasting along with influencing behaviour of human resources within business setting (Furnham and MacRae, 2017).

Unit - 12

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Analysing the ways in which culture, politics addition to power of company influence
behaviour and performance of individual together with team.....................................................1
TASK 2............................................................................................................................................4
P2. Evaluation based on how content along with process theories of motivation as well as
motivational techniques enable achieving organisational goals effectively................................4
TASK 3............................................................................................................................................6
P3. Explaining what makes an effective team opposed to ineffective team................................6
TASK 4............................................................................................................................................9
P4. Application of certain concepts along with philosophies related to organisational
behaviour in content to a company and business situation..........................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour could be described to a study about how people act in various
group settings. The manner in which individuals carry out operations together in teams has
important impact on overall efficiency and productivity that influence organisational
competitiveness. Technology, people, external environment and structure are major elements of
the concept. Purpose of present report is to establish influences which culture of company and
motivational technique have on behaviours and performance in workplace. For understanding
organisational behaviour, selected company is Boots which was founded in 1849 by John Boots
(Boots, 2021). Its headquarters are located at Beeston, UK and it trades as beauty and health
retailer along with pharmacy chain within UK addition to other countries such as the
Netherlands, Indonesia, Ireland, Thailand, etc.
The report analyses influence of power, culture and politics on behaviours of others in a
company. It further evaluates ways to motivate people and team for goal attainment. The report
demonstrates understanding of ways for effective cooperation and application of certain
philosophies with business situation.
TASK 1
P1. Analysing the ways in which culture, politics addition to power of company influence
behaviour and performance of individual together with team
Organisational behaviour is subcategory of activities of management related to
understanding, forecasting along with influencing behaviour of human resources within business
setting (Furnham and MacRae, 2017). In Boots, managers understand human interactions, find
elements which drives them along with influence them for obtaining better outcomes in reaching
goals. Mentioned below are analysis about influence of organisational culture, power and politics
on performance and behaviour of individual together with team in context to Boots:
Culture:
Patterns of learned addition to shared behaviour, belief, values, etc of specific group is
termed as culture. Organisational culture is assortment of expectations, practices addition to
values which guide, inform, direct and manage actions of all human resources. Handy’s cultural
theory is one of popular organisational culture model that includes following set of cultural type:
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Power culture: It defines organisational culture in which top authority makes rapid
decision along with control directions of whole business (Leigh, 2017). In Boots, if person
culture is adopted then an individual having power delegates certain operations and makes
decision of their own which influences behaviour of individual and team negatively because they
are not included in decision making.
Role culture: A culture type in which structure is defines along with operations are
predictable is role culture. It is highly job oriented and employees need huge security and
stability in the culture. If managers of Boots adopt role culture, then every workforce is
delegated responsibilities as per their interest and specialisation that influences performances of
each individual and behaviour of team members as they are accountable for work assigned to
them.
Task culture: A organisational culture that includes formation of teams to carry out
specific tasks including achieving targets or working to solve critical problem is said to task
culture. If task culture is followed in Boots, then each individual and team have to contribute
equally along with accomplish tasks innovatively that results in positive influence on their
performance and behaviour.
Person culture: A culture of company in which each person is considered valuable and
significant than organisation is said to be person culture. When person culture is followed in
Boots then individual along with team becomes more focuses for self despite of looking towards
business that leads to taking back seat and suffering leading to negative influence of behaviour
and performance.
Among mentioned organisational culture, role culture is followed at Boots in which every
individual together with team have roles and responsibilities in accordance to their specialisation,
interest, educational qualification, etc. In this, employee and team decide what best they can
perform and accept challenges that influences tehri behaviours and performances in great manner
(Lee, Oh and Park, 2020).
Power:
It is the potential for controlling people and situations. Organisational power refers to the
competence for influencing actions of another stakeholder within workplace. Power of a person
is measured through extent they influence others for getting something done. French and Raven
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model of power states that there are some sources of power that ae deeply imbibed within a
premise. Some sources of power in context to Boots are as follows:
Legitimate power: It is termed as positional power which is related to role and status at
company. It relies on perception addition to reality. If legitimate power is used in Boots, then it
stems from authority’s legitimate right for require as well as demand compliance.
Expert power: It draws from skills and knowledge of an individual. In other terms, it is
usage of professional knowledge for getting subordinates to follow instructions or order.
Application of expert power in Boots could result in holding a power for winning trust along
with respect of others and establishing a reputation for important meetings addition to decision
making.
Coercive power: It is known as threat or application of some negative consequence that
includes sanctions, direct punishments, withdrawal of rewards, etc (Osman, Khalid and AlFqeeh,
2019). It depends on feat for inducing compliance. In Boots, coercive power usage could lead to
having an authority for controlling way the business operates.
Referent power: It is potential of an individual to influence people because of respect,
admiration, identification with leader and many more. In Boots, referent power can come from
competence of an individual for attracting others together with building loyalty.
Reward power: It depends on the belief that superiors control essential resources
together with rewards which subordinate wants. In Boots, reward power could be applied with a
promise of giving employees something in exchange of completed assigned tasks.
As per discussed sources of power, reward power is suitable for Boots as it is not only
based on actual control of managers rather employee’s perceived value of rewards. It is effective
power that see direct connection among behaviour, performance and reward of individual and
teams to influence for productive performance that revitalises strengths and productivity.
Politics:
It is set of practices related to decision making in groups or any other type of power
relation among people including distribution of resource, status, etc (Meyer, Eweje and Tappin,
2017). Organisational politics is delineated to behind the scene approach for gaining as well as
showcasing perceived power. Within Boots, positive politics bring personal emotions,
insecurities, ambitions and wants into professional lives that influences behaviour and
performances of people and teams for working with coordination, listening for devoping rapport,
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sharing quality of ideas and shutting down negativities. In contrary, there are some situation
when negative politics arises at workplace of Boots which lowers performances of individual and
affect team behaviour by affecting concentration, changing employee attitude, spoiling
ambience, increasing stress and decreasing overall productivity.
TASK 2
P2. Evaluation based on how content along with process theories of motivation as well as
motivational techniques enable achieving organisational goals effectively
Motivation is an inner urge that initiates, directs and maintain objective oriented
behaviour. Motivational theory refers to framework to understand elements which drives an
individual for working for specific outcome. In Boots, application of motivational theory is
tasked with identifying what drives employees for working towards reaching success or
achieving goals effectively. Some of motivational theories applied in case of Boots are as
evaluated:
Content theories:
It defines the elements which motivate an individual. It is delineated as framework of
wants which motivate actions of a person (Hallmann, Downward and Dickson, 2018). In Boots,
following motivational techniques are applied for analysing elements that encourages employees
to achieve objectives:
Maslow’s need hierarchy theory:
It is working of Abraham Maslow who believed that an individual is inherently good as
well as argue that people possess a constant development of inner drive which have great
potential. To motivate people or human resources for achieving objectives, need hierarchy
system in relevance to Boots is as evaluated:
Physiological needs: It is need to survive. In Boots, to motivate employees for achieving
goals, administration arranges motivational factors such as shelter, food, drink and clothing for
workforce.
Safety needs: Once physiological needs are met then safety needs become salient. In this,
human resources have requirement for experience order and control in lives. At Boots, safety
needs of an employee are satisfied by providing emotional security, freedom from fear, heath ad
wellbeing, financial security and social stability.
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Belongingness needs: When safety need have been met then feelings of belonginess
arises (Hong, Ramayah and Subramaniam, 2018). To met this need, managers of Boot arrange
gathering where workforce give and receive affection, build friendships, trust and acceptance.
Esteem needs: This is related with self-worth, respect addition to accomplishment. To
encourage employees for goal attainment, managers of Boots meet esteem needs by providing
status, respect and position.
Self-actualisation needs: This is highest level of need that is defined to realisation of
potential of an individual to accomplish everything which they can do to. In Boots, the need is
seen as motivating technique for transforming perceptions about self into real situations.
Herzberg Two Factor theory:
It is propounded by Frederick Herzberg that embraced that satisfaction and dissatisfaction
at job do not exist on same continuum rather based on dual scales (Halldorsdottir, Einarsdottir
and Edvardsson, 2018). As per the theory, there are two factors which motivates an individual
for gaol achievement effectively. Two motivational techniques in consideration to Boots are
below:
Motivating factors: Existence of motivators results to influencing human resources for
working harder. Motivating factor are found in actual occupation itself. Some motivating factors
that encourage employees of Boots to achieve objectives are recognition, growth, achievement,
advancement and responsibility.
Hygiene factors: Non-appearance of hygiene factors could lead to employees working
less hard. These lacks presence in actual job, however, surround the working. In relevance to
Boots, motivating techniques concerned with hygiene factors that motivates for goal attainment
includes remuneration, security, supervision, organisational policies and work conditions.
Process theories
It is termed as system of ideology which enlighten about ways a business changes and
develops (West and Chowla, 2017). It looks towards how things happen. In association to Boots,
some process theories applied by managers to enable effective objective achievement are as
evaluated:
Adam’s equity theory:
It is defined by J. Stacey Adams who says that level of reward that is received by an
employee in comparison to sense of contribution generally impacts ion motivation. It looks
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towards concept of fairness and equality along with significance of comparison with others at
workplace. At centre, employees want fair relationship among inputs and outputs that says that
they have desires for benefits in form of rewards they receive from job seem fair in relation to
outputs that are contribution they provide. In case with Boots, employees feel motivated when
they want rewards that other people receive for hard work to be similar to rewards which they
themselves obtain for same contribution level to attain objectives. It also ensures that finding fair
balance acts as strong along with productive relationship that are attained with contented and
motivated employees.
Vroom’s expectancy theory:
It is put forwarded by Victor Vroom which suggests that behaviour and performance are
motivated through forecasted outcomes or consequences (Tsourvakas and Yfantidou, 2018). It is
proposed by Vroom that an individual makes decision to act in certain manner on the basis of
expected outcomes of selected behaviour. It has three components that are defined in aspect to
Boots:
Expectancy: It refers to belief of a person that effort will result in intended performance
goal. At boots, factors related to expectancy perception of an employee comprises of goal
complexity, control addition to competence.
Instrumentality: It is defined to a belied that an individual achieves desired result then
they met expectations of performance. Within Boots, desired performance of employees to
achieve goals effectively comes in form of promotion, sense of accomplishment, increase in pay
and recognition at workplace.
Valence: It is delineated to unique value which is placed by a person on specific result
(Oke, Ibironke and Bayegun, 2017). At Boots, some factors connected with valence of an
employee are goals, sources of motivation, strength of preferences for specific result and values.
TASK 3
P3. Explaining what makes an effective team opposed to ineffective team
Effective team is a team wherein all people are required to carry out task productively
with others. It takes aspects of putting human resources together with effective communication,
good problem solving, interpersonal skills and hence forth. Within Boots, effective team
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demonstrate sense of unity, collaboration along with bringing motivation among members.
Comparison among effective and ineffective team are as follows:
Comparison basis Effective team Ineffective team
Underlying objectives Among effective team, task of goal
is well understood as well as
accepted by all members (Menard,
Warkentin and Lowry, 2018).
As per things that are said, it
is complex to understand
about group task as well as
its objectives.
Member contributions At Boots, huge number of
discussions are done wherein
virtually everyone participates.
Within ineffective teams of
Boots, few employees tend to
dominate whole discussion.
Decision making Most of decision among effective
team are reached through type of
consensus which clarify that
everybody is part of general
agreement.
At ineffective team, practices
are taken prematurely prior
examination or resolution of
real issues.
Effective team requires mixture of knowledge about management and responsibilities. At
same time, key skills important for effective team are time management skill, communication
skill, analytical skill, collaboration skill, presentation skill and so on. There are huge benefits that
employees of Boots enjoy while performing with effective team. Some of benefits are facilitation
of idea generation, improving productivity, bringing better results, boosting morale, taking
healthy risks and relives stress (Malik, Madappa and Chitranshi, 2017). Team development
theories that are used at Boots to build effective team are as follows:
Tuckman team development theory:
Bruce Tuckman published the framework in 1965 to explain team development along
with behaviour. It defines development of maturity, relationship establishment, changes of
leadership styles and many more within effective team. In context to developing effective team
at Boots, some practices performed by managers at different stages of the model are as follows:
Forming: It is orientation stage that represents a time in which team is starting for
coming together along with describes uncertainty. At Boots, team formation is highly dependent
on guidance and direction from leader as well as members test tolerance of whole system.
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Storming: It is power struggle stage wherein disputes along with competition at peak due
to initiation of understanding among team members and general sense of belongings among each
other (Maamari and Saheb, 2018). Within Boots, storming stage is the phase at which
dominating members emerge and less confronting people stay in comfort areas.
Norming: This is about cooperation and integration wherein team becomes enjoyable
addition to fun. At norming stage in Boots, team interaction becomes easier, productive, open
communication ad mutual respect.
Performing: This is synergy stage wherein once team have clarity about needs then they
more forward to team development. Within Boots, the stage is seen as the time when team
becomes united. Herein, moral among each member is hight and sense of belongingness is
devised.
Adjourning: It is closure phase that is confusing along with reached at the time when
task is successfully accomplished. At Boots, team members complete project and move off
towards distinct direction.
Belbin team model:
It is devised by Dr. Meredith Belbin who believes that each individual posses pattern of
behaviour which features one individual’s actions in relationship with other so to facilitate
progress of team. Team role is said to tendency for behaving, contributing along with
interrelations to others in specific manner (Borkowski, McKinstry and Cotchett, 2017).
Effectiveness of team at workplace is result of successful formation of team having mixture of
behaviours. At Boots, leaders look towards mentioned role while developing an effective team;
Action focused roles: Key consideration of the role is to improve team performance by
putting ideas into practices along with meeting deadlines. Herein, effective team at Boots is
developed by integrating roles including shaper, completer-finisher and implementer properly.
Thought focused roles: These are critical thinkers and present new perspectives or ideas
by weighing pros as well as cons according to specialised skill sets. In Boots, effective team is
developed by putting thought focused roles that are Monitor Evaluator, Specialist and Plant.
People focused roles: Team are developed with people focused role wherein members
make effective use of networking addition to relationship building skills for the purpose of
completing tasks. People oriented roles at Boots which make a team effective comprises of
coordinator, team worker and resource investigator.
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TASK 4
P4. Application of certain concepts along with philosophies related to organisational behaviour
in content to a company and business situation
Organisational behaviour is a concept which revolves around behavioural dynamics of a
person addition to group within business setting (Britnell, 2019). Boots is a company which is
planning a three-day workshop for employee training. Aim of the workshop is to produce
positive changes among functioning of workforce at location of job. In this aspect, professionals
of Boots are applying following concepts of organisational behaviour:
Path Goal Theory: It is a model that depends on specifying styles or behaviours of leaders
which best fits in work environment along with employee to attain goals. Key objective of using
the model of organisational behaviour in any business setting is to enhance motivation,
satisfaction and empowerment of manpower in order to make them productive together with
effective. In context to Boots, professionals can use path goal theory so to guide or direct
employee across the path for obtaining knowledge and skill related to day-to-day practices. It
includes three elements which are discussed in case with Boots underneath:
Employee characteristics: There are certain factors including experience, satisfaction,
needs of manpower, anxiety, perceived ability, willingness for leaving the entity and many more
that characterises employee for achieving success in specific business situation. In relevance to
situation at Boots, employees interpret behaviours of leader on the basis of degree of structure
they require, desire of control addition to affiliation. For instance, when leaders set favourable
structure for three day workshop of employee training as per needs of each participating person,
then this motivates members effectively.
Task along with environment characteristics: To overcome complexities and obstacles,
it is key consideration of model of organisational behaviour (Taylor, Lindsay and Glass, 2019).
In Boots, when obstacles in business situation becomes powerful then it is a leader who require
to step in as well as assist members for choosing path for working around goal attainment. Some
complex tasks characteristic which arises includes work group, designing of tasks and formal
authority system.
Leadership styles: It is independent variable of theory of organisational behaviour
wherein leader make adjustment in style of behaviour as per employee together with task
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characteristics with the hope of achieving excellence in goal attainment. Mentioned below are
some leadership styles that can be adopted by leader of Boots in case with business situation:
 Directive style: It is characterised by behaviour of leader to establish objectives clearly,
setting rules and ensuring that directions are understood properly (Hallmann, Downward
and Dickson, 2018). In business situation of Boots, directive style could be adopted by
leader so to inform employees about expectations, actions, ways to perform tasks and
scheduling work.
 Supportive style: It is described through approaches used by leaders for emotions, time
along with training. Supportive leadership style ensures that leader listen carefully and
help employees to deal with pertaining situations. In case with situation of Boots,
adoption of supportive style could lead to making work pleasant for employees through
showing concerns and being approachable.
 Participative style: It is the style of leadership wherein each member or follower is
engaged in decision making. In business situation of Boots, implication of participative
leadership style can involve consultation with employees along with asking them for
suggestions prior making decision for employee training workshop.
 Achievement style: A leadership style which is characterise leader that challenges
subordinates for carrying out operations at highest possible aspect (Malik, Madappa and
Chitranshi, 2017). In Boots, use of achievement style can lead to establishing high
standard excellence for employees together with seeking ongoing improvement.
In situation Boots, supportive leadership style is suitable as it foster positive relationships
among leader and employees through empowering each members for developing skills together
with working well autonomously or with little guidance.
CONCLUSION
From the report, it is concluded that key objective of organisational behaviour includes
understanding employees better, higher productivity, job satisfaction, developing good team,
leadership and resolution of conflict. It studies mechanisms that govern interactions to seek
identification along with fostering behaviours that are conducive for business survival and
effectiveness. Theories or techniques that enable achieving organisational goals in efficient
manner are Maslow’s need hierarchy theory, Herzberg Two Factor model, Adam’s equity theory
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and Vroom’s expectancy theory. Concept along with philosophy of organisational behaviour is
based on certain elements that are nature of organisation along with nature of people.
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Online:
Boots. 2021. [Online]. Available through: <https://www.boots.com/>
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