Analysing Organisational Behaviour: Culture, Motivation & Teamwork

This report provides a comprehensive analysis of organisational behaviour within the context of Procter & Gamble. It examines the impact of organisational culture, politics, and power on individual and team behaviour and performance. The report explores content and process theories of motivation, including Maslow's hierarchy of needs, and discusses the characteristics of effective and ineffective teams. Furthermore, it delves into the philosophies of organisational behaviour and their application in various business situations. The analysis highlights the importance of a positive organisational culture, transparent communication, and effective leadership in fostering employee motivation, teamwork, and overall organisational success. This document is available on Desklib, a platform offering a wide array of study tools and resources for students.

Organisational
Behaviour

Table of Contents
Introduction......................................................................................................................................3
TASK 1............................................................................................................................................4
P1 Analyse how an organisational culture, politics &power, influence individual &team
behaviour &performance.................................................................................................................4
TASK 2............................................................................................................................................9
P2 Content & Process theories of motivation techniques................................................................9
Organisational Cultural &Workforce Motivation (Part 2).............................................................16
TASK 3..........................................................................................................................................16
P3 Define Effective & Ineffective Team...................................................................................16
TASK 4..........................................................................................................................................18
P4 Concept &Philosophies of Organisational Behaviour in context of Business Situations....18
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................22

Introduction
In today's competitive environment, there are a variety of industries conducting business
&conducting organizational operations all over the world. Staff has experienced the most as a
result of the high level of competitiveness. Specific core competences, skills, reliability,
adaptability, & competence must be required to just get the job &retain a solid position such that
no one can succeed them. To attract new talent including increased employees, companies use a
strategic hiring procedure that can help them find qualified &skilled individuals (Desmet and
Fokkinga, 2020).
Human resource departments are more involved in employee operations &are developing
specialized strategies &tactics to assist fully encourage employees so that they would contribute
their maximum to the company. A motivated workforce contributes to the industry's popularity
by behaving appropriately with coworkers, managers, &other peers. HR managers give
consideration to personnel' performances, attitude about their employer & coworkers, & give
suitable development workshops to help them improve their behavior so that they should
increase efficiency. Organizational behavior is a strategy framework that takes into account a
variety of aspects including the microenvironment, organizational behavior, people, &
technology. For this study, Procter and Gamble Company is considered The Procter & Gamble
Company, based in Cincinnati, Ohio, is an American global consumer products firm founded in
1837 by William Procter and James Gamble. This business sells apparel, household goods,
&footwear all around the world. This paper examines the impact of organizational culture,
power, &politics on individual & team behavior & also performance, as well as four theoretical
theories, the provision of effective & ineffective teams, &organizational behavior philosophies.

TASK 1
P1 Analyse how an organisational culture, politics &power, influence
individual &team behaviour &performance.
 Organizational culture - The working &values of a firm are determined by
organizational culture, which contributes to a healthy workplace inside a corporation. It is
vital to examine individuals' attitudes, conduct, religious doctrine, perceptions,
&viewpoint in order for them to begin to interact appropriately &provide their best
efforts to build a successful corporate culture (Ferris and et. al., 2017).
 Organizational politics - Organizational politics, as an unauthorized activity, has both
consequences on a country's success. It functioned like a grapevine &followed an
unstructured structure, which had a negative effect on employees' productivity.
 Organizational power - Boards of executives, top management, & superiors are the key
sources of organizational power, since they have the authority to develop policies &make
decisions about personnel, processes, &other internal &external activities.
Only when the work environment is right for the organization and its employees the manner they
want to work, the facilities and design that affect their employee experience and whatever makes
them feel most comfortable or productive can a strong culture emerge. Develop excellent
working ties with your employees. There are various things are considered in order to improve
the organizational culture in the organization such as bring people together for a same goal,
encourage employees to be recognized on a regular basis, create a good work environment for
employees, transparency and communication should be improved, allow teams to have the
autonomy they desire and make time for meaningful one-on-ones on a regular basis.
Get a sense of where you're going. Do you know whether your staff feel compelled to participate
in political manoeuvring in order to advance — or at the very least avoid falling behind?
Keep an eye on the undercurrents.

When it's required, step in.
Playing favours is not an option.
Set a positive example for your children.
Job satisfaction is a term used to describe how satisfied you are with your job. Workplace
politics arise as a result of job mismatch. Transparency. To decrease politics, transparency must
be maintained at all levels, Work in a group, Communication is essential, Maintain the
workplace's civility, Partiality is a word that has a lot of different meanings depending on who ,
Mindset that is positive. Increased employee retention: Organizations with a solid reputation for
being a nice place to work attract prospective workers. This style of organization also attracts
better talent, and current employees are more likely to stay with the company. It is recommended
that organisational culture and power can helpful to enhance the image and of organisation and
maintain better image: The Company’s culture has an influence on brand image. Customers will
be impacted if they learn that your organisation has a hazardous work environment. Quality
management: The company culture has an effect on the functioning of all employees. Enhanced
teamwork. It is determined that due to a significant business culture; projects may be done
collectively with a better conclusion. All three words are important &have a direct influence on
company operations, marketing, & work environment. Individuals &team building behaviors are
influenced by company context, power, & politics, thus it is vital to identify the impact of most
of these elements on individual &cooperation conduct &performance, which also are mentioned
below -
Influence of Culture on performance &behaviour of Individual & Team –
In general, the culture of a company has a direct influence on individual productivity &team
behaviour. Because Procter and Gamble is such a large corporation, a large number of employees
have banded together again to form a specific team. The organization needs to take responsibility
of its business model so that all individuals may correctly interact &respect each other's views,
especially viewpoints, along with behave them in a way that will help them be more productive.
Handy's Model is used by Procter and Gamble to establish the industry's fundamental principles
&strengthen internal conditions. The logic behind this paradigm is as follows:-

Handy's Model of Organisational Culture
The majority of large corporations use this technique to keep cultural performances alive in their
organisations so that IT firms may successfully enhance their microenvironment. Procter and
Gamble will use this model to ensure that all of the model's parts, such as power culture, task
culture, role culture, including person culture, are correctly considered ( (Isik, 2018).
Many of these cultural components are described in detail below -
 Power Culture – This factor primarily determines who has the authority to make
decisions that are in the best interests of the workers &the company. Next Plc's senior
executives, executive board, &other management have sufficient authority to increase

productivity &profitability of people &squad members, allowing them to behave
appropriately &increase their performance (James, 2017).
 Role Culture – The efficiency of many sorts of roles played by each person &team
member inside a company is demonstrated by this cultural factor. Procter and Gamble
uses a suitable organisational structure to ensure that all people &squad members
work well &change their behaviour.
 Task Culture – Assignment culture is entirely dependent on the talents
&competences of team members &stakeholders, who can assist in completing each
&every task in a timely &proper manner. Procter and Gamble is more concerned with
this aspect to make sure that people &staff members finish the assignment on time &
function well.
 Person Culture – This part is all about each individual's Pacific values &perceptions
in terms of work activities &structure. Procter and Gamble upholds this culture
&respects the worth &beliefs of its individual &team members in order for them to
act successfully &increase their skills.
Influence of Politics on performance & behaviour of Individual & Team
Everyone understands that politics has a negative impact on the economy. Organizational
politics has a significant impact on the productivity, conduct, &efficiency of all team members.
Politics has an informal framework that involves individuals in other illegal acts. Procter and
Gamble is continuously mindful of this element in order to successfully minimize organizational
politics inside the firm. It can have a negative impact on the organizational structure, influencing
all of the individual &team members' working activities, resulting in poor conduct

&performance. The impact of politics on Procter and Gamble is examined further down
(Kondalkar, 2020).
 Decline employee’s morale – The political employment situation creates a number of
ineffective &unofficial pathways that impact job satisfaction &productivity while also
lowering morale.
 Low job satisfaction – organizational politics direct influences the ethics &values of the
employees so that their job satisfaction level decrease. Procter and Gamble usually tries
to avoid political activities so that company improves the behavior of their employees.
Influence of Organisational Power on performance &behaviour of Individual & Team
High authorised individuals, shareholders, top management, &supervisory post workers are
accountable for the success or failure of the operations &must take suitable activities to ensure
that all workers remembers their workload &increasing their conduct more towards a
performance. The senior management of Procter and Gamble is constantly concerned about the
well-being of its employees, both individually &collectively. Following individual &team
discussions, the company has varying levels of influence in the context (Kotni and Karumuri,
2018).
 Policies Formulation - senior management happier to develop successful teams
&express them, as well as formulate precise policies &methods so that all individuals can
operate correctly. System fully has a favorable influence on Procter and Gamble workers'
productivity &conduct.
 Regulate employee’s activities – People in positions of high authority have the authority
to govern all factors such as job force's operations in order to appropriately lead &assist
them. Next, Plc managers &supervisors are accountable for monitoring &motivating
every individual &team members' activities.

Influence of Culture, Politics &Power on the Behaviour &Performance of Individual & Team
–
Basis Behaviour & performance of
Individual
Behaviour & Performance of
Team
Organizational
Culture
Because each individual's
behaviour & behaviour are
influenced by the company's
work situation, it is critical for
Procter and Gamble to
concentrate on its organisational
culture so that employees may
successfully increase their skills
&behaviour while also
increasing their level of
happiness (Lee &Lu, 2020).
The organisation must place a
strong emphasis on teams so that
each person can operate well in a
group setting while
simultaneously improving their
own performance. Procter and
Gamble maintains all cultural
aspects to ensure that all
necessary personnel interact
appropriately with one another.
Organizational
Politics
Organizational politics is an
informal organised activity that
affects all elements of
organizational culture &has an
effect on the effectiveness of
employees who have a poor
performance.
In organisations, there is a lot of
politics that leads to the best
performance &prohibited acts.
Procter and Gamble should place
a greater emphasis on this
component so that all employees
may collaborate in groups &boost
their skills &conduct.
Organizational
Power
It is vital for the organisation to
offer control over rights in order
for the growth of individuals
inside the organisation to be
Leaders have the authority to
manage their teams &to provide
them clear instructions so that
they may operate efficiently

advantageous. Managers
&executives at Procter and
Gamble are working to enhance
workforce effectiveness
&attitude.
&enhance their skills in order to
contribute their utmost to the
growth of Next Plc.
TASK 2
P2 Content & Process theories of motivation techniques
Content &process theories have a major impact on employee motivation as well as the
firm's aim also & objectives. This sort of theory was examined by Procter and Gamble in
organizational organisation, which itself is stated as follows:
Content Theory of Motivation
Basically, the content theory of motivation identifies the needs &demands of individuals
&groups so that an IT organisation can meet them over a set length of time, allowing them to
stay motivated. Various motivational theories are included in content theory, which is explored
below:-
Maslow's Theory of Motivation
This is the most widely accepted theory of motivation, as stated by Abraham Maslow in his work
"Theory of Human Motivation." This approach is useful for addressing individuals' basic wants
so that the organisation can appropriately meet all of its workforce's demands. This motivating

approach has five processes that define the diverse demands of workers that must be met in each
&every employees -
Figure 1Abraham Maslaw theory of human motivation, 2022
 Physiological needs – This is regarded as the most important requirement of the
employees, which must be met. This level also includes certain particular necessities such
as food, drink, clothing, & refuge.
 Safety needs - In the second layer, it is critical to give protection to their employees after
they have met their psychological needs. Legal considerations, health laws, sustainability,
data security, & other factors all contribute to the requirement for safety.

 Social needs – Following the psychological & safety needs, the employees' social needs
must be met. Family, love, friends, tolerance, & tenderness are included with social need.
 Self- esteem needs – This is seen as a critical requirement for improving staff morale
&job satisfaction. This desire includes self-respect, rewards, accomplishments,
&encouraging.
 Self-actualisation needs – This is the final phase in this approach, &it entails self-
evaluation, self-realization, personal growth, &maintaining the individuals' value or
belief systems so that they can operate effectively (Özduran &Tanova, 2017).
Herzberg’s Motivation Theory
This is also the most well-known content theory of motivation, which aims to raise employees'
motivation so that they may successfully enhance their productivity. This motivational theory is
also known as "Two components theory," "Herzberg's Motivation Hygiene Theory," &"Duel
Structure Theory," &was proposed by Fredrick Herzberg in 1959. Two components are involved:
motivating reasons &hygienic issues, which are detailed following.

Figure 2, Herzberg’s Motivation Two-Factor Theory, 2021
 Motivating Factors – This is the first aspect in this theory that may assist fully
encourage employees while also providing adequate work performance. This aspect
entailed the employees' present work situation. This approach aids in maintaining
individuals' dignity while also providing them with a specific purpose &
accomplishments inside a company.
 Hygiene Factors – This is the second aspect in this motivational theory, &it is not
directly related to the present employment. These factors influence a variety of aspects of the
employment, including policies, procedures, employee involvement, security, remuneration,
&workplace conditions.
On the basis of above discussion about the content theory of motivation it is analysed that both
theories like Maslow's theory of motivation & Herzberg’s Motivation Theory are playing
prominent role to motivate employees & maintain their satisfaction level but in case of Procter
and Gamble it is identified that Maslow's theory mainly considered by their managers to
motivate employees in an appropriate manner.

Process theory of motivation
These theories can also be used to motivate employees. Various theories are involved,
which are explored below:
Adams’ Equity Theory of Motivation
This hypothesis was introduced by John Stacey Adms in 1963 &is known as the "Equity Theory
of Motivation." This approach encourages constructive engagement in order to boost the
workforce's motivation &ability to operate well. The basic goal of this idea is to encourage
people. For example, if a person experiences unfairness or unfairness inside a company, it is vital
for managers & supervisors to act appropriately & treat all employees equally because then
motivation levels may rise & individuals will become more capable of working well (Schunk and
DiBenedetto, 2020).Two components are examined in this theory: input &output. The following
is an example of both considerations:
Figure 3, Adams’ Equity Theory

 Input factors - The input element refers to the actions &operations carried out by
humans in order to achieve the desired outcome. These characteristics include particular
components such as employee duties &responsibilities, dedication, regular hours,
adaptability, knowledge, &accountability.
 Output factors – This component considers the elements that have an impact on the
workers' operational operations. Salary, pension, promotion, bonus, accomplishment,
allowance & program, process improvement, learning result, &stock evaluations are all
elements to consider.
Vroom Expectancy Theory
This theory is the most widely used process theory of motivation, &it entails three components
that have a great impact on employee performance &experience. This Curie is interested on
individual efforts &commitment. The fundamental goal of this approach is to examine an
employee's social, core competencies, knowledge, experiences, &abilities. The three components
that play a role in this hypothesis are as follows:
 Expectancy - This is the first component that demonstrates the individual's willingness to
put in the work necessary to enhance their performance. Professionals must have access
to the relevant facilities, knowledge, &assistance in order to do their jobs effectively.

Figure 4, Expectancy Theory of Motivation, 2021
 Instrumentality – This is the second aspect of this approach, which places a greater
emphasis on employee performance. Through incentives, accountability, &commitment,
this variable fosters positive involvement the with accomplishment (Shayya, 2018).
 Valence – This industry is all about showcasing the employees' prior value so that they
can deliver acceptable results. This performer places a high emphasis on their
performances in order to receive certain rewards &accolades.
In terms of the process theory of motivation, it has been determined that while both Adams'
Equity Theory of Motivation &Vroom Expectancy Theory are important in motivating people,
Vroom Expectancy Theory is more effective &appropriate in the context of Next Plc. This
notion can assist employees preserve their organisational effectiveness while also motivating
them to achieve higher results.

TASK 3
P3 Define Effective & Ineffective Team
In addition to get a greater profit edge, the company must create an effective team that may
contribute to organisational success while also increasing personnel growth rates. There are two
sorts of teams: effective teams &unsuccessful team members, which are described in terms of
Procter and Gamble as follows:
Effective Team & Ineffective Team
 Effective Team – The importance of a good team is more apparent in the context of a
company's growth. Companies may achieve every &every aim &target of the
organization with the support of efficient teammates. Procter and Gamble focuses mostly
on its employees &provides them with suitable advice &training courses to assist them
understand work ethics &how to act in a business (Aliyu, et. al., 2020). All of the
company's team members collaborate &develop adequate cooperation &interaction so
that misunderstandings, a lack of understanding, &communication are minimized,
&teammates may work effectively to complete the assignment.
 Ineffective Team – An ineffective team has a negative influence on personnel
productivity as well as the organization's productivity. Workers who aren't doing their
duties correctly &who show little enthusiasm in their work form an unproductive team.
Procter and Gamble looks after all of its personnel so that they could be satisfied at work
&improve their time management so that they can work efficiently (Farkas, Sallai and
Krauzer, 2020). They also reduce the chance of forming an inefficient team. Because of
the different activities that occur in an effective team in an organization, such as a weak
administrative supports, poor communication, a lack of faith &direction, &many others,

it is critical for the firm to focus on its workers &help them become successful team
members.
Comparison between Effective &Ineffective Team
Basics Effective Team Ineffective Team
Motive The goal of a successful team is to
meet daily goals in order to
enhance their overall
organisational position in the
business.
The reason for the ineffectual team's
existence is unknown.
Task &participation Effective teams demonstrate
active engagement in their
workgroup while also meeting all
of the task's requirements (Harbi,
Thursfield and Bright, 2017).
Ineffective teams do not exhibit
active engagement in their
initiatives, resulting in a work that is
unfinished.
Communication An effective team follows correct
communication lines &adheres to
all official statement channel
requirements.
The inefficient team was in charge
of the muddled communication
route.
Belbin Theory
Belbin introduced this hypothesis in the year 1981. According to Belbin, everyone contains
certain particular behaviours &characteristics that can assist to build a solid relation with that
other person's behaviour &qualities that can help to sustain good teamwork. This notion benefits
employees by assisting them in adhering to a specified body of rules. In this idea, nine roles are
included, many of which can assist in the formation of a successful team. Plant, team player,
reference implementation, monitoring, plc, evaluator, researcher, shaper, &puzzle solver are

really the nine positions. Some particular positions are explored in the context of Procter and
Gamble to form a strong team (Isik, 2018).
The description of selected role which considered by the company are as follows -
 Coordinator – The coordinator's position is critical for a successful team. The
coordinator may assist in establishing particular cooperation among all team members so
that they can operate effectively &communicate specific information. Procter and
Gamble offers specific training so that its workers may learn well how work together to
achieve corporate goals (Kotheandet. al., 2019).
 Implementer – The implementer is the person who carries out all of the major
considerations in the construction process &also involves all of the teammates so that
they can effectively follow every one of the task's guidelines &successfully integrate the
others in order to meet the design specifications, which are assigned to Procter and
Gamble teammates.
TASK 4
P4 Concept &Philosophies of Organisational Behaviour
The corporation must put the organisational behaviour idea into reality in order for all employees
to comprehend the importance of the principles &philosophies of organisational behaviour &to
preserve every scenario appropriately. Plc then determines the following kind of conceptions
&ideologies relevant to organisational behaviour:
Concept of organization behavior

Organizational behaviour is an ongoing process that follows a set of rules in order to research
human behaviour. Maintaining these organisational behaviour concerns is critical for Next Plc,
which can allow full to provide more value inside a business while also increasing employee
engagement. Expectations, attitude, values, religious belief, individual diversity, basic human
rights, &a variety of other elements all have a role in organisational behaviour. With the aid of a
collaborative &interactive leadership style, it is vital to focus on all of these characteristics.
Organizational leaders do their all to enhance the behaviour for every &almost every teammates
so that they could perform their jobs effectively (Ling, Kothe &Mullan, 2019).
People - Any group of individuals seen as a whole is referred to as a men. It is a phrase
used in politics and policy to refers to an ethnic group's aggregate or commune, a
nationality, or the public or universal group of protesters in a polity.
Perception - Perception is the process of organising, identifying, and interpreting sensory
data in order to express and understand the material or surroundings that is provided.
Perception is based on impulses that go through the neurological system and are triggered
by physiological activation of the sensory system.
Individual differences - Individual differences in behaviour and the processes that
underpin them are studied in difference psychology. This is a field that studies and
categorises emotional individual differences.
Motivation - The process of initiating, guiding, and maintaining goal-oriented behaviours is
known as motivation. It's what motivates you to take action, whether this is drinking a
glass of water to quench your desire or reading a newspaper to learn something new. The
hormonal, physiological, social, and cognitive variables that trigger behaviour are all part
of motivation.
Empowerment - People that are empowered have more authority and influence over their
lives. People receive the assistance they require, which is tailored to their specific needs.

People who are empowered are treated as equal members. In their neighborhoods, they are
regarded and confident. You can't inspire or make some else empowered.
Organisation
Organization is defined as "the process of identifying and grouping the work to be done,
specifying and allocating power and accountability, and building connections in order to
enable people to do work together several effectively in accomplishing goals."
Social system
Mutual interest
Every organisation requires employees to survive and prosper, and people require
organisations to grow and flourish. Essentially, it is a shared understanding between the
firm and its personnel that aids both parties in achieving their desired objectives.
Ethics
Employee perceptions of an organization's ethical behaviour can lead to favourable
consequences and greater financial results. Performance management, career progression,
organizational support, trust, and organisational citizenship behaviours can all benefit
from a favourable attitude of ethical behaviour.
Philosophies of Organizational Behavior
Organizational behavior philosophies may assist enhances the employee behavior &other
team members, resulting in the best potential outcome. Human relation strategy, dynamic model,
scientific motivational techniques, &new organism relation school are among some of the
particular variables that are engaged in philosophies of organizational behavior. These principles

are mostly covered by Procter and Gamble leases, which might also assist in fully maintaining
&understanding employee behavior via contingent &systemic theory.
Automatic
This indicates that autonomic reactions, which are commonly referred to as evoked reflexes, can
be learnt (viz., behaviors). This four strategic priorities a number of possible and clinical
research that demonstrate parasympathetic transmission and its clinical relevance.
Custodial
A bank custodian's responsibilities often include the resolution, safeguarding, and recording of
customer' derivative instruments and cash. A custodial connection is legally binding, and the
services provided to customers vary.
supportive system
According to researchers, having a good support system offers numerous advantages, including
improved fellow human, improved coping abilities, and a long healthy life. Social assistance has
also been found in studies to alleviate depression and anxiety. Tension can often be reduced with
the help of a good support structure.
Path Goal Theory of Leadership
This idea was suggested by Martin Evans &Robert Hourse, who believed that it is typically
connected to the contingency approach, that is derived from the expectancy theory of motivation.
Some distinct leadership types are associated in this notion, &the Procter and Gamble considers
them as follows.

 Supportive Leadership – The Procter and Gamble uses this leadership style primarily to
offer sufficient assistance to their group members, as well as to inspire &motivate them
without prejudice, so that all personnel may sustain their effectiveness in any scenario.
Figure 5, Robert House’s Path-Goal Model, 2022
 Achievement oriented Leadership - This is also the most famous leadership style in
this philosophy, & it may assist to fully engage &encourage staff to do well &earn
numerous prizes &prais (Sebastião, Zulato &Trindade, 2017).
 Participative Leadership - This type of leadership style is advantageous to the business
& demonstrates the leaders' enthusiastic engagement in their roles. This leadership style
is used by Procter and Gamble executives to successfully offer correct direction to their
group members so that they can make suitable judgments within their own in diverse
scenarios.

 Directive leadership - Building trust, inspiration, and assisting colleagues in
overcoming problems are all examples of supportive leadership. Supervisors who want to
express their support for their team should foster participation, pay attention to
communication plans, and positive resolution.
 Supportive leadership - Building trust, inspiration, and assisting colleagues in
overcoming problems are all examples of supportive leadership. Leaders who want to
express their appreciation for their teams should foster cooperation, pay close attention to
communication plans, and protection and conservation.
This theory will helpful to improve the team performance and also improve the productivity
of the employees. Through this theory, P & G organisation can effectively improve their team
work and enhance their team development program for the enhancement of their staff members.
Based on the preceding presentation of this theory, it is recommended that Next Plc's leaders
employ supportive, participatory, &amazing accomplishment transformational leadership so that
they may appropriately guide their staff members to accomplish organisational goals.
Conclusion
According to this research, it is critical for every business to maintain successful
organizational behavior via the use of particular practices that can assist in maintaining the
quality performance & behavior of the organization. This study discusses corporate culture,
power & politics, & therefore how these elements impact the behavior & standard of work of
each &every person & project team participating in a certain job function. This report also
discusses many types of motivational theories & concludes that Maslow’s hierarchical theory
&vroom expectation theory are the most effective & relevant theories for motivating &
satisfying workers. This project discusses the importance of having an effective team & the
differences between creating an actual players & also getting an ineffective team. Aside from
that, this study explored organizational behavior concepts & philosophies, as well as applied
route goal leadership theory management.

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