Organisational Behaviour: Culture, Motivation, Teamwork & Performance

This report provides a comprehensive analysis of organisational behaviour, focusing on the impact of organisational culture and motivation on workplace behaviour and performance. It critically examines various organisational culture models, such as clan, hierarchical, and adhocracy cultures, and motivational theories, including Maslow's hierarchy of needs and Hertzberg's two-factor theory. The report also explores the dynamics of effective teamwork, assessing the benefits of team collaboration and discussing group development theories. Furthermore, it highlights the importance of addressing workplace politics and power dynamics to foster a positive and productive work environment. The analysis culminates in practical recommendations for organisations to improve employee performance and cultivate a fair and transparent corporate culture, emphasizing the significance of open communication, employee empowerment, and continuous skill development. This document is available on Desklib, a platform offering a wide range of study tools and solved assignments for students.

ORGANISATION
BEHAVIOUR
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................4
PART 1............................................................................................................................................4
Understanding organisational culture and motivation over the behaviour and performance
within workplace..........................................................................................................................4
Critical analysis of organisational culture and motivational theories and the way it influences
the behaviour within organisation................................................................................................4
Overview over organisation’s culture, politics and powers.........................................................7
PART 2............................................................................................................................................8
Explaining what makes an effective team as opposed to an ineffective team:............................8
Assessing the benefits of working in a team: identifying the mix of knowledge, skills and
experience necessary for a team to fulfil its functions in an organization:..................................9
Demonstrating and discussing the benefits of working in a team as a leader and member
towards specific goals, dealing with any conflict or difficult situations to develop roles during
teams:.........................................................................................................................................10
Applying concepts and philosophies of organizational behaviour within an organizational
context and given business situation: 300..................................................................................11
Critically analysing at least two group development theories to discuss the effectiveness of
teamwork in achieving the goals:..............................................................................................11
Concluding analysis with critical reflection on the value and relevance of effective team
working for influencing behaviours in the workplace:..............................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour can be understood as study of human behaviour within corporate
settings, it is often understood as interaction between human behaviour and organisation and firm
itself. This study helps in understanding how people interact with others and its standards that
makes the business perform more efficiently (Azeem and et.al 2021). OB helps in predicting the
organisational life, it also helps in understanding the nature and process of workplace culture.
Organisational culture plays a significant role in studying OB where having strong and better
culture will lead to productivity. Unilever a British multinational merchandise with headquarter
in London, company sells numerous range of product to their consumer worldwide. Following
study will be done in two part where first part will discuss about organisational culture and
motivational theories and its implications over behaviour within organisation. furthermore, report
will cover benefits of working in team along with discussion over group development theories
for the effectiveness of teamwork.
MAIN BODY
PART 1
Understanding organisational culture and motivation over the behaviour and performance within
workplace
Organisational culture (OC) refers to collection of values and expectations; it is the set of
values that shapes the behaviour of every individual who are at workplace. Having set of
principles within cultures will helps the firm to accomplish their desired goals (Bayanova and
et.al 2019). Culture defines how to behave in certain manner and by concerning with business
ethics as well, it has greater influence over the individual as a result their specific behaviour and
attitude with distinct job roles in organisation. this culture generally consists of shared beliefs,
ethics values that is fostered by leaders and then communicated and strengthened it through
different methods, ultimately it concerns with shaping the perceptions, behaviour of employee.
Unilever itself a biggest juggernaut in their sector, it is essential for them to have corporate
culture where business values and other ethics are being found in order to operate successfully.
Motivation can be referred as internal force which impacts the intensity, tolerance of
human’s voluntary behaviour. It is the efficient process which mainly encourage the person to do
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any task with efficiency, it guides them to manage the goal oriented behaviour. At workplace it
has greater influence over the employees where if they are feel motivated then ultimately it
reflects in positive outcomes (Slijepcevic and Krstic, 2020). Leaders are those who are in charge
of this motivation factor where they manage their team and always tell them to move forward by
using their creativity and knowledge. Having a corporate culture with good values makes a
productive workplace where employees looks encouraged in their work, it all depends on the
thing which firm provide in terms of monetary as well as non-monetary benefit. Unilever has
such arrangement at their workplace which motivates their workers to create innovative and
other successful opportunities for them.
Critical analysis of organisational culture and motivational theories and the way it influences the
behaviour within organisation
Organisational culture has a greater role in business success as well as poor culture will
lead firm to failure, motivational theories also assists in providing the better insight into what
arrangement are required to make employee perform efficiently. Some of organisational culture
model and motivational theories are discussed below:
Clan culture: It simply can be understood as family type corporate environment which concern
with commonality of objectives and business values, it is one of the collaborative and less
competitive culture (Balli, Ustun and Balli, 2021). In such employers are more responsible with
their work and they behave properly with their employees, it drives greater employee
engagement and loyalty.
Hierarchical culture: It emphasize the greater term business stability, consistent workplace
environment and also promotes the shared values among employees. It is typically focused on
firm structure by execution of the specific processes and set of rules and duties within
organisation. major benefit of this type culture is that there is more transparency at workstation
where clear lines of administration is found, employees are more accountable towards their job
role.
Adhocracy culture: This culture is based on ability to acquire the knowledge and certain change
conditions rapidly. Adhocracies are determined by the agility, worker empowerment and greater
concern regarding individual initiatives. It simply encourages the people to show their creativity
and to bring certain growth opportunities for the business.

Unilever company follows the hierarchical culture at their workplace it helps them to
cultivate business values at workplace so that everyone will show their contribution in making
organisational desired goals achievable. Due to follow up of this culture employees are assigned
with their duties and they are working on providing better insight for company’s expansion in
other countries as well.
Motivational theory
Maslow hierarchy need theory:
Maslow suggested that how humans intrinsically take part in behavioural motivation, he
suggested the hierarchy of need which plays significant role in person’s motivation which are as
follows:
Physiological need: Basic human needs, at workplace employees look for the opportunities and
services which makes them to feel that their basic needs are met (Akpamah, Ernest and Matkó,
2021). Unilever always provide such facilities to their employee’s sufficient breaks for eating
meals, comfortable working conditions, that helps them to retain their better workforce.
Safety need: Safe workplace is the thing over which employee feels to work in such work
culture, they always look for their job security, Unilever company also provide health and other
security to employees and they have better or safer workplace culture for employee productivity.
Social need: It is kind of relationship which the employee develops in order to work
productively, they look for communicating and interacting with other so they do not feel work
pressure instead work collaboratively.
Esteem need: Employee esteem generally affects their overall engagement, providing
appreciation and recognition at regular basis so that they feel motivated towards their job role.
Unilever also conduct rewarding system to appreciate their employee’s better performance.
Self-actualisation: It concern with enhancing the employee potential and skills, at such position
they look for the motivation to further grow in their career. Therefore, for that Unilever also
provide the training and skill development opportunities to their employees so that they come
forward to take challenges and provide better successive solution to firm.
Hertzberg theory:
Often known as two factor theory where it explains how factors affects the satisfaction
and motivational level of the individual. Where two factors are Hygiene and motivational.
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Hygiene: An job satisfaction, it is one of the crucial factor that helps the firm to keep their
productive employees, where it concerns with satisfaction with salary, job security, safer
working environment and job policies (Ryan and Deci, 2020). Therefore, for the Unilever it is
one of the factor that decides their success, they should further focus on providing safer
environment, satisfactory monetary benefits so it keeps their employees to work with them.
Motivational: It concern with recognition, appreciation, accomplishment and rewarding system,
as every employee look for the opportunity at workplace. Unilever also need to concern with
such factor as if they have rewarding system then they further need to focus on carrying out it
fairly.
Above mentioned theories and culture have greater influence over the employee
behaviour, positivity in this will lead to better and successful business performance. For an
instance if the work culture is not concern with certain business ethics and values then no
employees will want to stay in such culture, in such scenario organisation face higher turnover.
Therefore, it is important to have culture where everyone is well aware of their roles and task, as
well as they are more accountable to what they are doing at workplace (Desmet and Fokkinga,
2020). Unilever should also focus on fostering such culture where transparency, fairness is
maximum, they also need to ensure to have better flow of communication among employees and
employers, otherwise failure in this will lead to vulnerable consequences. For employee
motivation there should be proper arrangement for rewards and other flexible working
conditions, it will help the employees to carry out collaborative work.
Recommendations for organisation to improvise performance of their workforce
To improvise the workplace and employee performance it is important for the firm to
have productive and fair corporate culture where everyone is treated fairly and no discrimination
is made (Ali and Anwar, 2021). Unilever can proceed with implementing hierarchical culture
and Hertzberg motivational theory at workplace it will help them to improvise their internal
aspects so that they will not lack in every business opportunity. Further company can proceed
with considering the factors are as follows:
Track individual performance: Company need to focus on understanding their employees as
what things motivated them. They can proceed with monitoring the success of employees by
organising regular meetings with them, thus it will help in analysing the requirement of training

and skill development in order to enhance employee performance, it ultimately reflects in term of
better business performance.
Empower employee: It is one of the significant aspects for motivation as to feel how employee
feel about organisational workplace and to further provide them opportunity for their long term
goals. Unilever also need to focus on empowering their employees by providing them
opportunity and if employees wants to take challenge then allow them it will ultimately create
better opportunity for them.
Overall other arrangement which firm can do is to provide technical knowledge
development training to employees so that they keep maintain their momentum with latest
trends, it will also help the firm to fulfil the current demand of consumer.
Overview over organisation’s culture, politics and powers
Organisational lifecycle within political frame consider as set of contradiction, it is a
practice in rationality. If any organisation has workplace culture where negative politics is seen
like employers uses their power to manage employee on their basis and to provide benefit to their
favourite one thus it will lead to workplace conflicts, in such organisation’s productivity suffers
the most (Jost, Baldassarri and Druckman, 2022). Culture of Unilever is productive and have
follow up of business values so that employee’s productivity will not affect. In their workplace
culture there is no such negative politics exist as well as employers are well aware of their
responsibilities and everyone is treated equally and fairly. Power, politics and culture have
greater impact over the individual behaviour within workplace. For an instance if there is a
person who uses its network with higher authority to grab better position, thus it will ultimately
raise concern in other people’s mind which leads to create negative environment where firm
suffers the most. If culture is not better and lack of motivation is clearly seen then it affects the
collaborative work, as well as it affects the behaviour of individual, if corporate culture lacks in
business ethics and values then employees will also no longer connected with organisational
goal, they often come for their sake and if they do not found satisfaction they will proceed to
move out from organisation.
Unilever follows the hierarchical culture and also follows the motivation theory, they mostly
focus on creating individual goal for employees so it will help them to develop feel of self-
development (Daumiller, Stupnisky and Janke, 2020). Regarding culture employees at workplace
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are provided with facilities like flexible working hours, small breaks as well as resting room so
they do not ever think of back out from organisation. for an example company’s employees are
also provided with gaming or recreational facilities, so that they can go there during free time to
play games. Company have provided the arrangement where better salary structure is provided to
employees in order to provide them job security, as well as company organises the rewarding and
other accomplishment events to praise employee work and their dedication towards work.
PART 2
Explaining what makes an effective team as opposed to an ineffective team:
Comparison
Basis Effective team Ineffective team
Definition Effective team include those
members who actively
participate in business
operation and contribute
equally to achieve
organizational goals and
objectives providing support to
each other (Fapohunda, 2017).
Ineffective team include those
members who depend on each
other and focus on leader's
contribution to achieve
organizational goals and
objectives, ineffective team
member are less active as
compared to effective team.
Leadership Effective team is managed and
lead by leader who provide
clear vision and guidance to
each employee or team
member, these members listen
and provide their own
viewpoint to bring betterment
in the team as a whole.
Ineffective team does not have
any effective leader who can
take responsibility, team
member depend on each other
and perform task as per their
thoughts and thinking.
Ineffective team leadership is
not valid a certain point.
Discussion Discussion in effective team is No discussion found between

better and open-ended as
compared to ineffective team,
every team member effectively
provide their thoughts and
viewpoint.
ineffective team member
because they believe is
finishing their work on time,
ineffective team member will
not discuss with each other.
Assessing the benefits of working in a team: identifying the mix of knowledge, skills and
experience necessary for a team to fulfil its functions in an organization:
Every business organization want their member to work together and achieved
organizational goals, team building is one of the most challenging task in the firm. It is very clear
every organization form team of experts who carry knowledge, skills and experience dealing in
business operation (Peeters, Van De Voorde and Paauwe, 2022). However, management of team
become challenging when cultural diversity is faced by the firm. Culture is the best way to lead a
team but this become an issue when lack of understanding impact organization, team member
need to have effective collaboration with each other allowing them to ensure they manage certain
task in the workplace. There are certain benefit of working in a team, these are: Share knowledge: Sharing of valuable knowledge can be seen when team is build,
knowledge play vital role in the firm where employee carry knowledge as per their
expertise. Team working is beneficial for organization but this is more beneficial for
employee as well because each employee carry their own set of experience and skills
which is learned and adopted by other employee. Learning skills: Apart from sharing knowledge, employee learn new skills from each
other which means if one employee carry skill then other will learn if they work together
which means in team. Skills is extra knowledge and valuable experience of employee,
working in a team ensure other member learn these skills which can be useful further in
the business operation.
 Sharing experience: Employee share experience of their work, if experienced employee
working in a team with new joiner then sharing of experience can be seen (Van Der
Lippe and Lippényi, 2020). Organization want employee to bring value in their
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workplace, even new joiner carry valuable experience which can be shared with other
employee.
Demonstrating and discussing the benefits of working in a team as a leader and member towards
specific goals, dealing with any conflict or difficult situations to develop roles during
teams:
Every team is lead and managed by leader in the workplace, achievement of specific goal
is only possible when team have leader leading business operation. Team leader have specific
power and influence in a team, as compared to member, leaders enjoy continuous flow of power
allowing them to take certain decision (Rahmani, Roels and Karmarkar, 2018). It is very
important to have an effective leader in the team to achieve goals, without leader team might lost
vision and fail dealing in business operation. There are certain benefit of working in a team as
leader and member, these are:
1. Achievement of goals: Team need leader who remind member about goal and objectives
to be achieved within specific time, achievement of goals can be seen while working in a
team. Working as leader have responsibility to achieve specific goals and objectives
whereas working as a member have role to fulfil task associated with each goal and
objectives.
2. Management of conflict: Each team face certain type of challenges while achieving
goals and objectives of the organization, conflict impact firm's performance. While
working in a team, leader have ability to manage conflict, leaders provide solution with
their power and influence whereas member manage conflict by effectively collaborating
with leader and their conflict management strategies.
Applying concepts and philosophies of organizational behaviour within an organizational context
and given business situation: 300
Autocratic model of OB: This is one of the most common type of organizational behaviour
model allowing firm to consider valuable strength, unlimited power and high level of formal
authority. Autocratic model is best for multinational organization like Unilever who have
multiple branches and business unit around the world (Wibowo, 2017). Depending on power and
influence of manager, Unilever distribute power in the workplace, even working as a team,
manager use their power to influence decision of the firm.

Custodial model: Custodial model is often used by those business organization who face issue
related to employee and their interest in the workplace. There are many cases in which employee
become frustrated in the workplace because their boss or manager have aggressive behaviour
towards them. However, this model allows employee to depend on themselves and bring loyalty
toward the firm, Unilever need to adopt this model to ensure they remain psychologically
effective.
Supportive model: This is another effective model of organizational behaviour allowing
employee to feel supported in the workplace, manager of leader need to provide support to every
employee, this model drive positive organizational behaviour and impact firms performance for
long period of time (Durmaz, Düşün and demİr, 2016). Supportive model is beneficial for
Unilever, but they need to have effective strategies as well to support their employee, here role of
HR significantly impact organization.
Critically analysing at least two group development theories to discuss the effectiveness of
teamwork in achieving the goals:
Belbin's team development theory:
A. Action oriented roles: The shaper play first and vital role in the development of team in the
workplace, shaper have responsibility to challenge team whereas the implementer takes idea and
try to turn these ideas into reality, they are well organized in a team. On the other hand, the
completer is all time finisher try to keep every task on track and make sure member are aware
about the deadline.
B. People oriented roles: The coordinator have responsibility to coordinate with each and every
team member and ensure they remain active in the team whereas the team worker have
responsibility to complete the provided task which means each member of the team is assigned
with task (Lynch, Lynch and Clemens, 2019). On the other hand, the resource investigator have
responsibility to ensure flow of resource is maintained in the team.
C. Thought oriented roles: The Plant is responsible for managing products and innovation in
the team, they are mastermind with skills whereas the monitor evaluator try to analyse the
process of the task, they are smart thinker. On the other hand, the specialist are problem solver
who have ability to solve problem with their area of specialism.
Tuckman group development theory:
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Forming: At first, every team is formed on the basis positive facilitation of leader who form
group as per the requirement, the forming part is challenging because adding member according
to their skills and knowledge become challenging in the process (Robb, 2022).
Storming: Storming means guidance, facilitator or team leader need to storm their team and
bring strength allowing them to become stable, with the help of conflict management, team
facilitator resolve issue in the team, storming keep team active in challenges.
Norming: Norming means the learning area, each employee learn from each other allowing
them to solve problem by their own without leaders authority, norming occur when team feel
strength and become ready to manage different task in the business process.
Performing: Performing is area occur after norming, when member become self depended, they
are ready to perform and manage task by their own, they do not need any further training from
the team as they are ready to work collaborate with each other.
Adjourning: Adjourning simply means celebrating completion and achievement of member,
team become healthy when they try to celebrate achievement of each member and achievement
of team fulfilling the organizational need and goals, adjourning is necessary because this boost
motivation.
Concluding analysis with critical reflection on the value and relevance of effective team working
for influencing behaviours in the workplace:
Team working is one of the most important process in the workplace, this not only
beneficial for organization to achieve goals and objectives but this is beneficial for employee as
well because employee explore different valuable area of development. I believe team working is
beneficial but team working is challenging as well, every member need to adjust their behaviour
as well. I have worked effectively in a team and felt positive, I have gained enough knowledge
and experience which not only influence me but this influence organizational behaviour as well,
team working is beneficial if leader have ability to drive team towards success in the process.
CONCLUSION
From the above report it is concluded that organisational behaviour helps in understanding
how individual within workplace interact with others. Following study have discussed the

organisational culture and its influence over employee’s performance where further it
highlighted the clan, hierarchical culture as well. Furthermore, report also illustrated the
motivational theories where it highlighted the Maslow and Hertzberg theories along with its
implication over employee motivation. Report have further discussed the firm politics, power
and culture where it further included the discussion over benefits of working within a team as
leader or as member. Report lastly concluded with critically analysis of the two group
development theories.
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