Organizational Behaviour Report: Power, Culture, and Motivation at LG

This report provides a comprehensive analysis of organizational behaviour, focusing on the multinational electronics company LG. It examines the impact of power, culture, and politics on individual and team performance, drawing on concepts like Handy's cultural dimensions and French & Bertram's power model. The report explores the contribution of process and content theories of motivation, including Maslow's hierarchy of needs and Vroom's expectancy theory, and their application in achieving business aims. It further investigates the influence of motivation concepts on workplace behaviour. The study highlights the interrelation of politics, power, culture, and motivation, while also contrasting the characteristics of effective and ineffective teams, with insights from Tuckman's team development theory and Belbin team roles. Finally, the report delves into concepts and philosophies of organizational behaviour, such as path-goal theory, to provide a holistic understanding of organizational dynamics within LG.

ORGANIZATIONAL
BEHAVIOUR
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Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
Impact of power, culture and politics upon team and individual work..................................2
Contribution of process & content theories of motivation and motivational approaches in
context of achieving business aims........................................................................................4
Impact of motivation concepts, theories and models to influence other behaviour in workplace
................................................................................................................................................6
Connection between politics, power, culture and motivation................................................7
Characteristics of effective team as opposed to ineffective team...........................................7
Concepts & philosophies of organizational behaviour...........................................................9
Influence of philosophies and concepts in two different manner.........................................11
Critical analysis based on team development concepts........................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Organizational behaviour can be defined as study that gives a lot of information about
how employees work, act, perform and behave in organizations while playing his or her roles.
This concept helps management to completely understand aspects that can encourage people to
work even better. The current study will be based on LG, which falls under category of leading
international electronics organizations in South Korea. This report will explain power, culture
and politics impact on individual & team performance. It will also define role of motivational
theories and techniques to achieve goals of firm. Furthermore, this assignment will describe
development of effective team as opposite to ineffective with support of team development
concepts and will also clarify philosophies and concepts of above term.
MAIN BODY
Impact of power, culture and politics upon team and individual work
Handy’s cultural dimension-
Power culture-
This culture in LG Company increase productivity level when power at workplace can be
used fairly without conducting activities and practices that are relate to differentiation term. In
organization, power relate to decision making, planning and strategy implementation held by one
person (Ghazali, 2019). When he or she uses it appropriately it can influence team and individual
work positively.
Task culture-
This type of culture can be developed in firm when manager allot task based on abilities
and skills degree of employees. It can lead to boost performance of team and individual and
improve their behaviour in positive manner.
Person culture-
According to this concept, when individual feel that he or she is more important than LG
or its business success it can influence other behaviour and work negatively. These people could
not be able to support other as they only think about themselves (Gebauer and et.al., 2020).
Role culture-
It is a culture where applicants are delegated accountabilities and roles accordant to his or
her specialization. This can lead to excellent performance and positive nature because people are
willing to accept challenge that can enhance their skills.
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French & Bertram power model-
Legitimate power-
The owner of LG and CEO held this type of power which they can use according to
position either in positive or negative manner. Influence of this force on individual and team
behaviour as well as performance depend on person who use it.
Reward power-
This power put positive impact on team and individual nature and their working abilities
as well because leader use it in ethical manner with less differentiation. It can enhance
productivity and performance level which turn into increase profits margin of company (Kovach,
2020).
Expert power-
Leader and manager of LG are expert and experience stakeholders who can influence
people by using their power in context of task allocation, goal and objective achievement.
Management can achieve great success when they share personal experience to motivate people
it can impact positively upon individual and other behaviour.
Referent power-
While supporting people when leader encourage everyone and respect work of each
applicant it can lead to increase performance and build productive environment at workplace
among team and individual. Impressive and influencing role of leader can act to motivate people
(Igboin, 2017).
Coercive power-
No one can work in those culture where manager force people to follow rules and
policies at workplace, individual like to work freely without any pressure and force full activity.
This kind of power influence individual and team behaviour negatively in form of high employee
turnover.
Influence of politics in company-
There are varied companies in the world where managers and leader by using their power
are playing politics in term of appraising people who are their favourite, it can lead to decrease
performance and create conflict in company. Misuse of power and dirty politics can never allow
firm to success and grow.
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Contribution of process & content theories of motivation and motivational approaches in context
of achieving business aims
Maslow’s hierarchy of needs-
It included in list of content theories that has been used in context of many companies
only to motivate staff. Here, it can be utilized in regard to LG and its applicants (De Vito and
et.al., 2018).
Physiological needs-
According to this theory, leader can motivate staff within LG Company by providing all
basic needs to them, it include place where workers can leave, food facility etc. In recent time,
individual like to work with those brands who can provide home, food and other things to make
their live easy and happy until they do not switch to another job.
Safety needs-
This need is also help leader to encourage applicants in ethical and effective manner.
When manager develop plan for staff security and safety they can enhance his or her morale and
allow them to perform happily without facing any problem. PF deduction and security amount
deduction are included in list of this need that can assure person about their live safety.
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Figure 1:Maslow’s Hierarchy of needs
(Source: The 5 Levels of Maslow's Hierarchy of Needs, 2020)
Belonging and love needs-
Everyone wants to work for long in positive and productive environment because it
makes them feel highly efficient to do their job within LG. When leader support its team
members and guide them without making any differences, it leads to increased performance as
well as motivational level. Support and collaborative practice from seniors’ side can always
motivate workers.
Esteem needs-
This need can be fulfilled by leader when he or she can respect workers and appreciate
their work, it can lead to high motivation and commitment in context of achieving business
objectives and goals. Performance appraisal and team collaboration can work effectively in term
of increasing performance, productivity and motivational degree.
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Self actualization-
After passing above stages, people came to last one where they can experience self
actualization and confidence to perform much better than last few months. Employees after
obtaining all needs develop self confidence among themselves which is quite normal.
Vroom expectancy motivation theory-
Expectancy-
All the workers while doing their job has high expectation towards their management and
leader in context of work appraisal. When this expectation could be considered it can allow
employees to experience positivity in workplace where they can work for longer period of time
and encourage other as well to take part in collaborative practices, which is quite beneficial for
LG.
Instrumentality-
According to this process theory, there are ranges of approaches and methods are
accessible in the world of business that a leader can use to motivate all new and existing
employees which in return build strong teams who can contribute in competitive environment.
The most effective instrument of motivation are trust among leader and workers, transparency
and better understanding.
Valence-
Respect is the only source that can motivate staff in short term period and permit them to
follow rules at workplace, which allow firm to take further decision without thinking too much.
Motivational techniques-
 Motivation is key element of employee growth and business success; it can give people
power to support LG in difficult situation like intense competitive environment. Leader
can encourage individual and manage local executive in nations where they operated its
venture by encouraging them to take part in decision making.
 Furthermore, firm can motivate employees via performance appraisal system which is
one of the most efficient approaches it can permit applicant to achieve objective of
company.
Impact of motivation concepts, theories and models to influence other behaviour in workplace
By implementing above motivational techniques and following suggestions of Maslow’s
and Vroom expectancy theories leader successfully and effectively influence behaviour of others
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along with current workers at workplace positively. When people experience supportive nature
from management side they can work for long.
Connection between politics, power, culture and motivation
Culture, power and politics in company are interrelation or connected with each other
because all these factors are influencing individual and team behaviour either in positive or
negative manner. It depend on use of these elements by leader and manager.
Characteristics of effective team as opposed to ineffective team
Tuckman team development theory-
Forming-
This stage can help leader to build an effective because he or she can identify skills and
abilities of workers before providing task to them.
Storming-
After above stage, leader can develop a team who can work even better by solving their
issues and make a small discussion with them once in a week.
Norming-
From above activities leader can build a team who can perform successfully and came at
this level where all workers have motivated.
Performing-
At last, leader can build effective team who has clear vision, able to concentrate on
achieving set goals and has high confidence.
Belbin team roles-
Resource investigator-
This way can build a productive team within LG because when leader allocate key
resources fairly they can enhance productivity of applicant.
Team worker-
While working in a team, people can play vital role in group development by supporting
other in order to complete difficult task.
Co-ordinator-
At workplace management can build a team when people coordinate with each other and
share view points.
Plant-
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In team when workers have ability to think creatively and develop innovative idea they
can enhance group performance and build effective unit.
Monitor evaluator-
This role in team is quite interesting and supportive because leader by monitoring
performance of applicants chose the most talented one and then other which make them capable
to build a team.
Specialist-
A person who has understanding and knowledge about everything can support people at
workplace to become effective team members.
Shaper-
Leader can play this role and shape a team by motivating and encouraging them which is
really very important for LG success.
Implementer-
Leader as implementer can apply tactics and effective approaches at workplace that can
increase productivity and profitability level.
Challenges in team development-
When problems arise in a team and people drive to solve it, they can build a team with
right skills.
Characteristics of an effective team as opposite to ineffective-
The success and growth of any company rely on its stakeholders in which employees are
included. Skilled and effective team members by using their traits and abilities can perform
excellently at workplace of LG which in return increase profits margin of brand even better and
allow them to develop further strategies like business expansion. Characteristics of effective
team include group discussion, thoughts and idea sharing, good communication and
collaborative practices. These things bring a lot of benefits for them like permit team to
accomplish their daily work on time without making any mistakes. All these activities are quite
different in context of ineffective team because they never collaborate with each member and
believe in own work as well as thinking instead of other one. Trust issues are always seen among
ineffective team that can negatively impact productive work environment within LG. Lack of
communication, poor decision making, lack of collaboration etc, are the characteristics of this
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team that can be improved by following recommendations discuss in above two theories of team
development.
Concepts & philosophies of organizational behaviour
Path goal theory-
This concept is based on defining styles and behaviours of leaders that best match
applicants and work atmosphere. Here, this model is applied in context of LG as chosen brand
which allow management to influence each work in positive manner.
Directive Path-
According to this theory, leader can adopt this style through which he or she can let
people know about what management could expect from all of them (Farhan, 2018). They can
give appropriate guidance and directions which allow individual to accomplish daily work on
time. As named, this way or path can lead to increase productivity, profitability and sales level
even better. With this style, leader can direct employees and guide how to perform according to
plan develop by leaders and managers.
Supportive path-
Another style that path goal theory consist is supportive, which is quite beneficial and
useful for LG in term of increasing performance level. Leader can be supportive and use this
behaviour to motivate staffs which turn into increase productivity level (Rana, K'aol and Kirubi,
2019). With this style, they can show their concern towards applicant’s issues and challenges that
they have faced at workplace. This type of leader nature can encourage people to work
excellently and retain with brand for longer period of time.
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Figure 2Path Goal Model
(Source: Path-Goal Theory of Leadership, 2017)
Participative path-
Along with above two styles, this can also influence behaviour and work of applicant
within LG Company in effective manner for longer period. With this path, leader can take
participation in team or individual work, which is helpful in regard to existing and new
employees as it allow them to feel comfortable and productive (Chen and et.al., 2020). They can
influence people by taking their suggestions and encourage them to take part in decision making.
This style provides several benefits to company as well as number of employees.
Achievement oriented-
The last style of Path goal leadership is achievement orient, which drive leader to set
challenging aims and objective in front of workers that they can achieve by working much harder
than before within LG. With this style, leader can act as high degree, he or she can show great
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confidence level to people that drive each of them towards achieving goals and help firm to get
desire outcomes. Achievement oriented leaders can always think positively and support
employees to do their job after facing challenge which make him or her more productive and
stronger than before.
Contingency theory of leadership-
Like above concept, this philosophy also drive sales and productivity of LG more than its
rivals, operated in similar industry from long time (Yazdanmehr, Ramezani and Aghdassi, 2020).
It suggest leader that they can use any leadership style especially that one which match according
to situation as it help to obtain desire results. They can play varied roles in workplace like
supportive, participative and other as well which make them effective leader and build stronger
to handle overall situation.
Influence of philosophies and concepts in two different manner
From above analysis, it has been identified that concepts and philosophies can influence
workers and individual in positive manner. For example, when leader support everyone equally
they can motivate people and allow to beat competitors by working even better, which is actually
very important for company as it help to overcome complex and difficult situation. By following
path goal theory of leadership leader can do well and obtain desire needs. Furthermore,
Contingency and path goal theory can influence people nature, work and attitude in negative
manner when leader could not follow principles and ethics while taking decision and conducting
their own practices.
Critical analysis based on team development concepts
The above team development theories like Tuckman and Belbin provide several benefits
to LG leader and manager in term of building effective team who can perform opposite to
ineffective one and contribute in gaining competitive edge within electronic industry. It can
critically analysed that, team development work to form a strong team with skilled players who
are able to understand organizational needs and comprehend importance of success within
competitive world where many companies are ready to give tough competition to LG.
Furthermore, the overall procedure of team development through above concepts can take a lot
of time which is not appropriate. Belbin model can work effectively but not applicable for long
term period as it only allow leader to deal with current situation by skilled players they could not
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