Organizational Behaviour Report: Culture, Power, and Politics

This report delves into the intricacies of organizational behaviour, examining the interplay of culture, power, and politics within a business context, specifically using A David & Co. as a case study. It explores Handy's model of organizational culture, differentiating between power, role, task, and person cultures, while also analyzing the advantages and disadvantages of each. The report further investigates organizational politics and power dynamics, outlining their impact on employee behaviour and company performance. Additionally, it examines content and process theories of motivation, including Maslow's hierarchy of needs and Vroom's expectancy theory, to understand how these concepts drive individual and team performance towards achieving organizational goals. The report provides a critical evaluation of these theories and concludes with insights into corporate effectiveness.

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Influence of culture, power and politics on organization behaviour..................................1
2. Content and process theories of motivation.......................................................................4
M2...........................................................................................................................................6
3. Corporate Effectiveness......................................................................................................7
M3...........................................................................................................................................8
4. Concepts and philosophies of organization behaviour.....................................................10
M4.........................................................................................................................................12
CONCLUSION..............................................................................................................................13
References......................................................................................................................................14

INTRODUCTION
Organisational behaviour is directly concerned with the understanding, prediction and
control of human being. It is Analysed the study of both group and individual performance and
activity within an organisation. It Influences the culture, politics and power on the behaviour of
others in an organisation is the combination of culture power and politics have spilled over into
the workplace. It influences day to day operations as well as govern the atmosphere within the
organisation. A David & co. Ltd provides production and distribution of fruit. The company
offers full range of fresh fruit, vegetables, exotic produce, ready prepared items and bakery items
and delivered on a daily basis to hotels, restaurants, contract caterers, schools, nursing home and
government contract. Company. This Report will highlight the influence of culture politics and
power on organisation. Organisational behaviour motivates individuals and team to achieve
goals. It demonstrates an understanding of how to cooperate effectively with others. Study will
apply of implementing organisational behaviour concepts and philosophies to a business
situation.
1. Influence of culture, power and politics on organization behaviour
Handy's model of organisational culture :
The four types of organisational way of life defined by charles handy (1999): power, role, task
and person.
Power culture: The organisation with a power subculture , power is held through only some
people who stimulate spreads at some stage in the organisation. In A DAVID & CO. with power
subculture, This form of way of life relies heavily on individuals as opposed to on committees. It
seems hard and abrade and their successes is accompanied via degraded morale and excessive
turnover as people fail or decide out of the competitive ecosystem(Carmo Silva, and Gomes,
2015). For example – In this culture, the CEO or higher level manager are taking all the
decisions related to the organisation, its activities and policies.
Role culture: Organisations with a role subculture are based totally on regulations. They are
extremely controlled, with every body within the corporation understanding what their roles and
obligations are. In A DAVID & CO. , this lifestyle is frustrating for aspiring individuals who
are power directed, need control over their task or are extra interested in results than technique.
A result is that selection-making in role cultures of this company is frequently be slow and is
much less probably to take risks. In brief, A DAVID & CO. with this culture have a tendency to
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be very authoritative. For example – In role culture, specific roles are given to the employees
such as marketing manager is responsible for taking decisions related to the marketing activities
or department in David & Co.
Task culture: Organizations in which teams are shaped to obtain the objectives or solve
important tasks follow the project subculture. In A DAVID & CO. Employees with
commonplace interests and particulars unitedly form a team. There are generally 4 to five
contributors in every group. In any such tradition every team member makes a contribution
similarly and attain duties within the maximum progressive way(Nikčević, 2016). In this culture
different tasks are allotted to various teams or departments in the company. These tasks are
performed and accomplish by specific teams or individuals for example – conducting a
marketing campaign is a task designed and performed marketing team.
Person culture: There are some enterprises where the employees sense that they're extra
important than their enterprise. Such corporations follow a culture called person culture. In
person subculture of A DAVID & CO. Individuals are more worried about their personal self
rather than the company. The company in one of these ways of life taking a back seat and
ultimately goes through a suffering. In this culture, an individual such as an employee is more
concerned about his or her growth for example they require higher salary, job satisfaction etc.
There is lack of focus on business objectives or goals.
Advantages of organisational culture to a david & co.
It is Simpler for them to enforce basic rules and practices for the whole enterprise.
It is less difficult to govern and coordinate from the centre(Ocasio, 2017).
Disadvantages of organisational culture to A David & co.
Customer service OF A DAVID & CO misses the flexibility and speed of local decision making.
Company faces the danger of loss of superiors(Landells and Albrecht, 2017).
Organisational politics : It refers to an expansion of tasks related to the use of manoeuvrer to
enhance personal or organisational pursuits . In A DAVID & CO. , politics promoting negativity
on the work region .It is arising when personnel of a company generally tend to mis employee
their power to benefit undue interest and fame in the company. It is majorly impacting the
connection among the personnels and increasing conflicts and hostility at their place of job.
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organizational politics lowering the output of an employees and eventually influencing the
productivity of the company. As a result of politics, personnels of company fails to achieve the
objectives in the stipulated time body.
Advantages of organisational politics to A David & co.:
Motivating personnel: Due to the presence of politics, personnel of A DAVID & CO. are
prompted with the desire that their interest will not be hampered. Indiscipline from the personnel
side is resisted with the help of politics(Kreutzer, Walter and Cardinal, 2015).
Disadvantages of organisational politics to a david & co.:
Politics of A DAVID & CO. changing the mind-set of the employees.
Internal politics does not permit personnel to give their best at work.
Politics of company increasing the strain degree of the employees.
Organisational power: Power issues in corporations regularly focus on social relationships
among managers and subordinates, or leaders. In A DAVID & CO. there are numerous sources
of power. However, legitimate power is majorly used, this means that the power is assigned
based totally on job designation. It is allocated in keeping in mind the rank degree in the
organisation. It is beneficial for the company because the managers of company assign tasks to
specific employees and make them do the ones obligations. It is their position to guide on what
personnel should do to attain company's objective . organisational Power of A DAVID & CO.
helps in presenting a sense of path to employees in the direction of the organizational
objectives(Chumg, 2016).
Source of power
There are various sources of power such as Reward power, Referent power, Legitimate
power, expert power etc. Reward power is the ability to give rewards when others comply with
the wishes. For example, an employee may laugh on a joke by the boss but the neighbour might
not react in the same way. Referent power on the other hand is where role models come into
play. It is a power where an individual needs to be like another individual.
Individual performance affects the performance of A David & Co. at a great level, for
example marketing manager needs to perform well and take decisions related to marketing
budget or strategies. If there is lack in his performance the entire organisation will fail to
promote its products or services effectively
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On the hand, Teams also has a great impact on performance of A David & Co. as they are
given different roles and responsibilities. HR team is responsible for recruiting highly skilled
employees, if this team is ineffective the organisation will fail in building a strong workforce.
Advantages of organisational power to a david & co.:
Organisational Power of A DAVID & CO. is liable for ensuring worker dedication and
cooperation within the company. This consists of giving employees the strength to make
decisions, worthwhile people for robust performance and selecting those personnels who carry
out work strongly to govern different personnels.
Disadvantages of organisational power to a david & co.
Power culture of A DAVID & CO. Can be afflicted by low morale and excessive turnover in the
middle of the period.
2. Content and process theories of motivation
Content theory and process theory of motivation for achievement of goals and organization.
Content theory – individual needs changes with time. These theory concentrate on 'WHAT '
means identify particular things which fulfill individual needs and motivate them. A DAVID &
CO. LTD. Accept maslow theory which represent needs of individual hierarchy. This company
should have been identify five basic needs which motivate them for achieving goals. Five basics
needs of individual-
1-Physiological needs(basic needs)- It consist basic needs like air, food, sleep, shelter, water.
Company gives adequate salary,wages for stable and meet out needs of the family. If A David
company pay basic needs so employees survive in company, having opportunity to growth ,
productive activity done at low cost and company would have loyal employees and customer.
2- Safety /security needs- Company fulfil all these security needs that are- financial security ,
insurance , pension , medical claim. Through these employees feel safe and provide services. A
David company fulfill employees security needs. Employees are healthy so it will increase
production and decrease absent ism so employees work regularly company need not to recruit
other employees and cost incur it will increase production level, selling target complete.
3- Social needs/ belongingnees and love needs- A David company this facility also provide so
employees of the company interact with various employees feel part of the company it creates
friendly environment and strong bonds so production level increase over expectation,
interpersonal relation increase profits ,production.
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4- Esteem needs – After fulfil all above needs it is higher level of needs it ultimately helps in
achieve goals , objective and growth of the company. David company focus on these needs feel
valued , confident and give respect by this facility that are give benefits like perks , bonus , work
space ,rewards etc. Through complete esteem needs it increases motivation , confidence , morale
so employees want to do work without any force and give overtime also it help in provide
product on the time of demand and company easily achieve goals.
5- Self actualization- It is last stage and very significant need of Maslow's motivation theory.
Here david company's employees want to grow, meet challenges and get opportunity with full
potential. David company give promotion time to time so it boost confidence and they want to
work potentially with own ideas and accepting challenges so it is help in meeting pre determine
goals , increase production ,sales, increase margin and employees self actualization.
PROCESS THEORY:
This theory focus on 'HOW' means How David company change and develop needs according
to employees need. Evaluate needs that will affect behaviour and motivation these helps in
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Illustration 1: Vroom's Expectency Theory
Source: Vroom's Expectancy Theory, 2016

achieve targets, goals of an organization. David company follow this expected theory into
process theory. It evaluates performance, expectancy and outcomes that will help to achieve
targeted goal, targeted outcomes with skills , knowledge. This theory increase employees efforts
and will increase employees performance this affected by resources , skills. David company's
have to choose two elements first efforts' performance expectancy high effort leads to
performance and increase profitability. Second performance outcome expectancy high
performance leads to outcomes as well as rewards then reward will lead to customer valued.
David company apply this approach because its purpose maximise employees satisfaction and
decrease negativity it will increase enthusiasm among employees , increase production of fruits
and beverages and reach to customer increase profitability ultimately accomplish targeted goal of
the company. Critical evaluation of Maslow's theory and vroom's expectancy theory.
M2
In maslow theory
Advantage- A David ltd company give salary and reward by evaluate size of members,needs etc.
It is easy to evaluate by A David ltd co. because it define hierarchy of needs and fulfil all typesof
needs like basic needs,security and safety needs, group interaction needs, promoting needs etc.
So create morale ,motivation, profits margin.
Disadvantages-
This theory foremost disadvantages is A David ltd company feel difficult to measure because
can't accurate evaluate all individuals needs in an organization because of income classes
difference. Sometime it create differences among employees.
A David ltd company having Different culture employees so there is not mandatory so company
can't able to evaluate needs. this theory applied on same culture and same nation.
In David ltd company Not all employees think on one way because all employees have different
situations and different cognitive activity. All preference are different it create conflict situation
so chances production level low it leads to profit also effect on company image.
In vroom's expectancy theory
Advantages
For A David ltd company Easily measurable because expectancy would be compare with
employee's performance, output. So it will evaluate effort and performance and accordingly work
done so it will give production and profit.
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A David ltd company's Employees get rewards like incentive depend upon performance it will be
increase motivation to do work and organization able to get high output and complete set goals.
It is best way to understand how to motivate their employees and skills can improve by training
it leads to reduce cost of wastage and work done properly at right time.
Weakness
It is complex process for manager to finding out employees value and capabilities. It leads to
time wasting and not sure about what motivating them. Huge number of employees work in A
David company all point of view is different so it will create conflict. It will reduce production
level.
3. Corporate Effectiveness
Characteristics of Effective Team v/s Ineffective Team (A. David & Co.)
Clear Direction- A David & Co. team should have clear and defined objectives and should
work in a common direction to achieve the organisational objectives effectively and efficiently.
The team of the company will say to be ineffective if it does not have defined task and the
objectives are not cleared.
Strong Leadership: In a team all the members having their own perception so a team must have
a leader and coordination is must require between the team leader & its members. Some member
present their ideas and opinions whereas some members hesitate to share their views so, the team
leader motivate all the members to present their views which enhances productivity & efficiency
of employees of A. David & Co. A team which does not have a leader leads to an ineffective
team and that creates conflicts in the team which reduces efficiency & productivity of the
company(Kitchin, 2017).
Collaboration spirit: All the members of the team should work as a unit. The members of the
team should be such that they perform their duties assigned and contribute as much as they can
individually to the team so that the goal could be achieved in an effective manner. In a firm there
are some members who works very little and gain advantage of working in a group which creates
a pressure on other members who contributes more to that group and this leads to an ineffective
team.
Team Trust: Team members who can not trust each other does not get success and is an
ineffective team. All the members of the team should trust each other and they should respect
each others view.
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Delegation: Proper delegation of work should be done among the team so that the work could be
done, efficiently by each member and the company will not face any chaos and hurdle in
achieving the objective. If the member are unclear about the work to be done then it will create
chaos and the firm could not be able to reach its goals effectively(Taylor, 2018.).
Having Fun: Permanent work leads to frustration and it reduces efficiency & productivity of the
company,so its important for the team to have fun. Members who enjoys each others company
and have fun while performing the task form an effective team. If members of the team doing
just work than it is not constitute an effective team.
M3
Development of A. David & Co.: Tuckman's theory is used to develop teamwork in the
company and a powerful team improves performance of the company & helps in achieving
success and leads to smooth runing of company. If employees do not work in groups, conflicts &
risk can arise. Tuckman's theory is divided in five stages forming,storming, norm in,performing
& adjourning. It is not necessary for every company to perform all the stages,every company
perform according to their business requirement. Tuckman's stages of team development applies
to small groups,so it is useful for A. David & Co. because the company offers gift & foods
under three brands. Company can build teams for every department and also according to
product lines. A. David & Co. Perform 1st four stages of tuckman's team development theory
and it helps company to enhance its profitability and performance.
Forming- It is the 1st stage of team formation, team is formed on the basis of type of people and
their task. In a team all the members having their own perception so a team must have a leader
and coordination is must require between the team leader & its members. A. David & Co. Offer
its products under three brands so they build different teams for each of its department. These
made easy for each of its brand to make profit and each team focuses on its own product which
leads to overall organisation growth.
Storming- Each team member in the team has its own individual personality they all have their
own ideas and opinions. Some member present their ideas and opinions whereas some members
hesitate to share their views so, the team leader motivate all the members to present their views
which enhances productivity & efficiency of employees of A. David & Co. Team members have
to resolve conflicts by themself, only after that they can focus on their objective or task.
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Norming- In these stage members of A. David & Co. focuses on the fulfilment of the task, they
don't take criticism personally. All the ideas are used for task completion only ans criticism are
taken positively. Team works on establishing rules, values, standards and methods. These stage
enhances efficiency of the employees and their is no conflicts among the employees so that they
perform their work effectively & efficiently.
Performing- All the team members of the A. David & Co. Clearly knows what is the companies
expectation from them and they all function excellently & capable of making decisions. They
work as a unit and focuses only on the achievement of companies objective. In these ways team
work helps A. David & Co. To achieve its objective which leads to increase companies
profitability & helps to expand its product line(Majumdar, 2018).
4. Concepts and philosophies of organization behaviour
Organization behaviour is study of interface between human behaviour and organization.
Fundamental concepts of organization behaviour which applied in A David & Co limited are
individual differences, perception of individual, motivated behaviour of a team, mutual interest
of team and others.
Path Goal Theory: This theory was founded by Robert House and Terence R. Mitchell. This
theory explains that leader's behaviour is contingent to satisfaction, motivation and performance
of his employees. The leader helps to group members in attaining rewards by clarifying the paths
to goals. Leaders do this by providing information, support, and other resources which are
required by employees. This theory define role of leader to achieve goals such as
Clarifies task, scope and boundaries to employees.
Clarify roles and responsibility of subordinates.
Guidance and coaching provided by leader to subordinates.
Remove obstacles that becomes roadblocks for employees and provide psychological support.
This theory is used by A Davis & co limited to motivate its employees and achieve and maintain
organization behaviour. This theory helps to identify employee characteristics and characteristics
of work environment of A Davis & co limited. This theory has contingency factors which affects
behaviour of leader and subordinates of A Davis & co limited. Such as- Locus of control, Ability
of leader or employees, formal authority system, task itself and others.
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Leadership styles of Path goal theory:
Directive: In this leadership style leader knows exactly what must be done, how tasks will be
performed, what are the deadlines of tasks etc. When this style is using in A David & co limited
then leader of this organization provides guidelines to subordinates and tell them that what is
expected from them and what performance standards sets or them. This situation occurred when
task is unstructured or complex for subordinates and task is as routine based or unambiguous for
leader and he have good knowledge of that work and able to provide guidelines or guide
employees. To solve this situation leader gives schedules of specific work on specific time.
As per the business situation company needs to make guidance for the others. Company
needs to tell their subordinates and leaders what task they need to performed and in which
manner. This process can help to sustain the uncertain situation in the company.
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Illustration 2: Path Goal Theory
Source: Path Goal Theory of Leadership, 2017

Supportive: In this leader pay lot of attention on needs of his employees. Those leaders use
these strategies they must be friendly and empathetic. Leader of A David & co limited treated his
employees with respect and support them when they need it. Main purpose of using this style in a
David & co to provide satisfaction to employees. This approach is very effective when work is
stressful, boring and hazardous for subordinates. This strategy is effective when task are risky,
monotonous, stressful and leader enhance confidence of employees which helps to maintain
organization behaviour of A David & co limited (Elsmore, 2017).
In critical business situation it is the responsibility of the leader to maintained and give
support to other people in terms of making good outcomes and results.
Achievement orientated leadership: In this concept leader sets challenges for achieve
goals. Leader expect in this to perform at their best level. The leader shows faith in the
capabilities of the follower to succeed. This leadership strategy used in A David & co limited
when task is complex, challenging and ambiguous. This theory is important or work or self-
improvement both (Burrell and Morgan, 2017).
Participative: In this leadership style leader consult with employees and include their
ideas and opinion in decision making. In A David & co limited this style is used when task is
ambiguous but employees have special knowledge and expertise in that task. In this strategy
leader is open to consultation and discussion with employees. This helps to encourage employees
of A David & co limited. It is very effective and potential when employees fully participant with
the company in difficult business situation. It is the leading and effective planning goals which
makes people more challenging and ineffective.
M4
Positive and negative influence on organisation behaviour:
Positive: In a situation of A David & co limited where something needs to do be done in a short
time such as- complicated situation and emergency in which there is a time constraint, path goal
theory is most preferable for that situation. This theory provide opportunity of group
participation to knowledgable and intelligent persons which help to increase productivity and
loyalty to organization. Path goal theory allows ideas to convey easily in organization. This
theory defines clear and practical roles for leader. This theory links organization to motivation
theories which helps to leader and employees to create a motivated culture. This theory makes a
friendly environment or employees to work which helps to improve organisation behaviour.
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Negative: If this theory is not applied in A David & co limited then employees or subordinates
who are working there are not able to understand complications of task and what is good for
them. A proper guidance is not provided to employees without applying this theory which can
become reason of failure and barrier for organization to achieve its goals and objectives. This
theory put impact negative impact because leaders are not always rational and where too much
dependency of employees on the leader. Sometime a particular situation require more than one
leadership then become difficult for leader to choose style and guide subordinates(Mullins,
2016).
CONCLUSION
From the above study it has been summarized that organization culture are the
environment of organization in which employees interact and work. Handy's topology model was
evaluated which influences organization culture positively. Tuckman's theory was used to
explain corporate effectiveness which used to develop team work and organization culture.
Concept of path goal theory and philosophy had discussed in this report which relate
organization to motivational theory and leadership and followed my most organizations in
critical situations to motivate there employees. The above report concluded different cultures
such as role, person, task and power which help to develop organization behaviour. Clear
direction, strong leadership, collaboration spirit and team trust these characteristics of effective
and ineffective teams are discussed.
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References
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Vroom's Expectancy Theory. 2016. [ONLINE] available through
<https://www.toolshero.com/psychology/theories-of-motivation/vrooms-expectancy-
theory/>
Path Goal Theory of Leadership. 2017. [ONLINE] available through
<https://www.toolshero.com/leadership/path-goal-theory-leadership/>
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