Organizational Behaviour Report: Hilton Hotel Analysis

This report provides a comprehensive analysis of organizational behaviour within the context of the Hilton Hotel. It begins by examining the impact of culture, power, and politics on individual and team behaviour, utilizing Hofstede's cultural dimensions to assess cultural influences. The report then delves into motivational theories, including content and process theories, to understand employee motivation within the organization. Furthermore, the report explores the characteristics of effective teams and the factors contributing to their success. Finally, the report applies various organizational behaviour philosophies to evaluate the overall impact of these elements on Hilton's performance and provide recommendations for improvement. The report also examines the impact of power and politics in the workplace, including the positive and negative effects. It also covers various motivational theories like Herzberg’s two-factor theory, Alderfer’s ERG theory, Vroom theory, and Adams Equity theory.

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Culture, politics and power and their impact on organisation behaviour...............................3
LO 2.................................................................................................................................................7
P2 Content and process theories of motivation...........................................................................7
LO3..................................................................................................................................................9
P3 effective team and things that make an effective team...........................................................9
LO 4...............................................................................................................................................11
P4 philosophies and concept of organization behaviour...........................................................11
CONCLUSION..............................................................................................................................13
REFERENCES................................................................................................................................1

INTRODUCTION
Organization behaviour can be described as human behaviour in the firm that influence
overall success of business unit. It is related with understanding employees needs and control
over their behaviour by fulfilling their requirements (Jain, 2018). Present study is based on
Hilton hotel that serve luxurious hospitality services to global consumers. Firm’s main agenda is
to become global leader in the same sector and satisfy its wide range of customers. Current
assignment will use various theories to explain impact of power, politics and culture on
individual behaviour and organizational performance. Furthermore, study will evaluate kinds of
motivational theories that help organization in accomplishing its goal. In addition, report will
define effective team and factors that are helpful in making an effective team in business unit. It
will apply various organizational behaviour philosophies.
LO 1
P1 Culture, politics and power and their impact on organisation behaviour
Impact of culture on organisational behaviour
Culture is related with values and it has huge impact over employees and company.
Hofstede culture model
Each country has its own culture and companies need to make its arrange according to
culture of nation in order manage its employees well (Katona and et.al., 2020).

(Figure 1: Hofstede's Cultural Dimensions, 2020)
Power distance index (PDI):
This explains the extent to which less powerful persons get acceptance in society. PDI
index of UK show equal score 35. That means it has low score that means companies have flatter
organisations (Kearney and Kruger, 2016). Hilton hotel treats its employees equal as it treats its
managers. This does not make any difference between supervisors and lower level workers. This
encourage workers and they feel motivated. This makes their behaviour positive and people work
in team well. By this way they contribute well in making the organisation successful and gaining
competitive advantage. Hence it positively impacts on individual, team behaviour.
Individualism vs collectivism (IDV)
This reflects the extent to which people love to work individually or like to work
collectively. UK has 89 score of individualism. That shows that people enjoy challenges and they
like to keep their things private. They love freedom. Hilton hotel gives space to its staff members
which supports in influencing behaviour of workers in positive manner and making them able to
work in team well. By this way organisational performance gets raised and it support business in
generating sales by retaining talent (Grobler, Moloi and van Tonder, 2018).
Masculinity vs feminity (MAS)

That shows whether people look upon the achievements, material rewards or they pay
more emphases on cooperation and modesty. UK has 66score of masculinity that means money
is important for people. Hilton gives rewards to its workers that helps in creating culture as per
the need of employees, by this way they feel happy and work better. This raises their
performance and team performance also improve (Chavent and et.al., 2018). Ultimately it gives
benefit to Hilton because it becomes able to manage its workers well and make them happy in
business unit.
Uncertainty avoidance index (UAI)
This reflects to what extent people feel comfortable with ambiguity. UK has low score 35
of uncertainty avoidance. That reflects that employees are ready to accept changes and they are
open minded. Hilton hotel creates work place culture in such manner so that people accept
changes (Broom, 2019). They like to work with new things that develops them. This kind of
culture help them in developing in career hence they feel happy and their work performance get
improved. They perform well in team which enhances team performance and company’s
performance both
Long or short term orientation (LTO)
UK has 51 score as it has long term orientation. Employees looks towards positive
values and modesty is their priority. Obligation of supervisors are emphasized. That develops
relationship in hotel. By this way employee and team performance get improved which gives
benefit to Hilton hotel (Martin and et.al., 2017).
Indulgence vs restraint (IVR)
UK has 69 score of indulgence. People concentrates more on happiness and they are very
optimistic. Hilton creates happy workplace culture; it involves employees in decisions so that
they feel happy. This helps Hilton hotel in making them positive and raising their contribution in
team performance. By this way firm can generate more profit and can gain competitive
advantage (Ionescu, 2018).
Impact of power
There are various kinds of power that impact on company’s performance
 Legitimate power: that reflects to have power in the hand of supervisor and lower level
employees are forced to agree their decision. This many times create burden on workers
and they feel demotivated hence make them negative. By this way they do not support

team members that affect team performance as well. This kind of power enhances staff
turnover issue hence Hilton hotel may get badly affected.
 Reward power: It reflects getting rewards for their efforts. Hilton’s leaders always
encourage workers and provide them attractive pay and incentives. This helps them in
motivating them and raising their team contribution as well. By this way company
become able to gain competitive advantage (Kuranchie-Mensah and Amponsah-Tawiah,
2016).
 Coercive power: Leaders punishes people if they fail to do well. This kind of power
makes employees negative and create mismanagement in team. Hence people do not
work well because it enhances threaten among them. Hence this kind of power affect
organisational performance to great extent.
 Referent power: many employees like and admire their seniors. They follow their
instruction and leaders also support them. This kind of power make them feel happy and
they like to work well. This improves their performance and enhances team performance
as well. By this way company can get success.
 Expert power: leaders of Hilton hotel recognise talent and they appreciate their abilities.
This encourage them and make them feel valued. This makes them positive and they
work hard in team to meet common goal. By this way Hilton can accomplish its goal
successfully (Porter, Riesenmy and Fields, 2016).
Impact of politics
The impact of work place politics is both positive and negative for the business
organization. There are different advantages of office politics some of major benefits of office
politics are- it can help the senior level management to effectively motivate employees with in
the organization. This also can improve the productivity of company in the internal operations.
Office politics can improve the employee recognition in the organization. Positive office politics
can help the organizations to boost the employees morals in organization operations. There are
also some negative impact of office politics on the performance of organization and individual
employee in different manner. Negative politics can increase the number of of conflicts with in
the work place. It also can reduce the motivation level of employees with in the work place.
M1 & D1

Culture, power and politics influence behaviour of workers and affect team performance
as well. Companies need to create healthy culture where people work better with confidence.
Giving power to workers encourage them and if leaders use their power well without creating
favouritism then company will be able to make employees positive which will help in improving
team performance and raising company’s performance as well. But if it is not there then it may
create conflicts and can enhance staff turnover in Hilton hotel. In order to get success Hilton
should empower workers so that they retain in business and contribute well in success of
business unit.
LO 2
P2 Content and process theories of motivation
Motivation is most essential aspect of business success. Intrinsic motivation is the
practice in which person get motivation by doing such thing s that are loved by them or find it
interesting. Whereas extrinsic motivation is the practice in which person do something to get
some rewards that motivates them.
Content theory
This model pays close attention over various factors that are helpful in driving behaviour
of employees in company.
Herzberg which is also known as two factor theory that explains that there are two major
elements that control over motivation level of person in firm. Motivators and hygiene are two
major components. It evaluates two several elements that raises satisfaction level of employees
or can dissatisfy them. Motivators are such as healthy work, getting recognition, finding
achievements, growth etc (De Vito and et.al., 2018). Hilton hotel being a well known brand
always fulfil needs of its workers. It provides them promotion opportunities and give them
recognition to encourage them. Firm develops their trust by ensuring that their efforts will be
recognized. This motivate staff members and they put more efforts to bring positive changes in
business unit. Y this Hilton hotel becomes able to find support of its employees in every
condition which help it in gaining success in market.
Hygiene factor involves getting salaries time to time, healthy company’s policies, great
relationship with seniors and supervisors etc. Hilton hotel always give training to its managers
and leaders that they build healthy bonding with employees. It provides them good pay which
encourage people and they like to work in the Hilton. Company has effective policies such as

facility of proper leaves, work life balance etc. This things make them positive and motivate
them to do well in business unit. Satisfied people work better that help in improving customer
service in the hotel (Kuvaas and et.al., 2017).
Alderfer ERG theory
This is another motivational theory that explain that fulfilling more than one need at the
same time is helpful in encouraging people in organization. Employees of Hilton hotel always
concentrates on various requirements of its valuable staff and fulfil these needs at the same time.
Whenever people feel frustrated in the Hilton hotel then enterprise provide them growth or
promotion that encourage them. They offers them rewards such as incentives etc. so that their
socialize needs can be fulfilled. These efforts are beneficial to retain talent and make them
positive towards brand which help Hilton in enhancing operational process.
Process theory
This is the model that states that psychological process among people force them to react
properly in different situations. This theory concentrates on the extent to which needs affect
behaviour (Katona and et.al., 2020).
Vroom theory
This model states that people have various choice and individual selects that option that is
helpful in minimizing their pain and raising their pleasure. Performance of workers is much
more dependent upon skills, knowledge, personality of employee. Hilton hotel always ensures to
provide adequate resources to its staff members and giving them proper support of higher
authorities so that they feel secure and perform their job well. Getting timely support from
supervisors help Hilton hotel in encouraging people and raising their performance in firm. Hilton
hotel works to develops trust of employees by involving them decision making process that help
them in knowing what company things about them which encourage them and make them loyal.
By this way they perform better that gives benefit to Hilton in generating profit and meeting its
organizational objectives (Martin and et.al., 2017).
Adams Equity theory
This theory states that there should be balance between efforts made by workers and
output they get for their input otherwise they may get demotivated. Hilton hotel measures
performance os its staff members and give them that much benefit for their efforts which
encourage workers. It gives them rewards in the form of appraisals every year and make them

feel good by telling them their efforts towards organization. By this way they retain in firm and
always serve consumers better which is beneficial in raising number of customers and gaining
competitive advantage. Hilton hotel measures input of staff members in the form of their efforts,
commitment, adaptability, trust, skill and give them rewards in the form of reputation, job
security, recognition. By this way people always make much efforts so that enterprise can gain
success (Kuranchie-Mensah and Amponsah-Tawiah, 2016).
M2
Herzenberg theory always focus on two factor and this is beneficial in influencing
behaviours of workers. If people are motivated then they will work better but if they are not then
they will move towards other organization hence companies need to concentrates on their
various needs and have to measure how their needs can affect their behavior which helps Hilton
in gaining success (Martin and et.al., 2017).
LO3
P3 effective team and things that make an effective team
Team in the group of people those who work together to meet common objective.
Effective team is helpful for company to improve quality and complete the required task on time
with efficiency. If team is not effective then overall productivity of business unit can get affected
badly.
Types of team
There are various kinds of team in Hilton hotel. These are explained as below:
 Functional team: This is considered as permanent team in which group of people work on
the same department and share different responsibilities. Manager of Hilton hotel takes
responsibility of functional team and every group members has responsibility report
manager (Kuvaas and et.al., 2017).
 Problem solving: This is another kind of team which is specially made up to solve issues
in firm. If any kind of crises situation is faced by business then it hires specialized people
those who have experience to solve that issue.
 Project: This is group of people those who work on common project, they support each
other so that specific project can get competed within specified time duration. Each
person has different role in this team and they use their experience to finish this project
with required quality and within allotted budget.

Tuckman theory
This theory has four major aspects:
 Forming: It is the phase in which employees of Hilton hotel highly depended upon their
leaders. As they are not that much familiar with other team members hence have little
agreements with team. Leader of Hilton hotel always be ready to solve their issues and
develops relationship with them to make them comfortable in the firm (Kuranchie-
Mensah and Amponsah-Tawiah, 2016).
 Storming: It is the stage in which small bonding gets developed among all team
members. They all work together and take challenges. Team in this phase concentrate on
goal and make efforts together to meet that goal. Leaders work as coach and give
guidance to team members in Hilton’
 Norming: People are highly connected with each other, till now friendship has been
developed among them hence they support each other. Leaders of Hilton hotel give them
opportunity to make decisions. People respect their leaders which aids in gaining success
 Performing: This is the last phase in which team is now prepared to work individually
and no guidance is required. Sometime disagreement takes place but now they have clear
understanding hence they resolve their issue by own there is no need of leader to resolve
any problem (Grobler, Moloi and van Tonder, 2018). Team members ask guidance of
leader for their personal development.
Factors that contributes to build an effective team
Good communication
This is the major element that has high contribution in making a well established
effective team. If people are coordinating with other effectively then leaders of Hilton hotel will
be able to pass information quickly which will minimize confusions and team members will be
bale to finish their work soon (Martin and et.al., 2017)
Leadership
This is essential element to form an effective team, team has trust on their leaders hence
they always want their support and guidance. If leader of Hilton hotel is unable to support them
and give them proper guidance then it may affect performance of each person which will affect
team efficiency. Hence great leadership is very important to form an effective team.
Team size

This is another essential element that can affect formation of effective team, many times
confusion and conflicts take place in big teams. Hence leader of Hilton hotel always ensure to
build a stable and balance team so that interaction among all people can be done properly
without any issue (Katona and et.al., 2020).
Team stability
If same members are working in tam since longer duration then it is helpful in making
team performance better but if stability is not there then rest team embers will not be able to
make relationship soon with new team member that may create conflicts hence team
performance will be affected.
D2
Belbin team theory describes several role in team. Resource investigator role explains
that leader works to investigate resources to develop new opportunities, by this way team
members can manage their work better. Team workers help the entire team to complete work on
time. They listen views of each other so that work performance can be improved. Team members
need to coordinate with each other so that confidence can among all can be build and each
person can perform their duties well (Jain, 2018). Plant role explains that leaders have to solve
problem of team soon. They have to think freely so that proper solution can be find to solve
issue. Monitor evaluator role is that when leader provides impartial judgements so that work
performance can be improved. Specialist means having in-depth knowledge to finish task
effectively. Leaders take decision for al team members so that work can be finish as per required
quality. Shape describes team must be move and focus on various momentum. This aids in
meeting team goal successfully. Implementer makes strategy in team to finish the task in
systematic manner. Completer finisher finish task effectively and at last polish them to make it
even better. If these roles are not fulfilled then it may cause problem in forming an effective
team. By this way team goal will not be accomplished (Martin and et.al., 2017).
Ineffective Team
Ineffective team can be explained as team which is consists of distrust, team mates are
unfocused and operate for negative competition. This team is not able to work efficiently with in
different tasks.
The Main Factors of Ineffective Team

There are various factors presents in a team that make a team as ineffective team. For
example poor communication, less cooperation, negative competition and poor leadership team
can make team an ineffective team.
LO 4
P4 philosophies and concept of organization behaviour
Path goal theory
This model specifies style of leaders and their behaviour and how it can influence
organisational behaviour.
Environmental characteristics
Leaders of Hilton hotel understands skills of workers and provide them job
responsibilities accordingly. They understand the factors that can encourage them hence they
provide them such facilities so that employees feel happy and work hard in business unit. Leader
of Hilton hotel creates healthy workplace culture so that each person feels good and like to work
in business for longer duration (Broom, 2019). This improves their performance as well which
gives benefit to company in accomplishing its goal successfully. Leader always analyses their
support needs and give them required support so that employee performance can be improved
and all workers can perform well. This is helpful in managing work better and fulfilling the
company’s goal.
Leadership style
Leaders always chose right style of leadership by looking at the situation. Directive
leadership style states that leaders need to give direction to workers. Hilton hotel leaders always
be ready to provide them direction so that employees face no issue while performing their job.
Supportive style states that give them support every time (Martin and et.al., 2017). Leaders of
Hilton hotel ensure that if there is conflict situation then leaders listen views of both parties and
support them to solve their problems and back to work so that company’s performance do not get
affected with this conflict. Participative style ensures involving each team members, whenever
any conflict arise then leader of Hilton hotel participate people and empower them so that they
can resolve their problem soon and can concentrate on work more. Achievement oriented style
state that is someone is doing great then individual must get achievements for the same. Leader
of company encourage workers by giving them recognition and rewards which boost them and
they do even better in future (De Vito and et.al., 2018).

Motivation factor
Company define goal and leaders clarify path to meet that goal. This aids in making
employees comfortable and realize the importance of this path to meet that goal. Leaders remove
obstacles so that each person can perform their duty well and provide them support so that
employees be positive and can perform task easily. This is helpful in making them positive and
developing their confidence. This thing motivates them and influence their behaviour as well.
Contingency theory
This leadership style states that leader of the company needs to develop relationship with
all team members and work to raise their loyalty. If there is strong bonding between leader and
member then it would be better in resolving any conflict soon. By this way people can be able to
manage their work better without any trouble (Porter, Riesenmy and Fields, 2016). Task
structure must be there that means each person must be clear with their job role so that no
confusion takes place and they accomplish their duties timely. Position power must be there,
Hilton hotel provides rewards to its workers for their level of performance and give them
position if they do well. This influence behaviour of employees and they work hard to meet
organizational goal.
M4
If employees are happy then they will be motivated and will work better that would help
Hilton in raising productivity. But if employees behaviour is not good then organization will not
be able to meet this target. By rewarding people enterprise can gain their trust and can make
them loyal which positively help in raising company’s performance and gaining competitive
advantage (Kuranchie-Mensah and Amponsah-Tawiah, 2016).
D2
Tuckman theory states that leaders have to give support to workers and have to build a
strong team. Initially people feel uncomfortable but as soon as they start knowing each other
starts supporting each their as well. Leaders give them guidance so that they can get personally
developed (Chavent and et.al., 2018). This help in forming an effective team and getting support
of team members. If people are working in team well then they will be positive and will help in
influencing behaviours of workplace positively but if they have conflicts in team then
organizational goal will not be achieved.

CONCLUSION
From the above report it can be concluded that behaviours of employees influence the
company’s performance. Leaders play significant role in influencing their behaviours. Leaders
need to support employees and have to develop their confidence so that people can work better
and give them support to organization. To form an effective team is very important for company
to gain success, in the absence of effective team enterprise cannot meet its goal successfully.

REFERENCES
Books and journals
Broom, E., 2019. The functional organisation and role in visually guided behaviour of the top-
down projection from anterior cingulate cortex to primary visual cortex (Doctoral
dissertation, Cardiff University).
Chavent, M. and et.al., 2018. How nanoscale protein interactions determine the mesoscale
dynamic organisation of bacterial outer membrane proteins. Nature
communications. 9(1). pp.1-12.
De Vito, L. and et.al., 2018. Employee motivation based on the hierarchy of needs, expectancy
and the two-factor theories applied with higher education employees. IJAMEE.
Grobler, B. R., Moloi, K. C. and van Tonder, E. O., 2018. Relationship between perceived
organisational support, job satisfaction and organisational citizenship behaviour in a
public service organisation. Journal of Public Administration. 53(4). pp.828-848.
Ionescu, R., 2018. Organisation type and whistleblowing arrangements.
Jain, N., 2018. Student Strike in the University of Khumaar: A Case Study in Organisation
Behaviour. IIUM Journal of Case Studies in Management. 9(2). pp.12-14.
Katona, L. and et.al., 2020. Synaptic organisation and behaviour-dependent activity of
mGluR8a-innervated GABAergic trilaminar cells projecting from the hippocampus to the
subiculum. Brain Structure and Function. pp.1-30.
Kearney, W. D. and Kruger, H. A., 2016. Can perceptual differences account for enigmatic
information security behaviour in an organisation?. Computers & Security. 61. pp.46-58.
Kuranchie-Mensah, E. B. and Amponsah-Tawiah, K., 2016. Employee motivation and work
performance: A comparative study of mining companies in Ghana. Journal of Industrial
Engineering and Management (JIEM). 9(2). pp.255-309.
Kuvaas, B. and et.al., 2017. Do intrinsic and extrinsic motivation relate differently to employee
outcomes?. Journal of Economic Psychology. 61. pp.244-258.
Martin, N. and et.al., 2017. Retrieving batch organisation of work insights from event
logs. Decision Support Systems, 100, pp.119-128.
Porter, T. H., Riesenmy, K. D. and Fields, D., 2016. Work environment and employee
motivation to lead. American Journal of Business.
Online
Hofstede's Cultural Dimensions. 2020. [Online]. Available through
<https://www.mindtools.com/pages/article/newLDR_66.htm>
1

2