Organisational Behaviour Report: Unilever, Theories and Teams

This report provides an analysis of organisational behaviour, using Unilever as a case study. It explores how organisational culture, politics, and power influence individual and team behaviour, referencing Handy's culture theory and French and Raven’s power model. The report then delves into motivational theories, including content theories like Maslow's and Herzberg's, as well as process theories such as reinforcement and equity theories, and their application within the organisation. Furthermore, it examines the characteristics of effective and ineffective teams, and the relevance of team and group development theories. Finally, it explores the concepts and philosophies of organisational behaviour, demonstrating their influence on employee conduct and overall organisational success. The report concludes with a summary of key findings and recommendations for fostering a positive and productive work environment.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 Organisation's culture, politics and power influences individual and team behaviour..........1
M1 Analyse how culture, politics and power of an organisation can influence individual and
team..............................................................................................................................................4
Task 2...............................................................................................................................................4
P2 Content and process theory that are used to motivate the people...........................................4
M2 Evaluate how to influence the behaviour of others...............................................................5
Task 3...............................................................................................................................................6
P3 Effective and ineffective team which is used to accomplish business goals..........................6
M3 Relevant team and group development theory of dynamic cooperation...............................7
Task 4...............................................................................................................................................7
P4 Concepts and philosophies of organisational behaviour in organisational context................7
M4 Explore and evaluates how concepts and philosophies of OB influence behaviour.............9
CONCLUSION................................................................................................................................9
REFERENCE.................................................................................................................................10

INTRODUCTION
The study of collection of people and their behaviour who are working within
organisation consider as organisation behaviour. Good behaviour of organisation as well as
employees helps to attain the business goals (Khaola and Sebotsa, 2015). It is important for
business organisation to share all the information with employees so they can work effectively
by increasing productivity and profitability. Organisation culture is defined as experience and
philosophy which is used to attract the employees in order to accept challenges and work
properly. To understand about organisation culture and dynamic team Unilever has been selected
that is consumer goods company sells different types of products and services. This report
involves different topics such as culture, politics and power of organisation, motivational
theories which helps to achieve the organisational goals. Moreover, it also involving effective
and ineffective team, concepts and philosophies of organisational behaviours which is used to
solve the conflicts.
Task 1
P1 Organisation's culture, politics and power influences individual and team behaviour
Organisation culture is the sum and collection of experience, philosophy and values that
suggests or guides member's behaviour that helps to accomplish the targets. The culture of any
business organisation reflects the vision, systems, values, norms, symbols, language, beliefs and
habits that are used to run a business successfully (Hall and et. al., 2016). A good culture of
business organisation helps to attain the business goals in well manner. In context to Unilever is
using Handy's culture theory that suits for such organisation to work effectively. This culture is
given by Charles Handy that are as defined:
Person culture – In business market, there are various organisation in which employees
feels that they are important than their business firm. This type of organisation follows person
culture because here individual are highly concerned about themselves. Unilever can adopt this
culture where it has to give importance to employees instead of organisation. Employees come
office only for shaking the money never get to attached in business activities. This culture
impacts negatively on business organisation such as employees do not involve in business
activities which reduces the production of organisation (Handy's culture theory, 2019).

Power culture – This culture states the power which remains only in hands of few people
and are authorised to make decisions. Such people who have power they only enjoys privileges
at the workplace (Maitland, Hills and Rhind, 2015). Further delegation of responsibilities are
done by such person who have power to take decisions. This also impacts negatively as
employees do not have liberty to express their ideas and views openly, they only need to follow
what superior says. Unilever can use this culture by hand over the power to some person can
make decision only for organisation welfare. It may impact negatively as subordinates have no
options to make their decision as they are bound to their superior's actions and decisions.
Role culture – This culture refers as delegation of roles and responsibilities according to
specialisation, interest and qualification which helps to complete the goals. Employers thought
that what best employees can do by accepting the challenges and changes. Unilever can adopt
this culture as role and responsibilities are divided between employees as per their qualification
which make feel good. It impacts positively as individual take responsibility of their work and
also take ownership of their work which helps to attain business goals (Memduhoglu and Yildiz,
2016). It influences individual and team behaviour such as individual understand their role and
work properly which helps to feel job security and other benefits. Team also attain common
goals in stable work environment.
Task culture- This culture is used by those organisation where number of people are
working at one place and focusing to achieve the common goals. Herein, team are formed to
attain targets or solve problems by deciding the task of employees. This can be adopt by
Unilever organisation as which can help to attain business goals by competing the task, it
impacts positively. Team work is also good in task culture as people are working collectively by
understanding the common goals and make efforts to accomplish them.
Organisational Power:
Power states as ability that attracts some one according to one's perspective which helps
to deal with changes. This is used in business organisation where manager has power to assign
the task between people and make them to do assigned work. French and Raven’s power model
is using by Unilever that which impacts on leadership and business success by influencing
individual and team behaviour such as:
Legitimate: It comes from formal position which can be used to control the people who
are working within organisation. This power is related with certain feelings and accountability

which helps leader to get work done from employees. This impacts negatively on business
organisation such as leader of Unilever play this role and bounds employees to work properly
(Memduhoglu and Yildiz, 2016). They formulates strict regulations and punishment for
employees which become problem for employees and they couldn't perform well.
Coercive: When employees works under non compliance and by getting punishment is
consider as coercive power. This is problematic and abused power which impacts negatively on
business organisation, individual and team behaviour. Herein, employees feel fear for loss of
pay, job security, firing, denied privileges and deductions, which may bounds to work within
organisation. If leaders of Unilever company uses this power then it impacts negatively as
individual cannot perform well and team never attain the business goals due to threatening and
punishment.
Reward: This power involves rewards which are given to employees for their
performance that helps to work efficaciously. This shows an ability of leaders, who analysis the
work performance of employees and rewards them which motivates them to work more (Turka
and Sasan, 2015). This involves promotion, desirable assignment, training opportunities, salary
increment etc. which appraise employees to work more. This power impacts positively on
business organisation such as leader of Unilever analysis the performance of individual and
employees which helps to work in good manner and they feel good. By using this power any
organisation can get work done in less time with proper attention which increases the production
and profitability.
Expert: This power involves skills and knowledge which helps to understand the situation
and suggest solution to work good. This power influences individual and team behaviour such as
different types of skills which are having in individual will help to complete the common goals
and team can maintain good performance in challenging environment (Zhu and et. al., 2015). By
using this power Unilever's leader delegate the work between individual and team by knowing
their skills which helps to attain the business goals in particular time and date.
Referent: This power comes from liking one person and respecting others, and identify in
other ways. It can be a big responsibility which become difficult to handle by one person. This
helps to defined the characteristics and personality of one person in order to accomplish business
goals. This impacts negatively such as individual can understand the challenges and perform

good. Team of respective company also complete the target which are decided by management
which helps to maintain the profitability.
Organisational politics:
This refers as unofficial, informal and behind the scenes efforts which are used to sell the
ideas and increases power in order to attain business goals. In every organisation employees
plays politics as they wants to become favourite of their senior and gets job security by working
according to them (Arnold, Fletcher and Daniels, 2017). This politics influences individual and
team behaviour in Unilever such as individual who play politics only get job security by keeping
close. This feeling processed to nepotism and creates feeling of jealousy in team resulting poor
performance of business organisation. This politics create the stress level among other
employees and team that reduces the productivity and profitability.
Task 2
P2 Content and process theory that are used to motivate the people
Motivation is defined as needs, beliefs, wants and desires which are needed to perform
business activities and complete goals. A business organisation needs to analysis the needs of
employees and should motivate them in order to complete work (Adiguna, 2015). For instance,
Unilever is big brand that offers different types of products and services. The leader of such
organisation understand motivates its employees by satisfying their needs and wants which helps
to accomplish goals. To motivate the employees content and process theory is used by respective
organisation that are as defined:
Content theory: This theory covers Maslow's theory, McClelland's, Alderfer's ERG
theory and Herzberg' motivation theory. Some of them are as explained:
Maslow's motivational theory:
Physiological needs: This involves basic need of employees such as food, air, water and
shelter. The management of Unilever focus on such needs of employees and complete their basic
needs which motivates them to work (Fridrich, Jenny and Bauer, 2015).
Safety and security needs: This involves job security, space to live and safety needs
which helps employee to feel good and work effectively. The manager of Unilever complete
such needs of employees by securing their jobs which helps to make them pleasant.

Social needs: Every employees wants that they also get social needs which are important
for them so they do not feel alone and isolated. To complete this needs the manager of Unilever
make sure their every employee to know each other, encourages them, maintain coordination and
work as a team which helps to promote a good work life balance.
Self-esteem needs: This refers as needs of self esteem and respect which motivate the
employees and work properly. In context to Unilever, manager account for the esteem needs for
employees by offering praise and recognition at the time of performing well which helps to
create the value of them that motivate the employees (Rakna, 2018).
Self-actualisation needs: This means people wants to reach their full potential which
motivates employees and helps to attain organisational goals. It helps to analyse the personal
skills which motivates employees and increase the profitability. Manager of Unilever provide the
challenging activities to employees and provide them high level of position as per their
capabilities which motivates them.
Process theory of motivation: This covers reinforcement theory, Adam's equity theory
and goal setting and expectancy theory. Unilever is using one out of them to motivate the
employees such as:
Reinforcement theory : This theory was proposed by B.F. Skinner who states that how to
motivate the employees and can control the consequences of employees behaviour. In this theory
any form of behaviour results in consequence is known as operant behaviour. Unilever has
adopted this theory by focusing on relationship between operant behaviour and its consequences
which helps to get positive results or outcome. By using this business organisation can motivate
the employees and increase productivity.
Equity theory: This theory is developed by John Stacey Adams who states the way of
motivation. They tells that employees get motivation if they are treated equally or fairly. An
organisation should not discriminate between employees at similar position that causes the
conflicts. Maintain equity within organisation motivates employees to contribute equally in
business activities. The management of Unilever motivate the employees by applying this theory
in which they treats employees fairly and get equal contribution of employees which helps to
attain the organisational goals and objectives (Kumar and Sundareshan, 2015).

Task 3
P3 Effective and ineffective team which is used to accomplish business goals
Team refers as collection of people with different skills and knowledge to complete the
common goals. The main aim of team to understand the common goal of business organisation
and work collectively so, organisational can accomplish business objectives. In context to
Unilever, team members understand their role and responsibility which helps to perform well and
increase profitability. Team are classified in two team such as effective team and non effective.
Difference between effective and non effective team:
Basis Effective team Ineffective team
Meaning This means when collection of people
are able to understand the goal of
organisation and give their efforts to
accomplish business goals by using
their skills and knowledge are
consider in effective team.
This means when collection of
people do not focus on
organisational goals and they do
not give their efforts in order to
attain business goals.
Resource investigator Such team are usually enthusiastic and
extrovert in which they communicate
with others in order to complete task
and gaining more knowledge.
Individual of such team lose
enthusiastic and are pessimist
who do not work and create
pressure.
Monitor evaluator This type of team become self
evaluator who check their own
performance which helps to reduce
the chances making mistakes (Kokt,
and Ramarumo, 2015).
This type of team does not
evaluates their working
activities and creates complex
issues for organisation by
making mistakes.
The management of Unilever are focusing on Belbin's theory that helps to create the effective
team such as:
Action Oriented Role:
 Implementer: In this role the team implements the plans in order to complete the
work. Implementer turn the ideas and concepts of team in to practical actions.

Such as the implementer of Unilever company turn the ideas and thoughts which
helps to work systematically and efficiently.
 Completer finisher: It involves those people who see that projects are completed.
As individuals have different skills and experience which helps Unilever to
complete the targets without making any errors. Moreover, they pays attentions
on small to small things which helps to make perfect work (Griffioen,
Doppenberg and Oostdam, 2018).
People Oriented Role:
 Resource Investigator: This types of team are having different skills in which are
playing a role of innovator and curious. In context to Unilever, they explore the
available options, develop contacts and negotiate for resources on the basis of
team which helps to complete the task effectively.
 Coordinator: This role is played by team of Unilever in which they coordinate
with all people who are working at work place in order to achieve business
objectives. They have ability to listen and keep calm to work properly even in
difficulties.
Thought Oriented Roles:
 Plant: The team member of Unilever are playing this role as they come up with
new ideas and approaches which helps to solve the problems effectively. This
type of team are always introverted and prefer to work a part of team (Salt,
2018).
 Monitor Evaluator: This is best to evaluate the idea that other people come up
with and performing well. The team member of Unilever plays this role by
analysing their ideas which helps to perform well and accomplish business goals.
Task 4
P4 Concepts and philosophies of organisational behaviour in organisational context
Organisation behaviour consider way of responding, beliefs and values which helps to
understand the problem of others and maintain the probability. The demand and wants of people
are not same so, it is important for business organisation to understand what people wants and
how they can be satisfied. Different type of philosophies and concepts are used by business

organisation that helps to attain the business goals. Path Goal theory is used to define the work of
leaders that considers employees characteristics and Task & environment characteristics.
Unilever focus on Path Goal theory such as:
Situation: Unilever is multinational company that offers different types of products to its
customers at reasonable cost. The main purpose of business organisation is to sale its products at
national and international level and gain high profits by capturing market share (Hacker, 2017).
The teams of such company are facing conflicts due to conflicts of interest. This is main
problem which is reducing the productivity of business organisation. As individual have personal
goals which are different from organisation. The leader are playing important role to solve the
problem such as:
Employee characteristic: The leader of any business organisation should understand the
problems of employees which they are facing and delegate the work according to their
characteristics (Singh, 2016). For instance, the leader of Unilever understand the problem of
employee and assign task according to their qualification which helps to perform good. As
employees have good marketing skills and managing characteristics which helps to manage the
work also helps to attain personal and organisational goals. Moreover, they are experienced to
accept the challenges and control over their functions which helps to maintain the work well.
Task and environmental characteristics:
Unilever is facing the team conflicts due to having personal and organisational goals. To
solve this problem leader of such company take a step and helps employees to select a path to
work around it (Affum-Osei, Acquaah and Acheampong, 2015). The characteristics are as
defined:
Design of task: This helps to design the task with the help of leaders. For instance, if the
task if ambiguous in Unilever then leaders need to give the structure and a clear path to work
accordingly.
Work group: Team work is more effective which helps Unilever's team to understand the
goal of organisation and attain them effectively.
To face the conflicts Unilever focuses on leadership style such as:
Directive: In this leadership style the leader of Unilever need to inform their employees
what they expects, how they can perform task and can coordinate with other which helps to

attain the business goals. By using this leader can divide the task between team and set a
schedule and suggest them how to work which helps to solve the problems.
Supportive: In this leadership style leaders support the workers by making work pleasant
which helps to work efficiently. Herein, leader of Unilever need to adopt friendly and
approachable in order to accept the challenges by getting support which can help to accomplish
their goals.
Participative: In this leadership style the main role of leader is played as they consults
with followers before making any decisions which make feel good. In context to Unilever, leader
decide the goals and share with employees which helps to maintain the productivity and
profitability.
Achievement: In this style, a challenging goal is set by leaders and they expect that
employees will perform at highest level which helps to meet with expectation. Unilever can use
this by setting the goals of employees and get achievements (Hashim and et. al., 2018).
From the above Unilever's leader should adopt the supportive leadership style which can
help to sought the conflicts of interest. According to this, leader should provide full support to
individual and team and should also state the path which helps to attain personal and professional
goals.
Motivational factors: The leader of Unilever motivate the employees by defining the goal
that is to increase the sale of business organisation. Then they clarify the path which help
employees to understand what they should do and how, which helps to remove the obstacles of
employees and then leaders support employees to accomplish personal and organisational goals
by working as a effective team which helps to maintain higher productivity.
CONCLUSION
From the above report it can be concluded that the culture, politics, power and power of
organisation influences the behaviour of individual and team which impacts on business
performance. Good behaviour and culture helps to accept the challenges and new technology
which increases the productivity. Effective team are playing resource investigator, team worker,
coordinator, plan, implementer, monitor evaluator and many roles that helps to accomplish the
business goals. Maslow's theory is used to complete the basic needs of employees and equity
theory is used to treat all employees fairly which helps to retain employees for long term.

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