Organizational Culture, Politics, Power, and Motivation: A Report

Desklib provides past papers and solved assignments. This report analyzes culture, power, and politics in organizations.

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Culture, power and politics

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Table of contents
Introduction:..................................................................................................................................3
Assessment 1:.................................................................................................................................3
LO1: Analysis of the influence of culture, politics, and power on the procedure behavior of
others in an organizational context..............................................................................................3
LO2: Evaluation of the procedure that how to motivate individuals and teams to achieve a
goal..................................................................................................................................................5
Assessment part 2:.........................................................................................................................7
LO3: Demonstration of an understanding of how to co-operate effectively with others........7
L04: Apply concepts and philosophies of organizational behavior to a given business
situation..........................................................................................................................................8
Conclusion:.....................................................................................................................................9
References:...................................................................................................................................10

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Introduction:
In this report, there is a thorough discussion on the relationship between power, culture, and
politics. Organizational politics is a very important thing and it is found to be present in every
organization. Here some basic theories are discussed also such as Tuckman’s theory, Herzberg's
theory, and many others. It will provide a clear understanding of subject matter to the students. It
will provide a lucid scenario that how culture, politics and power play crucial role in
organizational behavior, employee motivation, team management.
Assessment 1:
LO1: Analysis of the influence of culture, politics, and power on the procedure behavior of
others in an organizational context.
As an HR director, it is observed by me in enormous cases that, power and politics have a lot of
power along with impacts and influences in organizational productivity. Among employees,
there is great turbulence regarding organizational politics. It is found to be present in books and
web reports that, organizational politics in nothing but some collections of activities which are
done following some political tactics to perform the organizational and personal interests.
Organizational politics is present in every organization whereas it is the very futile trial to try to
stop or defeat such combat (Ogbar, 2019, p.724). The culture of an organization is the usual
habits of employees inside the organization whereas the politics of organization acts like a
platform where employees can express their grievance. In all organizations, there are five kinds
of power which legitimate power, coercive power, reward power, reference power, expert power.
From all of these sources, it is found to be present that, in organizational context power and
politics is highly influential. It provides its power in recruitment, working time, wages and many
others.
P1: Analysis of how an organization culture politics and power can influence individual
and team behavior and performances.
Politics and power are highly influential in the context of organizational behavior and
performances. It is observed that the applicant belongs to influential political leaders and others
show off their charismatic power during the selection procedure. On the other hand, politically

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powerful people show off their power and others in the internal sphere of organizational
activities. It makes an interruption in the normal workflow of the organization also. Sometimes,
influential peoples make the offerings of bidding during their working period. In an HR director
of Morisson, I can refer to a case study where I have observed that during recruitment for a
particular post, there are many applicants who utilize the identity of their influence relatives to
get selected. These applicants after recruitment used to spend most of their times in politics
related tasks, take enormous holidays and others during the working period. As a result, the
utilization of power sometimes creates a great issue in the working flow of the organization. It
helps the individual worker to be arrogant enough with their senior and finally make a
revolution. It is found to be present after studies lots of case study that, such power and politics
create only turbulence in the workplace.
M1: Critical analysis of the procedure that how the culture, politics, and power of an
organization can influence individual and team behavior and performance.
The process of origination of power is a long term or time taking procedure. The procedure
through which power generated in an organization is of three types. Sometimes, it is observed
that power is the center in a particular group due to working efficiency, human resources number
and sometimes it is generated according to the situation to be pacified in a particular situation. In
most of the cases, organizational power originated from a legitimate manner. It includes the
formation of power due to knowledge, skill, hierarchical positioning, executive or authorized
power and many others. It is found to be present in different information sources that, power is
originated through three kinds of channels which are physical power, information-based power,
emotional power, and many others. After origination power influences individual persons in a
different manner. As a result after a particular period according to the internal organization
structure and situations, the entire team becomes influenced by such power.
D1: Critical evaluation of the relationship between culture, politics, and power and
motivation that enables teams and organizations to succeed, providing justified
recommendations.
Culture, politics, and power are highly related to each other. As an HR director it is observed
many times that proper maintenances of antiquated is the culture of Morrison. Here all

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employees are free to interact with one another. As a result, they can make a lot of thing during
any of their troubles. In this aspect, it is also found that politics originates in the organization
mainly from expertise power. For example, a case study can be referred to. In Morrisson, there is
an engineer named Mr. John, who is very efficient in value analysis, computer programming and
others. For his efficiency, the company has provided him authorized power, reward money,
accommodations, and many other things. All of these things act as power. In this scenario, when
he uses his power upon his team member it may be pointed at the utilization of power.
LO2: Evaluation of the procedure that how to motivate individuals and teams to achieve a
goal.
The procedure of motivating an individual is of two types which are intrinsic and extrinsic.
Through the extrinsic motivational procedure, official upper persons our senior executives
provide the reward system to motivate their employees. Most of the employees then try to
provide their best output for the organization. It will help them to improve their professional life
and make promotions, appraisals in their career life. It is the extrinsic motivational procedure. It
is found to be present in most of the global organizations of the world. In the extrinsic
motivational procedure, individuals become motivated to provide their best output to the
organization and make the best for their career growth. On the other hand, intrinsic motivation
needs great leadership. In this aspect, the leader has an integral role to establish an effective and
integrative relationship with their employees. In this way, leaders will be able to motivate their
employees for organizational interest. It is observed that leaders have the power to motivate
individuals, as a result, the entire team of an organization becomes motivated t provide their best
output only for organizational socio-economic growth and development. In this intrinsic
motivational procedure, there is no trap of rewards or other things. Here, most of the employees
feel common integrity from their heart and provide their best output only for organizational goal
fulfillment.
P2: Evaluation of how content and process techniques enable theories of motivation and
motivational theories enable effective achievement of goals in an organizational context.
Contents and process techniques enable theories of motivations and these basic theories are
Maslow's hierarchy of needs, Herzberg's two-factor theory. According to these theories, it is

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observed that how humanitarian needs affect peoples and their activities. In this aspect, Maslow's
hierarchy of needs theory propounds that job satisfaction is the thing which helps is people to be
motivated from their heart without any rewards of organizational expenses. In this aspect, needs
for food, shelter and many other things there is a great influencer (Bale, 2019, p. 3). Recognition
along with appraisal for their talented and honest trial is another driving force in this respect. In
this motivational content, another crucial theory is the Hazerberg’s two factors theory. According
to this theory, the basic needs of a person from their job are job satisfaction which can make
them motivated in the highest range. After making a thorough study among all of the theories it
is found to be present that the basic influencers are namely recognition within an organization,
responsibilities of the designation, advancement of the activities, achievement along with
satisfaction. The absence of all these things can make bad feelings within a person in a definite
manner (Guo, 2019, p. 52). Through maintenances of all these things according to these theories,
organizational leaders can control culture, power, politics of individuals or a team in a definite
manner and it will enhance the performance level of the teams or members in a definite manner.
M2: Critically evaluate how to influence the behavior of others through the effective
application of behavioral motivational theories concepts and models.
According to the behavioral motivation theories, there are two kinds of concepts which are need-
based and another is behavior or nature-based. In the fair working place or atmosphere, peoples
work in a good working environment along with their sound waves. According to Alderfer’s
ERG theory, the individual should be treated in the workplace according to organizational needs.
Whenever a particular employee will be able to complete or fulfill a particular task then he or she
will definitely be motivated to complete another one. Existence, relatedness, and growth are
three common terms which help an employee to be adopted with the organizational needs and
provide the best (Marshall, 2019, p. 4).

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Assessment part 2:
LO3: Demonstration of an understanding of how to co-operate effectively with others.
To make the co-operation with each other, it is crucial to make an effective and integrative
relationship with team members primarily. In this context, social media like facebook, whats
app, Linked In are very effective. In these media employees, or team members will be able to
continue their knowledge exchange effectively and it will provide a benchmark in motivational
improvement also. Secondly, regular span based meeting with team members is a very crucial
one which helps executives and other management personnel to measure the motivation and
performance level of other employees. In these meetings, comparative analysis with other global
organizations also helps the Morrisson to make their employees co-operative. When individual
employees will be able to realize their common goal for both the organizational and personal
interest then employees will be co-operative in a definite manner (Hveem, 2019, p. 52).
P3: Demonstration of understanding of what makes an effective team, as opposed to an
ineffective team.
To understand the position of the team either it is effective or not, it is crucial to judge the
working structure of employees. On the other hand, it is also important to provide some training
about the activities also. In this way, team members will be trained enough. Among the team,
when some of the members are ineffective, then accounting is needed to find out the ratio
between effective and ineffective. Along with all those things, the basic thing is the
maintenances of individual business planning and report. Measurement of all these reports will
help to understand that the team is effective or not (Parasecoli, 2019, p. 140).
M3: Analysis of relevant team and group development theories to support the development
of dynamic co-operation of OB concepts and philosophies that influence behavior in the
workplace.
In this aspect, the theories of Herzberg is very crucial where it is emphasized that job satisfaction
is the best thing which helps in the development of Organizational Behavior in a definite manner.
In this aspect, theories are discussed in a previous manner that how needs and job satisfaction

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can change the scenario of organizational behavior along with organizational performance
(Brown, 2019, p. 15).
L04: Apply concepts and philosophies of organizational behavior to a given business
situation.
P4: Apply concepts and philosophies of OB within an organizational context and given
business situation.
According to Belbin's theory of Organizational behavior it is observed that individual employees
behave separately and in a particular manner with other members. As a result, as a team leader, it
is crucial to lead individual team members according to their nature to provide a particular type
of leadership. On the other hand, Tuckman has propounded group development theory where
main steps are forming of a group, maintain the storming of a group and finally making the
normalization of the working procedures among the team members through norming procedure
(Duncombe, C. and Reus-Smit, C., 2019, p. 73).
M4: Justify and evaluate a range of concepts and philosophies in how they inform and
influence behavior in both the positive and negative way.
In this discussion of organizational behavior and group management, the most crucial thing is
influencers which provide both of the positive and negative impacts in the organizational
behavior. Both positive and negative impacts are discussed in the context of health care. One is
called effect and another is affected (Shepherd, p. 897). In most of the cases, it is observed that
nurses are so much pressurized which makes them indifferent towards their job. According to
Herzberg's two-factor model, it creates a common obstruction towards job satisfaction. From all
of these points, they started to make a bad behavior with family members of patients. On the
other hand, there is a great issue also regarding their treatment towards their patients. It makes a
great issue in the recovery of patients. Indirectly it makes a great effect on the socio-economic
growth and development of the medical organizations.

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Conclusion:
It can be concluded from the entire assignment that, in the workplace, there is a great importance
of power, control, and culture. All of these things are interconnect also. In this aspect, some of
the theories are also discussed. Some recommendations are also provided according to the given
context of Morisson. Implementation of these recommendations will help the company to make a
smooth improvement.

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References:
Bale, J.M., 2019. From white power to the preservation of national cultures?.7(3), pp. 1-5
Brown, A.D., 2019. Identities in Organization Studies. Organization Studies, 40(1), pp.7-22.
Duncombe, C. and Reus-Smit, C., 2019. Culture, Diversity, and Technology. In Technologies of
International Relations(pp. 69-76). Palgrave Pivot, Cham.
Guo, G., 2019. The Politics of the Core Leader in China: Culture, Institution, Legitimacy, and
Power. Cambridge University Press, 4(3), p. 46-53
Hveem, H., 2019. Global Market Power. In The Palgrave Handbook of Contemporary
International Political Economy(pp. 43-58). Palgrave Macmillan, London.
Marshall, P.D., 2019. Celebrity, Politics, and New Media: an Essay on the Implications of
Pandemic Fame and Persona. International Journal of Politics, Culture, and Society, pp.1-16.
Ogbar, J.O., 2019. Black power: Radical politics and African American identity. Johns Hopkins
University Press. 6(2), pp. 654-1023
Parasecoli, F., 2019. Eating Power: Food, Culture, and Politics. In Discourse, Culture, and
Organization (pp. 129-153). Palgrave Macmillan, Cham.
Shepherd, K.I., 2019. Why I am not a Hindu: A Sudra Critique of Hindutva philosophy, culture,
and political economy. SAGE Publications India, p. 897.