Organisational Culture, Workforce Motivation, and Team Performance

This report delves into the intricate relationship between organisational culture, workforce motivation, and team dynamics, using Royal Dutch Shell as a case study. It examines how organisational culture, politics, and power influence individual and team behaviour and performance. The report explores content and process theories of motivation, including McClelland's Needs Theory and Maslow's Hierarchy of Needs, alongside various motivational techniques. It also differentiates between effective and ineffective teams, analysing relevant team and group development theories to support the development of dynamic cooperation. The report applies concepts and philosophies of organisational behaviour within the Shell context, evaluating their positive and negative influences on workplace behaviour and performance.

Part : Organisational Cultures
and Workforce Motivation;
Part2: Team Dynamics and
Organisational Behaviours

Table of Contents
INTRODUCTION...........................................................................................................................1
Part 1................................................................................................................................................1
Task 1...............................................................................................................................................1
P1. Determine how organisational culture politics and power influence impact on individual
and team behaviour performance................................................................................................1
M1:Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance........................................................................5
Task 2...............................................................................................................................................5
P2. Discuss Content and process theories of motivation and techniques...................................5
Task 3. .............................................................................................................................................8
P3. Role of effective and ineffective team of objectives............................................................8
M3: Analyse relevant team and group development theories to support the development of
dynamic co-operation................................................................................................................10
Task 4.............................................................................................................................................11
P4: Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation. ......................................................................................1
M4: Justify and evaluate a range of concepts and philosophies in how they inform and
influence behaviour in both positive and negative ways............................................................3
D2: Critically analyse and evaluate the relevance of team development theories in the context
of OB concepts and philosophies that influence behaviour in the workplace............................3
CONCLUSION ...............................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Organisation Behaviour is emphasis about to study for individual or team behaviour that
majorly suitable for organisation aspects that creates and maintain proper discipline positive
environment (Odor, 2018). It is part of human resource management study which determines the
impact on job performance, structure along with motivation that allows better leadership for
enhance systematic workforce behaviour must suits within their job role or duties.
In this report, company is selects as The Royal Dutch Shell where it commonly is refer
Shell, it is a British Dutch multinational oil and gas where the main headquarter of company is
situated in Hague, Netherlands but having incorporated in United Kingdom as public limited
company. The Shell venture is generates overall revenue as $344.9 billions with having 83,000
employees where they actively works internationally (NARAYAN and RAMU, 2018). By
covering topics in report to highlight towards relationship of organisational. Therefore,
analysation about content and process theory of motivation along with differences between
effective and ineffective teams. Further, addition is required towards study the organisation
behaviour by relates with philosophies and applications.
Part 1
Task 1.
P1. Determine how organisational culture politics and power influence impact on individual and
team behaviour performance.
The business organisation having ascertain their success and growth in the marketplace
through impact culture, power, politics in performances as well as behaviour for individual and
team member of particular organisation. This impact is majorly highlight better productivity that
highly creates towards for attaining positive outcomes. Through organisation culture is mainly
refers about certain systems and core culture which particular organisation is must consider in
business performance determined. Therefore, it defines towards any firms into parties or various
procedures through better interest group as well as non governmental etc. It creates negatively
influence the operational activities and complicated towards better performance for long term
survive in kind of surroundings. In following, there is analysis of culture, politics and power in

detailed way of manner for Royal Dutch Shell company context to highlight their impact of
workforce performances.
Organisational Culture: This guide to pursuing constant base working activities in
compliance manner for reduce towards workforce turnover mechanism along with lends towards
social impact as performance United Kingdom base business for this it creates impact of staff
member. The effective of positive way of culture that creates in Royal Dutch Shell company
performance and behaviour towards internal and external purpose (Hampden-Turner and
Trompenaars, 2020). Moreover, organisation culture is comprising culture that mainly assistance
in developing employees within interest and healthy developing good relationship within each
other. Therefore to understand impact of culture which is understand through Handy's typology
theory can be considered as below:
According to the Charles Handy Typology theory is major kind where culture are
highlight in terms of Royal Dutch Shell venture organisation:
• Power Culture: As per this culture refers about to refers as some individual where power
is having more sustained through highlight form of decisions. This involves several rules
and principles which is constructed by higher authority where they shifted in regarding
administration. Through workers of Royal Dutch Shell company having an autonomy to
better describes their opinion where views are currently follows the guidelines and work
related guidance on creative manner.
• Task Culture: This is to form where organisation that highly involves to having clear
aiming to accomplish better aims and objectives to resolve difficulties and issues (Bailey,
Benson and Bruner,, 2019). By according impact on team member in equal way to leads
the task as well as performance as per compliance creative way.
• Person Culture: This is concerned where on single person that related towards instead
where entire organisation as Royal Dutch Shell venture is having professional manner
where employees get to trained towards self directed better performance through work in
which they assort enough competency.
• Role Culture: According to this culture, it mainly refers about performance which
individual person or employee is having role to implement in particular task that attain
towards jobs responsibilities. They need to assort for their qualification, interest, skills as

well as experiences. Therefore, role culture can arises of weak decision making to attain
further task objectives.
Impact of culture on individual and team performance and behaviour:
As per above analysation of Royal Dutch Shell company where the impact individual
learning and working and also develop better confidence as well as improvise self belief where
to systematic assort within their skills and knowledge to appropriate way. Similarly for team
they effective culture where results in excellence communication, resolving issues where easily
as well as making strategic decision.
Organisation politics: This is refers towards Royal Dutch Shell company where
confusion among within employees because the overall whole time extend on observing their co-
workers and managers they both leads to create business needs make effectiveness decision and
they attract to determine and having effective control the employees (Obeidat and et. al., 2018).
This will helps to accomplishing organisation goals and targets to keeps positive workplace
culture. Meanwhile for Royal Dutch Shell company having objectives which elements influence
the behaviour performance that are described below:
Influence of organisation manpower behaviour and performance of single and group.
• Decrease in productivity: The politics that generates in confusion which among
workforce, they expand overall enhance duration that expand overall time duration
where assessing their co-workers and they distract from work related. Some of politics
allows to back bitching, miscommunication within less focuses in employees
performance unable to perform on target on time.
• Dissatisfaction of employees: The workers of Royal Dutch Shell company faces issues
at the time of performance where working culture that enhance dissastification through
in order of negative environment. Thus, demotivating workers are one of reasons that
allows credit of contributing efforts to loose their interest in performance.
• Spoiling in Environment: This creates negative workplace environment for Royal Dutch
Shell company that disturb relationship among with co-workers or colleagues.
Organisation Power: According to this segmentation where capability for better
managing people in systematic manner where all decision making is assort by higher authorities.

The influence of behaviour through proper controlling over the resources (Beatty and et. al,
2019). Power is mainly utilised for enhancing better compliance as well as commitment for all
workers which are working culture and procedure in Royal Dutch Shell company.
By highlight to the French and Raven in Royal Dutch Shell company use of power
execution through five sources can be described below:
• Reward Power: It is directly related towards Royal Dutch Shell venture for having
retailer are to enhance for controlling employees remunerations with provide reward by
delivering positive way work outcomes.
• Coercive power: This is refers in reverse concepts from reward power because in Royal
Dutch Shell company manager will only use to claims or implies plenty in aspect of
employees provide unwanted work regulation (Salvioni and et. al., 2018).
• Legitimate Power: It is defines as mutual agreement that related with working position
and it relates to top authority for measuring placed as right impact on their employees..
• Referent Power: According to this concept of power as interpersonal attractiveness
because people proceeds through consequently definite time period.
• Expert Power: It is affliated to the agents or experts who have implementation for large
information as well knowledge are required by employees to attain overall accomplish
objectives.
Impact of powers on individuals and team performance and behaviour:
Organisation power plays that essentials role of because that positive where use of power
may in favourable working conditions as well as having effective manner (Nyarugwe and et. al,
2018). The use of Expert Power majorly follows in Royal Dutch Shell company that helps in
developing and maintaining full confidence towards risks task and performance as per specified
time period. In additions towards further is also in effective coordination among all members for
taking appropriate decision and provide effective suggestion to resolve conflicts in proper
systematic manner.
M1:Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.
The culture, politics and power within a firm must have a direct affect over an employee
or on the behaviour of his team and its performance as well. The influence of power, politics and

culture on the organisation can be explained further. Power has a direct impact over different
work situations within which knowledge, experience, attributes and performance standards of an
employee gets changed. Basically, it is provided to an employee by the organisation who has
specialised skills and knowledge about that certain project. It is often offered to a manager.
There are seven kinds of organisational powers- Referent Power, Connection Power, Power of
Reward, Expert Power, Informational Power, Coercive Power, Legitimate Power. Politics is
always considered a worse condition as it has negative impacts on the job and performance of
employees(Kools and et. al, 2020). It's something that deteriorates an organisation by creating
chaos and difficulties within the environment. Royal Dutch Shells might face some difficulties
due to organisational politics like lessening in Productivity, negative impact on the work
environment, etc (Bradley and et. al 2018). The cultural impact within Royal Dutch Shells is
based on the growth and development of the organisation as a whole under which specific
contribution by all the individual is prepared. It is used to increase working model by which it's
normal and easy to increase performance believability. It can be explained by the support of the
Handy's cultural model and it can be explained by power culture, role culture, person culture and
task culture.
Task 2.
P2. Discuss Content and process theories of motivation and techniques.
Content Theory: This theory is mainly defines about to called needs theory because they
are generally associated with a view that concentrates that enhance more valuable as well as it
motivates people in effectively manner. It is often measure about to explain system that
motivates people actions. In perspective of Royal Dutch Shell company can approach content
theory by using attain needs.
McClellands Needs for Achievement theory: It model argues that all people have these
have explain these three needs. This theory is comprises about process of motivation through
breaking down what and how it requires needs are and how they have approached. It attains to
highlight about revolve in Achievement, Power and Affiliation. As per this theory extension of
Maslow's Hierarchy of Needs where motivational needs irrespective of their demographic,

culture or wealth. These motivation are comprises from real life experiences and having the
views of their ethos.
• Need for Achievement: This refers within name of urge to accomplishing achieve
something to driven a person to work and even towards struggle for attaining objectives
that where it achieve as per accordingly (Amodio and Martinez-Carrasco, 2018). It
depends upon people perspective where high achievement needs to people who always
work towards by reducing lesser risk certain to high risk solution. In perspective of Royal
Dutch Shell Company where individual having innovative clear ways for achieve goals
and consider their achievement for better rewards in financial ones. Their employees are
motivates to attain high objective accomplish
• Need for Power: As per this concept that regulates desire within person to hold for better
control and authority for undertaken to having another person change in decision in
accordance within his own needs or desires to highlight their views on creativity that
better implemented over view of ideas other institutional power towards motivators that
seeks towards better coordinate in Royal Dutch Shell Company for using of power in
ends (Safrankova, Sikyr and Skypalova, 2020). There only handle people where strong
leaders that can be suited to leading positions. They either belong for personal
improvement motivator group in effective manner.
• Need for Affiliation: According to this affiliation is urge towards a person to have
interpersonal and making better social relationship as per particular set of people.
Employees are mainly looking for attaining influence work by creating friendly
environment where relationship which is having urge liked to others (Hay, Parker and
Luksyte, 2020). The impact of Affiliation in individual through need highlighted where it
mainly prefer part of socialising. They like spending their time socialising and
maintaining relationships and process of strong desire to must enhance accepted.
Process theory: This theory is address about explain their entity to implement some sort
of changes which helps to improvise on often variance theories.
Expectancy Theory: This is process that an individual will behave towards acts on
having certain they are motivated that select through specific behaviour over dues of what expect
for results selected behaviour consider.

• Valence: It states that employment significance for having individual about expected
outcomes (Wang and Su,, 2018). It expected towards actual where satisfaction that an
employee to better receive towards accomplishing gaols.
• Expectancy: It is having better efforts will having efforts better performance, it
influenced by factor such as possession about appropriate skills for better performing the
job availability within resources in right manner, availability for crucial information and
getting as per required support toward job suitability.
• Instrumentality: According to this perform in well outcomes will be there affect through
having such believe in people who is having effective decision making where receives as
as per outcomes expectant (Nayeem , 2020). The Simplicity of process deciding who get
rid through better outcomes generates through having clarity of relationship among
between performance and outcomes.
Recommendation:
In this above the recommendation that can be made in perspective Royal Dutch Shell
company that having motivation towards employees and to implement within healthy
relationship within long term aspect.
• By assorting of McClellands theory of motivation refers about theory in which is allows
to get allocate overall employees where it recommend to having enough properly that
needed to understand for Royal Dutch Shell company is highlight for achievement,
power, affiliation for attain high outcomes in attain objectives motivate to workforce.
• To utilising of Vroom expectancy theory that enables that allows for betterment of
potential employees for achievement about targets which enables for providing feelings
of self sufficiency and confidence in employees.
Explanation :
Through using of content and process theory of motivation helps to align for individual
that organisation towards fulfilment of basic where necessary that helps to make individual them
once of effective and develop their Royal Dutch Shell company employee performance (Hertel
and Zacher., 2018).
D1:Evaluate relationship culture, politics and power to motivates enables justification .

Power has a directly affect over different work conditions within which knowledge,
experience, attributes and performance standards of an employee is getting changed. Politics is
always considered a worse condition as it has negative impacts on the job and performance of
employees. The cultural impact within Royal Dutch Shells is based on the whole growth and
development of the organisation under which specific contribution by all the individual is
processed.
Task 3.
P3. Role of effective and ineffective team of objectives.
Overview of team: The term Team is generally defines as group of activity where fulfilment of
accomplishment and accomplishment towards an specific targets. Team can be consider in two
factor towards an effective performance (Tiwari., Negandhi and Zodpey., 2018). As effective
team must ensures about how it proper forming making decision to attain successfully outcomes
accomplishment while Ineffective team is consider as towards accomplishing goals on time.
Soft Skills:
In soft skills traits where personal and interpersonal skills are specialist about towards
individual and team are involves which tend to necessary for personal and overall growth.
• Communication Skills: This is one of important skills that need to considered that
mainly assort in daily purpose to effective communicate information in an effective
way. Effective communication skills are highly considered where team is reduces to
enhance the chances to become coordinate between team and individual that ensures for
effectiveness team.
• Self Discipline:: This is systematic functioning that any of team is ensuring about
member where team disciplined and as per guidance (Oso and et. al, 2020). To matters
fro individual and team employee where they need to pursue for completing guidelines
through effective and ensures towards achievement for targets.
Hard Skills:
It refers about includes to learn that able to effective presentable skills within knowledge
and better qualification of individual that elaborates in Royal Dutch Shell company:

• Technical knowledge: As per the hard skills is considered where it only achieved
when overall employees are must having knowledges and experience of gaining
optimum outcomes.
• Degree and authentic certificates: All members of team where it should posses
relevant degree and having must better way to attain project. A team can only
accomplish where it targets towards all members in company having educational
qualification for desired targets and objectives.
Difference between effective and Ineffective team:
Basic Effective Team Ineffective Team
Decision making As per effective team are concerned
about member of team is applies for
proper consent that allows team
member where leaders are highly
obsessed to get discussed towards
between overall team member
(Permana, Widjaja and Rony, 2020).
This also makes to reduces the rate of
conflicts towards attain proper
achieve objective and aims.
Through these types of team
process for decision making
undertakes place without
having any consent where all
team member and it creates
more confusion and raises of
conflicts towards employees.
Power Distribution There is only one person who entitled
where power to implement rules and
regulation as well as equally treated
that enhance for unbiased decision
making for fair judgements.
As in other sitaution
ineffective team is less control
on their power. There are also
one person who eligible to
hold power in unequal manner
that decrease the productivity
along with performance as per
members.
Clarity or Focus Their clarity towards task objectives
in proper manner where that properly
attain better goals and objectives in
These teams are not having
proper clarity of goals and
objectives due to lack of

effective manner. leadership skills.
Effective Team opposed in Ineffective team:
In above difference of effective team and in effective are more vital perception where to
recommend Royal Dutch Shell company must follow to built effective team to attain high growth
of succession growth in effective manner. As effective is more valuable rather than ineffective
team as it helps to generates better decision making, work according to pursue in compliance
order, better coordination and other positive factor in which ineffective could not sustain in long
term to achieve target in proper manner.
M3: Analyse relevant team and group development theories to support the development of
dynamic co-operation.
There are theories that analyse relevant team and group development theories to support
the development of cooperation within effective teams for Royal Dutch Shells.
Bruce Tuckman’s Team Development- It is a team development model published in 1965 with
four stages but in 1970 one more strategy was added. The stages are forming, storming, norming,
performing and adjourning (Srisorn, Chayanon and Punluekdej., 2019). This is an effective and
useful model that will be used by Volvo because it will help in improving employee
development at workplace. Basically these are the stages which provides a easy way to
understand how group develops (Paletz, Sumer and Miron-Spektor, 2018).
1. Forming- It is the stage where team learns about the opportunities and challenges and
then decides the objectives and starts to work for the tasks. Members are motivated but
they know little about the issues and goals of the team.
2. Storming- It is the second stage of development of team where team starts gaining each
other's trust. In this stage members put their opinions which can create conflicts between
team members. When members start working together they learn the working style of
other members.
3. Norming- The third stage is norming in this members of the team take their
responsibility and work for the fulfilment of team's goals. Members accept other
member's whims and makes effort to move on.