Organisational Behaviour Report: Culture, Politics, Power & Motivation

This report provides an analysis of organisational behaviour, focusing on the influence of culture, politics, and power within an organisation, using Morrisons as a case study. It examines different types of organisational cultures, the impact of cultural differences, and the role of politics and power dynamics. Furthermore, the report discusses various content and process theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and how these theories can be applied to motivate individuals and teams. The characteristics of effective and ineffective teams are also explored, along with key concepts and philosophies of organisational behaviour relevant to business situations. The report emphasizes the importance of understanding and managing these factors to improve organisational performance and employee satisfaction.

12 – Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
INFLUENCE OF CULTURE, POLITICS AND POWER.............................................................3
Analysis of organisation’s culture, politics and power................................................................3
HOW TO MOTIVATE INDIVIDUALS AND TEAMS TO ACHIEVE A GOAL.......................6
Content and process theories of motivation.................................................................................6
UNDERSTANDING OF HOW TO COOPERATE EFFECTIVELY WITH OTHERS................8
An effective team as opposed to an ineffective team..................................................................8
CONCEPTS AND PHILOSOPHIES OF ORGANISATIONAL BEHAVIOUR TO A GIVEN
BUSINESS SITUATION................................................................................................................9
Concepts and philosophies of organisational behaviour.............................................................9
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour is defined by the set of principles as well as the activities that are being
taken by the organisation. There is a standard for every organisation that is determined by the
internal activities that are being performed by the organisation. These internal organisational
activities will include recruiting people as well as training them at all level such that they can
perform in the better possible manner (Nuckcheddy, 2018). This entire report will deal with the
organisational behaviour as well as a component that will fall in regard to organisational. In
order to bring out the essence of organisational behaviour the organisation that is chosen as
Morrisons. Morrisons is regarded to be the largest retailer change that is operating in United
Kingdom. It is known for its groceries as well as the kind of staples that it is maintaining. The
different compositions of the organisation as well as the strategies that will follow in regard to
the organisational business performance is also being highlighted in this report.
PART-1
Analysis of organisation’s culture, politics and power
Influence of culture
Organisational culture is derived to be that prospect where people as well as the operational
policies are all dealt. The culture of the organisation is more into dealing with the ethical
standards that are in regard to the organisation.
Power culture there are certain individuals in the organisation in which these particular type of
culture usually rely upon. There are certain results that are evaluated in the organisational
context and it will entirely depend upon the understanding of the prospect. In organisational
concern the employees feel like a rock and also have to be taken. The aggressive atmosphere that
is maintained in the organisation Morrisons is maintained in the organisation and that is expected
to bring about conflicts in the organisation (Wood and et.al, 2019). But the organisation is more
into dealing with the probabilities of encroaching upon the means to cease them to maintain
harmony.
Task culture: is more oriented with over the people in the organisation and moving ahead
defining the task. It will define the strategies and emphasize over completion of tasks. This type
of culture is also a blessing towards the resources because they will not get depleted and can be
utilised for the organisational benefit.

Person culture: this type of culture is defined to be the one that will fall in regard to the
perceptions of people in the organisation. The organisation Morrisons is into bringing about the
variability of providing people to identify their standards of work accordingly.
Importance of cultural difference: for every organisation it is necessary to understand the cultural
differences. There are certain number of people that will work in the organisation that are from
various cultures (Balwant, 2018). There was be and awareness and that is a formal activity in
every organisation. There must be an awareness regarding the cultural stories communication
decision making and time perception.
Hofstede's cultural model: this model will bring about the cross-cultural psychology. It is
necessary to understand and respect the cross culture that are pertaining in the organisation such
that the organisational behaviour will not get affected by this particular aspect. This model will
emphasize upon the manner that will have to be followed in the organisation. The factors like
Power distance uncertainty avoidance: There is a degree of inequality that is maintained in the
organisation to bring about the requirement of action in the organisation Morrisons. This is
acceptable because the higher management will very often deal with the instances of portraying
the differences to maintain the pace of work.
Individualism vs collectivism: There is a strength that is oriented with the ties of the
organisation which can be picturized upon the catered criteria of dealing with the company
orientation in Morrisons. The individualism will be able to bring about the short term works that
can be completed while the collectivism is reflection in the retailing communications works that
are dealt by the organisation Morrisons.
These are all portrayed as a part of Hofstede's dimensions. These are necessary in order to
explain the members of the organisation and improve their focus upon the target and not the
people (Jacobs and Manzi, 2020).
Politics:
The politics in an organisation is said to be one of the identifiable measure and the most
pertaining issue that will happen in all the companies. The organisational politics will sometimes
be formal as well as official and in other cases it will be informal as well as an official. There are
certain behind the same kind of criteria and the organisation where the decision making process
will be different from one another. The difference in opinion as well as the kind of importance
that is being given to a set of people in the organisation will rise negotiations in the midst of

other people (Kitchin, 2017). There must be an awareness for every employee in the organisation
to stay motivated and at peace such that there will not be any scope for politics. The Morrisons
organisation in this regard is more into the fact of ceasing politics at all levels such that they can
be a clearance that is maintained in the midst of employees. There is no importance that is given
in the organisation to only a set of people and therefore the working culture in the organisation is
natural and more medicated. The organisational politics can also be a cause of the compensation
issues as well as the interest that is given to a set of people. This might raise negotiations in the
mind of other people that will bring about raising queries and which will get reflected into
organisational politics.
Organisational power
The organisational power is defined to be the fundamental human criteria in order to influence
people and to deal with the consequences in the organisation. There will be a proper and
improper usage of power in the organisation that might reflect in success or failure of things in
the organisation. Sometimes power will also lead to uncertainty in the organisation where there
can be differences in the opinions of individuals. This will derive the productivity as well as
individual Independence. The concept of power is said to be oriented with the perspective of
employees in the organisation (Sheedy and et.al, 2020). There are certain ideas that are being
managed and discussed over a long run such that a person can get influenced by the right amount
of knowledge once the leadership skills are enhanced. Mostly the leader in the organisation is the
one that will carry power in dealing with the things and implementing policies. Taking authority
over the kind of issues in the organisation and dealing them accordingly is the right usage of
power. The Morrisons organisation is more oriented with the power criteria where the leaders
that are being allotted to every sector of the organisation will deal with the right amount of
employees by inculcating their choices and not a finding them. There is a need for power in the
organisation because it is not until when people are influenced by the waste that they will have to
get going and cannot stay motivated. Therefore in order to bring in the right amount of
motivation power is necessary in the organisation. Power can also eradicate conflicts in the
organisation which is one of the responsible measure to deal with.
Content and process theories of motivation
The concept of motivation in the organisational behaviour is regarded to be one of the finest
understanding because it is not until then the people in the organisation are motivated to certain

extent that they bringing the right amount of theories which are necessary to be incorporated
(Kim and et.al, 2017). In a retailing sector there are certain challenges that will have to be
tackled and it is not until when the employees are more oriented with the focus towards goal that
they get to in corporate strategies which are necessary for them to accomplish. Morrisons
company is regarded to be one of the most efficient organisations and their work motivation is at
the perk of being the best. With motivation the employees can go above and beyond in order to
achieve the goals as well as objective. There are certain theories as well as the types of
motivation which will help people to categorise based on working atmosphere. They are as
follows:
Content theory of motivation:
The content theory of motivation is one of the important phenomena that will define people in
the organisation. The focus will be based on physical understanding of people and their needs.
This theory is based upon the fact that there are certain physical things that will have to be
satisfied in the midst of employees that they get to stay motivated and will work to the best of
their ability. By understanding what the required and fulfilling their need they can stay motivated
for the long run. types of content theory of motivation are:
Moslow's hierarchy of needs: will focus upon different needs that will fall in regard to the
concept. It is the triangle of needs with which the basement is a little prominent and coming to
the top of the pyramid.
The physiological needs: these are said to be the basic needs that every human usually process
(Gillam and Cosford, 2021). The organisation Morrisons is into bringing the criteria to satisfy the
basic needs by helping people to gain them.
The safety needs: the safety in it that will fall in regard to certain person will help them to attain
safety from the risk factors that are in regard to organisational entity. The organisation Morrisons
help people to stay safe by protecting their rights and the norms that will fall in regard to the
organisation.
Social needs: The social belonging criteria that is there will help people to meet their
physiological needs. The organisation Morrisons will provide a platform to all the people to deal
with the social beliefs and will help them to stay equipped with societal norms.

Self-esteem needs: The self-esteem needs will help people to identify the standard up to which
they can be valued. The organisation Morrison will provide people the scope of dealing with
their self esteem by not producing harsh statements.
Self-actualisation needs: The self-actualization needs will focus upon how simplicity can be
maintained in the organisation and that will bring in potential of the employees. With this
identification of needs the organisation will deal with the growth and the development of
employees by helping them to treasure their potential (Larijani and Saravi-Moghadam, 2018).
Herzbergs two factors theory: This content model of motivation will focus upon the satisfaction
that is being gained by people. Whether it be a satisfaction of dissatisfaction criteria there are
certain things that will have to be fulfilled and the motivating factors will rely upon this
particular aspect.
The hygiene factors: the hygiene factors of those are falling in regard to the workplace or the
organisation Morrisons where there is a kind of satisfaction that is being displayed. The hygiene
practices maintained by the organisation in such a way that they will not allow employees to feel
dissatisfied. The maintenance factors are all gratified and under the job environment scenario
there is full hygiene that is symbolised. These hygiene factors are nothing but the pay as well as
the company's policies that will help people to work on a flexibility basis.
Motivational factors: the motivational factors are clearly dealt according to the performance of
the employees in the organisation that will bring about their required result. The employee will
have a sense of achievement based on half of the organisation is evaluating. In this regard the
organisation Morrisons will take up the responsibility in order to hold themselves to bring about
a variation in the midst of employees by the types of motivation that are being inculcated.
Process theory of motivation:
The process theory of motivation will understand the fact that will fall in regard to bringing
about her father can satisfy the needs of their employees. This process theory of motivation
usually stress upon the fact that and understanding is required in order to move ahead with
satisfying people with the right amount of needs and that will bring about the sense of dedication
and enthusiasm in them. It is also a saying that will enhance the leadership and Management
theory (Larijani and Saravi-Moghadam, 2018). The types of process theory of motivation are as
follows:

V rooms expectancy theory: this theory highlights the fact that there are several factors that will
constitute motivation. Valence expectancy and instrumentality are the major factors that will
define motivation in this concept. For this kind of process to be initiated the loopholes will first
have to be identified and will have to be discussed over.
Expectancy: there are probable efforts that are being placed by the organisations in order to
improve their organisational choices. This is brought about by an increase in the efforts with
respect to training as well as the formulations of the organisation. The expectantly criteria in
regard to the organisation Morrisons will depict the choices of support as well as the increase in
strategies that they will usually over marketing purposes. Sometime this expectancy is being
affected by the resources which are sometimes an available as well as the skills that are being
portrayed by employees which are a little low.
Instrumentality: this is something that will bring about an understanding and a relationship
between different outcomes of the organisation. Morrisons in this regard will help its employees
to understand the fact that if they perform better than the outcome that are in regard to their
compensation will be effective enough. Sometime the organisation will get affected by an
understanding and that will deteriorate relationship between people. It might sometimes also
impacted trust and that will fall on the outcomes (Wood and et.al, 2019).
Valence: the valence criteria is the output that is generated by people upon attending their
performance factors. The Morrisons organisation stay positive at all levels of deriving its output
and therefore their performance is reaching the mark of its expectancy.
PART-2
Benefits of working in a team
Teamwork is not important criteria and an efficient way in order to depict the choices of an
organisation. Teamwork is necessary in order to build your organisation as well as to accomplish
the goals and objectives within the stipulated time. There are certain benefits that are associated
with working in a team and that with regard to Morrisons there is one of the prominent aspect
that is being dealt. Morrisons usually am to move ahead with implementation strategies by
brainstorming sessions that are important to bring about the ideas as well as the ideologies which
are necessary (Kitchin, 2017). When the productivity is at the perk of being the best then there
will be a huge amount of contribution by the members of the organisation and that can be a
useful phenomena with respect to development and complexity dealings. The benefits associated

with our team work that in regard to Morrisons as well as its strategic orientation is the
productivity and motivation. The organisation inculcate team work in order to increase its
profitability and that has brought about good team building capacity. There is also a
communication that is prospering with respect to teamwork and the relationships can be
maintained on a quality basis.
Group development theories
The group development areas as well as the models are falling in regard to every organisational
context will bring about the development with regard to the change theories. This there is a
necessary in order to describe the processes that will unfold various opportunities for the
organisation (Larijani and Saravi-Moghadam, 2018). Tuckman group development theory is one
such theory that will bring about all the necessary and in available statements that are necessary
for the organisation in order to combat with the challenges. The four stages that will follow in
regard to the organisation Morrisons in order to move ahead with the Tuckman stages of group
development are as follows:
Forming stage: this stage is regarded to be the first and the foremost in which the communication
is process. As a part of this stage the organisation Morrisons will identify the development
models as well as the choices that are in regard to the organisational upliftment.
Storming stage: the storming stage in this regard will help Morrisons to bring about the
augmentative and emotional development. There is also a process of acceptance and leadership
that are portrayed in this regard (Nuckcheddy, 2018). This model is an important one in order to
bring about the settings that are necessary to cope up with the difficulties that are associated with
retailing choices.
Norming stage: the norming stage of this particular theory will deal with the rules of
engagement. The customers are major criteria for organisation Morrisons and therefore the kind
of engagement strategies will be evaluated and discuss in this particular stage.
Performing stage: this stage of Tuckman theory will help people to completely engage in the
work. the organisation Morrisons according to this particular factor will identify the customer
base as well as the kind of loyalty that will have to be implemented.
Adjoining stage: this is the final stage of Tuckman theory which will mark the completion of the
project. The various strategies that are being adopted by the organisation Morrisons will define

how far there group will again work together with respect to another project that is being taken
forth.
Effective teams relates to at least two concepts
Individual difference: the individual difference is a necessary in order to move ahead with the
choices of people. There are certain discussions that will have to be made such that the employee
viewpoint can be understood. Sometimes the employees will be biased and judgemental and that
will lead to the perceptions as well as interceptions on a negative basis.
Perception: perception is regarded to be a kind of knowledge that an individual usually process
by dealing with observation as well as concluding things. This can be based on for the
individuals are intersecting things in the organisation that might be a positive as well as negative
criteria. The Morrisons company is mostly towards enhancing things in a positive manner and
the HR strategies that are included will bring in the reward making criteria that will improve
every perception (Ampuh and et.al, 2018).
Path goal theory:
This is developed in order to bring about the contingent satisfaction as well as the motivational
concept in regard to the organisational entity. Morrisons is one of those organisations that is
working in the retailing sector and is engaging with various behaviour and therefore it is
necessary that leadership will have to be effective. There are four styles in regard to the
organisational upliftment with respect to the path goal theory (Wood and et.al, 2019). The
directory path with respect to the Morrisons company is such that the management will lead the
employees in such a way that they will provide clear understanding about the objectives as well
as the work that they will have to commit. The achievement oriented leadership that is portrayed
in the organisation will focus upon the challenging goals as well as the competencies that are to
be derived in order to bring about the strengths and personification of the organisation. The
participative leadership behaviour that is being involved in this particular theory will personalize
the predominant factors that the employees will have to work about. The supportive leadership
behaviour will help employees to invite the qualities that are necessary to reach the target and
objectives. Morrisons in this regard is regarded to be one of the criteria where the retailing
competencies are all derived. These choices are being expressed to all of its employees at that
they work on a page and help you maintain communication at all levels.

CONCLUSION
The entire report concludes upon explaining the aspect of organisational behaviour. through this
report one can easily understand the influence of culture politics and power on the behaviour of
others in the organisational context. A complete analysis over the influence of these three factors
is being portrayed in this report. Effective achievement of goals in the organisational context is
being explain. complete demonstration about the understanding of to cooperate effectively with
others in the organisation is also explain in this report. The prominence of effective team to an
ineffective team is also portrayed in this report along with the philosophies of organisational
behaviour. This concept and philosophies will bring in the organisational context and business
situations. This entire report will deal with the management that will have to take up certain
activities and everything that will fall in lifting up the organisational behaviour.

REFERENCES
Books and journals
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Case Study of Indonesia's Textile Industry. Pertanika Journal of Social Sciences &
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Enyioko, 2021. [Effect of Leadership Communication on Organisational Behaviour.
Gillam and Cosford, 2021. Organisational behaviour. In Leadership and Management for
Doctors in Training (pp. 32-39). CRC Press.
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processes at work (Doctoral dissertation, London Metropolitan University).
Jacobs and Manzi, 2020. Conceptualising ‘financialisation’: governance, organisational
behaviour and social interaction in UK housing. International Journal of Housing Policy.
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Kim and et.al, 2017. Positive organisational behaviour in NCAA Division I football: a head
coach's authentic leadership and assistant coaches' psychological constructs. International
Journal of Sport Management and Marketing. 17(1-2). pp.121-143.
Kitchin, 2017. An introduction to organisational behaviour for managers and engineers: A group
and multicultural approach. Routledge.
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entrepreneurial personality and innovation. International Journal of Productivity and
Quality Management. 23(2). pp.247-272.
Nuckcheddy, 2018. The effect of personality on motivation and organisational behaviour.
Psychology and Behavioral Science International Journal. 9(2). pp.1-5.
Sheedy and et.al, 2020. The Role of risk climate and ethical self-interest climate in predicting
unethical pro-organisational behaviour. Journal of Business Ethics, pp.1-20.
Somani, Progressing Organisational Behaviour towards a New Normal.
Wood and et.al, 2019. Organisational behaviour: Core concepts and applications. John Wiley &
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Online
Organisational Behaviour: [Online]. Available through: < Organisational Behaviour: Meaning,
Scope, Nature, Models & Importance (economicsdiscussion.net) >
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