Organisational Behaviour Analysis: Culture, Motivation at Deloitte

This report provides an in-depth analysis of organisational behaviour, focusing on how governance culture, politics, and power influence individual and team performance, using Deloitte as a case study. It explores content and process theories of motivation, examining how these theories enable effective achievement within an organisational context. The report also differentiates between effective and ineffective teams, highlighting key factors that contribute to team success. Furthermore, it applies various concepts and philosophies of organisational behaviour to the specific circumstances of Deloitte, evaluating the company's strategies and practices. The analysis covers Maslow's hierarchy of needs, power dynamics, organisational politics, and cultural influences, providing a comprehensive understanding of how these elements interact to shape behaviour and outcomes within a large professional services network. Desklib offers this solved assignment and many more resources for students.

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
P1 Analyze how an governance culture, politics and power influence respective and team
behaviour and presentation.........................................................................................................3
P2: Measure how content and process theories of motivation and psychological feature
method enable impelling accomplishment of content in an organisation context......................6
P3 Explicate what brand an effectual squad as opposing to an ineffective squad......................9
P4 Utilize conception and belief of organizational action within an structure circumstance and
given concern status..................................................................................................................11
CONCLUSION .............................................................................................................................12
References:.....................................................................................................................................14

INTRODUCTION
Organisational behaviour may be defined as behaviour of the employees with in the
organisation. This represent how people interact and behave with each other inside the
organisation. This comprises of humane nature and administration nature of work within the
workplace(Anyaegbunam and et. al., 2021). In order to provide satisfaction and gratification to
their staff members the management of the company applied several types of method and
techniques within the organisation. This not only help in improving the performance of the
employees but also help in increasing the profit of the company. The following report is based on
Deloitte which is a multinational professional services network. The respective company was
founded by William Welch Deloitte in 1845 and the headquarter of the company is situated in
London, England. The company provide their services in more then 150 countries and territories
all across the globe. Deloitte is being considered as one of the Big four accounting organisation
and the largest network of professional services all across the globe by revenue and number of
professional. The following report is going to analyse how civilization, political relation and
quality influence performance of the individual. This report covers the theories of motivation and
motivational techniques in context to the chosen organisation and also discussed about what
make an efficacious team as opposed to an ineffective team. Different types of concepts and
philosophies of structure behaviour in context to the administration.
TASK
P1 Analyze how an governance culture, politics and power influence respective and team
behaviour and presentation.
Organisational behaviour is basically the study and application of knowledge about the
behaviour of human which is related to the which is related to the different elements of the
organisation(Barbaranelli and et. al., 2019). This measure and examine the nature of
management for their employees within the organisation. There are different types of external as
well as internal factors which affect the various activities of the organisation as per individual or
it may also comprises of governmental, quality and civilization. The culture factor of the
management define the content, value and knowledge within the negociate. Power factor define
the leading activeness which are controlled by the higher authorities of the business in order to

manage their individuals. Politics factor of management define the environment of the company
which may affect by the negative individual or who are not carry out their task in proper manner.
The Deloitte has a largest vocation service network all across the globe and in context to the
chosen company the analysing of power, culture and politics has been discussed below:-
Power:-this analyse that the strength of the individual has controlled and managed by the other
group of peoples. In the matter of fact, the power which is represent by the organisation
comprises of different types of duties and responsibilities within the management and this have
to be followed by the all the team members(Bharadwaj, 2021). In relation to the Deloitte, the
managers and the staff members of the company are accountable for performing all the action of
the fellowship in a very effective manner. This ultimately help in achieving all the objectives of
the company in a very proper manner and within the set time limit. The higher authorities and
top executives of the Deloitte company develop some duties and obligation in order to control
their team members, which result in improving their work efficiency. A controller can use
different types of forms which have been discussed below:-
 Legitimate power:- this is basically a formal authority which are given to an individual
with in an organisation because it comes from position and job. This power is also known
as positional power which is based on holding a particular position within the firm by a
person .
 Reward power:- according to this power the manager and controller of the company
give incentives and appraisals to their employees on the basis of their performance and
quality of work. The manager of the Deloitte company provides fascinating to the
individual who work extraordinarily within the management.
 Referent Power:- this is also called as organized religion of attributes. This power
define the behaviour, nature and development of the controller which influence the
behaviour of other individuals according to their performance(Dahiya, 2020). This
enhance in an adequate manner which help in attaining the management objectives.
 Informational power:- this power state that, the controlled have all the information and
data about the performance of the individual. This help in executing all the plans in a
very effective manner in order to achieve all the objectives and goals. The information
which are possessed by the controller help in directing the several strategies and policies
which is related to competitor and decision making.

 Expert power:- expert power is basically an ability which is posses by an employee,
regardless of seniority in order to show expertise in a situation. For this type of power
controller must have good skills and abilities related to management. For controller
power is being considered as an essential element which is utilized to carry off their
department in order to perform managerial task. The managers and the staff members of
the Deloitte company utilize the reinforcing power. In this, the top executive managers
of the company provide different types of incentive and reward to their group of
individuals for performing best in the management.
Politics:- this is related to the activities which are performed by the non active employees within
the organisation. The individuals who basically don't perform their task in a proper manner and
affect the objectives of the company, do misconducted in the management. Different types of
sections has been comprises in the management politics which are summarised as rocks, weeds,
woods and high level ground(Griffin and et. al., 2020). The group of individual were impressed
by the different types of methods if there is existence of different types of organisational politics
within the task. Weed comprises of individual power and communication equipment. High
grounds is being represent as a combination of different line and task with different management
cognition method. Stone calculate upon the action of individuals. Flora are basically the
programmes and activities which don't have special regular.
Productivity and performance is decreased:- a group of people engaged itself by performing
implished undertaking and programme which not concentrate on the nature of work within the
management. This leads to presentation of state which shows the reduction of action of
establishment and the employees.
Demotivation among workers:- the group of individuals who are highly bullied and assumes
the things within the workplace, get badly dispirited. In context to the individuals they cannot
focus on the assigned task within the management. This develops issues and troubles in task
which directly affect their performance.
Workplace ambience is spoiled: this section develop different types of situation which leads to
negative or positive environment within the organisation. This result in reducing in the ratio of
group members and the organisation.
In order to avoid the politics within the management, the management of the company
have to develop job related satisfaction with in an individual in order to increase their efficiency

so that they will not get affected by the these types of activities. In addition to this the managers
and the group of people can handle the clarity as an other element which help in reducing the
politics.
Culture:- this element shows the way by which organisational structural culture has been
adopted by the managerial section that a management operate in negative and positive way. This
also refers that the performance of the group of single is directly depend upon the cultural of the
management Opera. Whether there is optimistic or neutral working environment within the
management, the employees of the company work with utmost productivity in order to achieve
structural of the management within the set time limit. In relation to the Deloitte, different types
of culture which are adopted by the managers or staff members of the company has been
discussed below:-
Power culture: this element state that the different types of concepts and adjustments are
already present within the management. These are for the group of people who travel the task
and programme in order to attain occurrent for the organisation. The owner of the company
determined the skillfulness and effectiveness in the conclusion making for all the respective.
With the help of this type of structural the value of the Deloitte in decision making become more
effective and efficient.
Task Culture:- this culture represent those group of individuals that perform their task and
activities in a very effective manner so that organisation run in a very effective way(Khaola and
Rambe, 2020). This is being considered as the most important theory which are directly related
to the different sections within the management.
P2: Measure how content and process theories of motivation and psychological feature method
enable impelling accomplishment of content in an organisation context
It may be defined as a cognition which help in maintaining a goal oriented behaviour within the
working environment of the company. This not only aid in rising the performance of the
employees within the governance but also help in achieving all, the goals and objective of the
company in a very effective manner. The main motive behind adopting these theories is to
understand how the employees of the company has been motivated. The theories has been
divided in to two categories which have been discussed below:-
Content Theories:- these theories are also known as the needs theories of motivation which help
in influencing the behaviour of the employees by paying focus on the internal factors. The

theories which comprises in this majorly concentration on the answer of “ what motivates the
human being”. The list of content theories are Maslow's need Hierarchy Theory, ERG theory,
Herzberg's Two Factor Theory, McClelland Theory of Need and Porter and Lawler Theory.
Certain are listed in below :-
 Maslow's Need Hierarchy Theory:- this concept was introduced in 1992 by Smith and
Cronje. This theory is based on the actual information which explained the importance of
the individual needs(Nguyen and Malik, 2020). The need of individual are shown in the
shape of pyramid which include basic, physical, psychological, social and biological
needs. This theory province that individual can only be actuated when all the needs have
been contented:-
◦ Physiological need: this includes the elementary needs of the individuals which
need to be fulfil for the survival of the life. This comprises of air, food, shelter,
water, cloth and many more.
◦ Safety Need:this is the second stage of this model in which safety and security
needs of the individual needs to be fulfilled. This comprises of health, job,
finance and many more. The management of the Deloitte company provide full
security to their employees which motivate them towards the success of the
organisation by by giving them health insurance, home loans and others.
◦ Social Needs: at this level human become the social animal, they wants friends,
family and loved once in order to remove their loneliness(Nuckcheddy, 2018). In
context to the Deloitte, the management of the company develop different types
of groups within the management like sports team, club function and other
inventive activeness radical.
◦ Self Esteem: after accomplish all the three needs, human always focus on feeling
to have self assurance and pride. Human being want to live their life with awash
of confidence and respect. In relation to the Deloitte, the establishment of the
organization give promotion to their employees on time according to their
performance in order to maintain their respect.
◦ Self Actualization: this need is related to the employees under which they
activity for advantage self satisfaction and full discernment so that they execute
every assigned task in effective manner.

Herzberg's Theory: this theory comprises of two factor which give answer to the manager how
to motivate the workers within the organisation in order to improve their performance. The two
factors has been discussed below:-
◦ Hygiene factors: this comprises of all those factors which not give long term
satisfaction to the employees of the company. But it is very important to present all
these factors within the workplace because if these factors are not present then
employees of the company feel demotivated(Pan and et. al., 2018). This factors
comprises of well being policy, working surroundings, salary of employees and
many more. Hygiene factors and job satisfaction are straight away progressive to each
other.
◦ Motivating Factors:- the existence of these factor in front of the employees are not
necessary but these factors plays a very important role in causing the worker towards
the activity. This comprises of publicity, maturation, regard and many others. This
also province that betterment in these component result in increasing the occupation
contentment.
Process Explanation:-these concept help in analysing the psychological and behavioural
processes of the individual which help in motivating the employees in command to accomplish
all the objectives of the company. With the help of this theory changes has been developed with
in the organisation in order to execute in a very improved manner. This comprises of Skinner's
Reinforcement Theory, Vroom's Expectancy Theory, Adam's Equity Theory and Locke's Setting
Theory. Some of them are explained below:-
 Skinner's Reinforcement Theory:- this explanation was introduced by BF Skinner in
1930. the theory of Skinner's Reinforcement the behaviour of manager towards its
employees is the only way of completing the task with utmost productivity. In this
theory, focus has been paid on the internal values of the employees. In every
organisation, managers have to give respect to their employees, understand their internal
feelings and treat them positively within the organisation, so that they carry out the task
with utmost productivity(Pathak and Srivastava, 2020). Along with this, if the employees
of the company are not carry out their task potentially then it is the duty of the manager to

tell their mistake in a very polite manner. This result in that, employees work with more
productivity.
 Vroom's Expectancy Theory:- this theory is defined by Victor Vroom in which they
evaluate some factors on which the productivity of the employees is depend. This
comprises of ability, skills, knowledge and personality. It has been observed that if the
employees of the company has been motivated on continuous basis and the management
of the company provide them healthy and happy working environment then this result in
enhancing their skills and abilities which help them in improving their productivity.
Some factor of employee motivation has been discussed below:-
◦ Valence:- if the manager of the company wants to motivate their employees then
they have to understand their needs and requirement and how they can meet them.
To do this, manager considered the rewards system, time-off, promotions etc.
◦ Expectancy:- in this factor, the managers of the company communicate the
expectations of the firm to their employees and to achieve these they provide proper
training to them.
◦ Instrumentality:- in this factor, managers of the company effectively convey each
and every target to their worker and commit them to give awards for processing
opinion of status within them. It is the domain of a trainer to perform their promise
by cater somebody to them.
P3 Explicate what brand an effectual squad as opposing to an ineffective squad.
Employees of the company is being considered as backbone of the company and behind the
success of the organisation, their productive efforts plays a very crucial function. The
management of the Deloitte fellowship has developed teams with in the organisation which help
in the utilizing all the resources in a very effective manner and bring the talent which contributes
in the prosperity of the firm.
Property of an impressive team comprises of distinct goal which includes sight,
operation, finish and duty of group(Somani, 2021). Employees of the company feel casual,
comfortable and unstrained which assist in removing stress and mark of dissatisfaction. This also
help in encouraging the team members to participates. Another feature of an effective team is
open communication among all the employees.

Tuckman Model of group improvement
it is very important for the Deloitte company to acquire about the activity in an impelling
way which comes under group devolution. A team development model has been developed by a
psychologist Bruce Tuckman. Thestages of this model has been discussed below:-
 Forming:- in this stage a team has been developed and each and every team members
have to show their behaviour. The members has just introduced with each other and
allocation of the task has been done. In his stage team member have to behave
independently.
 Storming:- this is being considered as one of the difficult stage of this model. In this, all
the squad associate were busy in making and addition the belongings of each other. The
goals has been separate into little parts and team members have to focus on their goals.
Along with this, all the members have to develop task related skills which help in
removing conflicts within the management.
 Norming:- as the squad move out from the tempest phase they will enter in the standard
phase. This is basically a move towards the harmonious working practices in which teams
agree on the rules by which they operate(Tjahjono, Fachrunnisa and Palupi, 2019).
During this phase team develop trust themselves and they accept contribution of each and
every team members. In order to do the evaluation of team process and productivity this
is being considered as the perfect time.
 Performing:- after the phase of norming the phase of performing has came. In this
process has been developed by the team members in order to attain the organisational
content. Team members of the organisation effectively work on their skills which help
them in completing the task with utmost productivity. Along with this, for the team
development they also work constantly. By doing this this the team is on the way to attain
all the objectives. '
 Adjourning: this is the last phase of team development process in which projects has
been accomplished by every member of the team and further they close all the
constructed groups.
Difference between effective and ineffective team
Basis Effective Team Ineffective Team

Ambiance This lead to evolution of
excellent status within the
workplace.
This develop an condition of
full of enmity and boredom.
Clarity The task and objectives of the
company has been clearly
explain to the each and every
team members.
Task and objective are not
clearly explain among the team
members.
Decisions All the decisions within the
team has been made on the
basis of suggestion and
consensus.
In this all the decision are
made on the basis of majority
and which are not accepted by
the minority.
Expression of ideas Ideas has been expressed in a
very open and free basis(Tran,
2020).
The ideas which have been
taken by the employees is
hidden by them because of the
fear of criticism.
Discussion All team members of the
company take participate in
the discussion.
In this, decision are taken by
the one or two members. No
other members has been
involve in this.
P4 Utilize conception and belief of organizational action within an structure circumstance
and given concern status.
All the concepts and philosophies of the organisational behaviour are completely on the basis of
substance of individual and Structure. The creation of the masses while operative in company is
being considered as the qualities which are possessed by an individual. Individual difference,
motivated behavior, perception and many more are some of the factor which affect the nature of
the people. If the organization want to achieve their all set goals then the manager of the
company have to manager their workforce and continuously motivate them.
Business Condition

Due to the arisen of COVID 19 lock down has been introduced all across the globe. Du to this
organisation have to give work from home to their employees. This result in no physical
interaction with manager and workforce. The Deloitte company have to face lots of
communication problem which result in chaos and havoc within the firm. Various
conception and belief has been implemented by the mangers in order to resolve this
condition which have been discussed below:
Situational theory:- in this the managers and leaders of the company use the dynamic and
flexible approach according to the market situation. In case of Deloitte, it is very important
for the manager of the company to adopt some new ways of communicating and motivating,
so their employees work in a very effective manner from home and lock down not effect
their productivity(Ye, Liu and Tan, 2022).
Characteristics of situational leadership theory:-
Flexibility: this is the necessary feature of this theory as managers have to adapt according to the
market situation.
Problem solving: problem solving skill must be possess by the managers of the Deloitte
company as this theory clearly focus on solving the problem which are based on differentb
situations.
Contingency concept of leading: this theory of management style is entirely dependent on the
basis of condition of the marketplace and firm. This may be an impressive and influential
such conditions situation and it can be an unproductive in other position(Jena and Pradhan,
2018). The leaders of the Deloitte company must have to analyse the organisational situation
and then find out the different way.
Characteristics of eventuality leaders:-
Establishment is completely conditional : the surroundings of the Deloitte company is
impulsive in nature, due to this managers have to be actually condition destined and
possible on every position.
Adaptability: within the Deloitte company leadership is totally depend on the situation of
organisation and due to this leaders have to become adaptable in nature.
CONCLUSION
It is concluded from above report that the action of the organisation and motivation, both
play a very significant role with in the firm. This report concluded that Quality and profession of