Impact of Culture, Politics, Power on KPMG's Behaviour

This report provides a comprehensive analysis of organisational behaviour, specifically within the context of KPMG. It delves into the impact of organisational culture, politics, and power on individual and team behaviour and performance. The report examines various theories of organisational culture, including Hofstede's cultural dimensions, and analyses the influence of politics and power dynamics, discussing their effects on employee motivation and overall business success. Furthermore, it explores process and content theories of motivation, such as Maslow's hierarchy of needs and Vroom's expectancy theory, and their application within KPMG. The report also examines the elements of an effective team, supported by team development theories. Finally, it explains the concepts and philosophies of organisational behaviour within the organisational context, including the relevance of team development theories and their influence on workplace behaviour, ultimately providing recommendations for improving organizational effectiveness.

Organisational
Behaviour

Table of Contents
INTRODUCTION:..........................................................................................................................3
TASK 1............................................................................................................................................3
P1) Discuss the impact of organisation's culture politics and power on indidividula and team
behaviour & performance...........................................................................................................3
M1) Analyse the influence of culture, politics, power of an organisation on individual, team
behaviour and performance ........................................................................................................6
TASK 2............................................................................................................................................6
P2 Process and content theories of motivation...........................................................................6
M2) Analyse the methods to influence the behaviour of others using motivational theories.....8
D1) Evaluate relationship between culture, politics, power and motivation providing
appropriate recommendations.....................................................................................................8
TASK3.............................................................................................................................................9
P3. Demonstrate an understanding of what makes an effective team, as opposed to an
ineffective team...........................................................................................................................9
M3) Team development theories to support the development of cooperation within effective
teams.........................................................................................................................................12
TASK 4..........................................................................................................................................12
P4) Explain Concepts and philosophies of organizational behaviour in organizational context
...................................................................................................................................................12
M4) Concept and Philosophies of OB that inform and influence behaviour in organizational
context.......................................................................................................................................14
D2) Explain the relevance of team development thoeries, concepts and philosophies that
affect behaviour at work place..................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES:.............................................................................................................................16

INTRODUCTION:
Organizational behaviours is an area that is used to analyse the behaviour,personality, attitudes
of human resources in an organization (Chen, 2016). It comprises various elements such as
politics,power & culture which significantly affect the performance of employees within
company. The current report is about KPMG that is a multinational consultancy company
renders services all over the globe. The report consist several theories of organizational
behaviour & motivation along with their impact on overall business performance. In addition,
several models of team building, philosophies and concepts of organizational behaviours are
discussed in present report.
TASK 1
P1) Discuss the impact of organisation's culture politics and power on indidividula and team
behaviour & performance
Influence of Culture
Organization culture refers to the internal environment at work place that comprises
beliefs, values of employees and many other factors. It includes relationship between superiors
and subordinates, working policies, conditions that affect the efficiency of staff member ( Fisher,
Gonz and Fisher, 2018). It clearly defines the rules as well as regulations that minimizes
conflicts arises within company.In case of KPMG, it is analysed that culture of entity comprises
several values and policies to maintain integrity & effective communication at different levels of
organizational hierarchy. Theories of organizational culture is elaborated below:
Hofstede' Cultural Dimension Theory:
It is a tool that is undertake in order to monitor the impact of cultural dimensions on
business operations. In case of KPMG, it has employees from different countries, religions,
culture so it is essential for company to undertaker this model. It assists managers to differentiate

between various culture and simultaneously analyses its impact on organization efficiency.
Different categories of this framework are mentioned below:
Collectivism vs. individualism: It refers how the efforts of an individual or team affect
influence overall business efficiency. Under collectivism employees work as ca team to achieve
team objectives whereas in the concept of individualism they give preference to achieve personal
goals rather organizational objectives.
Masculinity vs. Femininity: In indicate gender diversity within entity. As per this
concept both genders whether male or female are important for the success of an organization. In
KPMG, there is no discrimination between employees on the basis of genders. They recognise
efforts of female employees by rewarding them for their contribution in the success of company.
Uncertainty Avoidance index: It refers to the level at which contingencies as well as
ambiguities can be accepted. In KPMG, they have low uncertainty avoidance index as they have
high risk taking abilities to meet with future situations. It helps managers to formulate effective
plans, strategies to meet with uncertainties.
In the current era of Globalisation and digital economy, it is imperative for an
organization to maintain cultural diversity in order to bring equality at work place. As
Globalisation has increased exchange of human resources from one nation to another. So,
Mangers need to make sure to formulate effective strategies & policies to bring strong
coordination at work place. KPMG, operate its business in different countries so that they ensure
to adopt cultural diversity at workplace to maintain positive environment between employees and
to achieve business goals (Gallos, 2017).
Organisation Psychology:
It refers the study of behaviour, activities of human resources at workplace. It is an
essential approach and help to know the attitude, personality of different personnels working in
organization. Mangers of KPMG, continuously monitor the behaviour of human resources while
they are working in a team or as an individual to achieve business goals. It assists them to create
positive environment at work place and undertake necessary strategies in order to improve
performance of subordinates.
Influence of Politics:
Organization politics can be understand as a process of human interaction within
organization. It comprises two important factors power and authority. These both elements are

crucial and significantly affect the performance of employees. In case of KPMG, managers
believes in delegation of authority and necessary power to subordinates in order to increase their
efficiency (Gatling, Kang and Kim, 2016).
Personal, structural, decisional and organizational change:
Politics is a crucial aspect and significantly affect the performance of human resources. In
context of personal change, influence can be positive or negative. It motivates employees to
follow their managers/ leaders to prosper and grow in professional career. Whereas it may also
develop a sense of discrimination among human resources within company.
It also lead modification in current organizational structure of company. Politics can
bring changes in various positions as well as achiever within organisation. These changes will
put substantial long-term impact on overall business functions.
Politics prevailing in company has great influence over current decision making process.
may bring biasness in the decisions taken by higher authorities of entity.
Organizational politics influences the current structure, decision making process of
KPMG (Hermawati and Mas, 2017). Managers are require to make appropriate changes in
existing politics to accelerate growth and success of company.
Influence of Power:
It is a vital concept that is undertake by mangers in order to improve the performance of
employees. It demonstrate the capability of mangers to control the task as well as activities of
human resources. In KPMG, managers of company make efficient utilization of their power as
well as authorities to bring positive changes within organization. Different types of power in
selected entity are mentioned below:
Reward Power: It refers the capabilities of mangers to use various benefits such as cash,
incentives, recognition, status an so on in order to motivate work force.
Coercive Power: Under this, managers demonstrates fear of demotion, fire, pay cut and many
more to inspire workforce (Kao, 2017).
Expert Power: It implies the affect of abilities, personality, knowledge of mangers of
selected organization over employees.
Legitimate Power: It is based upon the organisational structure that is written or
specified by higher authorises of KPMG.

These three factors culture, politics and power are together associated with employee
management. They are dependent on each other; for instance, without power no politics will
work or without politics; power alone can’t influence employees. Culture play an important role
in make the employment feels that besides their different religion and culture; they are part of
KPMG and everyone is obliged from it.
M1) Analyse the influence of culture, politics, power of an organisation on individual, team
behaviour and performance
Organisational culture is essential to maintain appropriate coordination among employees
by developing similar values as well as believes in them. With this, a positive environment can
created at work place. Politics is also crucial to influence the behaviour of employees in positive
manner. Whereas Power renders necessary authority along with responsibility to human
resources to work in an efficient manner.
Culture directly impacts employees working on similar positions. It influences individuals
to not only work for him but for entire organization by work as a team and support others to
improve their productivity. KPMG’s culture reflects in the form staff uniform and the faculties
provided by company. KPMG is customer oriented and teaches its employees to work for
customer together to give them satisfaction.
Power establishes a pressure on employees to avoid diversion from their work. For
instance, employer has a power to fire those employees who are not working properly or not
following organizational culture. Power depends on size of the organization and turnover of the
company. Big companies carry more powerful CEOs as compared to small organizations.
Sometimes power failed to work done by employees; here, politics plays a vital role to
manipulate workers in the direction where CEO of KPMG wants.
TASK 2
P2 Process and content theories of motivation
Motivation : It refers to a reason that is needs for achieving willingness, goals and action.
It is a Latin word that is derived from motive which means desired. In context of selected firm
they motivated their employees for enhancing their performance level in order to accomplish
goal of company.

Motivation refers to a process in which an organisation looks at successful, initiation,
guidance and maintenance of goal oriented employees. There are different emotional, biological,
social and cognitive factors that are helpful in activating required behaviour in employees.
Intrinsic motivation is motivation that comes from within an individual. When a person
in motivated intrinsically they themselves engage in different activities which help them to bring
joy. On the other hand, extrinsic motivation arises from factors that are present in external
environment. This is also helping individuals to attain various rewards. These rewards can be in
both monitory or non-monetary forms ( Lilly, 2017).
Motivational Theories:
Content theory-(Maslow's need hierarchy theory)
This theory was developed by Abraham Maslow who discovered the hierarchy of various
needs that have to be fulfilled for an individual in order to successfully motivate them. Below are
these five hierarchy of needs: Physiological needs: This is the first stage where need that are required to be fulfilled
include food, shelter, air, cloths, water etc. These needs are to be fulfilled by management
of KPMG through providing all the employees with basic pay. Safety Needs: Safety need is the second need where an employee needs to feel that they
are in a safe and secure environment. This need is provided by KPMG through making
sure that the working environment is safe and organised well. They also provide various
insurance to fulfil these needs of their employees. Social Needs: Social needs is the third need that include fulfilment of the requirements
for social belongingness of an employee. Employees need to feel a part of society and
community. KPMG can organise various social gathering formal as well as informal to
fulfil these needs. Self-esteem needs: Self esteem needs can be related to social recognition. KPMG should
award their employees with promotion and recognition in organisation to fulfil these
needs.
 Self-actualization needs: Self Actualization is the last need according to which
organisations needs to look beyond professional needs and fulfil the requirement for
personal development of an employee.

Content theory can be applied in KPMG by breaking down different motivation factors
into the categories suggested by Maslow’s need hierarchy theory. After that employees needs can
be sorted according to the level of their wants. For instance; if employees look a dream for better
lifestyle and good facility for family then he fall under the category of physiological and safety
needs. KPMG will get an advantage if the employees are encourage to have good life and safety
of work; if he achieves the organizational goal of the KPMG.
Process theory( Vroom's Theroy of expectancy)
Vroom's theory of expectancy was devised by Victor Vroom according to which there are
two major conditions to be fulfilled by organisations in order to motivate employees.
 The first condition was to ensure to the employees that the efforts they make will help
them to gain positive outcomes.
 The second condition stated that people can be successfully motivated when they believe
that they will be rewarded well for success they attain.
Process theory can help KPMG to use key performance indicators to motivate
employees for achieving reward for their best performance during month. For instance, KPMG
can adopt target system to motivate their employees for better perform; so, that they can achieve
employee of the month award and get recognition in the company.
It is necessary for KPMG to understand these factors. Company needs to devise specific
plans for performance evaluation. They need to makes sure all the employees in organisation are
successfully paid for the work they conduct (Osmonbekov and Johnston, 2018). Also positive
efforts of employees bringing benefits for organisation are to be necessarily awarded. It will not
only motivate employees receiving rewards but also motivate the employees who wish to receive
such awards in future.
This theory aids company in increasing the retention level of employees within firm as
they are providing motivation to employees for satisfying their basic needs along with social
needs. As well as this provides strengthen to them for performing allotted task in effective
manner. Which will ultimately helps firm to accomplish the goal of reducing turnover ratio. In
context of KPMG, they provides motivation to their employees by encouraging and appraising
them on the basis of their performance. And given rewards to top performers as well as by
proving incentives and bonus in order to meet the demands and requirements of employees. So

with the help of all these training, development and performance rewards company will able to
motivate their staff members for the accomplishment of organisational goal.
Implication of motivational theories
KPMG may use both of the above stated theories in order to motivate employees and
enhance their work efficiency. As per Maslow' s theory mangers can influence work force
through their unsatisfied needs. They provide them monetary benefits to ensure that employees
meet with their primary neds such as psychological and safety needs. In addition, they also
emphasis to formulate informal groups to meet with social need of employees. Further,
According to Vroom' s theory mangers recognize the efforts of employees by providing them
rewards, acknowledgement and other non monetary benefits to receive positive outcomes.
Behavioural Psychology:
It refers to understater the behaviour and emotional intelligence of human resources and
to motivate them as per their requirement. This practices will reduce down the menatl pressure
and enhance communication within organization.
Importance of soft skills for mangers and teams:
Soft skills is essential to interact with personnels in an effective manner (Wingate, Lee and
Bourdage, 2019). Mangers in KPMG handle the team of human resource and communicate
necessary information to them Along with this, to maintain good relationship with several
stakeholder such as vendors, investors, employees, it is crucial to own effective soft skills. It will
help them to act as a leader and guide team members to achieve specific goals.
Task vs relationship leadership: Task relationship emphasis on competition of a
particular task in an efficient manner to achieve business goals. Whereas relationship leadership
often focuses on build good relationship within organization to minimize conflicts and disputes.
M2) Analyse the methods to influence the behaviour of others using motivational theories
Motivational theories plays a vital role to influence the behaviour of employees. It helps
to inspire them in order to achieve predefined business goals. As per Maslow's theory it is
essential to fulfil the unsatisfied needs of human resources to improve their effecinecy. In
addition motivated personnels work for the growth and success of company and put their
potential to achieve business goals. With Vroom' s model managers can escalate productivity of
human resources by rewarding them for their contribution within company.

D1) Evaluate relationship between culture, politics, power and motivation providing appropriate
recommendations
These all are essential elements of a business entity and significantly affect the efficiency
of work force. All of these aspects can combined together in order to get desire outcomes form
human resources. Organization need to have a diversify culture and power to retain emplpyees
for a longer period of time. Further, motivation theories helps to inflate employees performance
to achieve business objectives.
TASK3
P3. Demonstrate an understanding of what makes an effective team, as opposed to an ineffective
team
The team is determined as a bunch of staff member performs their work together for
achieving goal as well as objective of team in timely manner. Therefore, there are two kinds of
team effective as well as non effective team.
Effective team is determined as a base of company and it includes small factors to make
appropriate team. A team is determined as an effective team then they focuses on fulfilling goal
in an appropriate manner. There are various characteristics or features of effective team such
as
Clear objective every team member has objective which must be achieved and it is
necessary to have a clear understanding regarding their purpose.
Good communication all member in a team must have appropriate communication skill
in order to attract with one another.
Openness and conflict the member of team openly share ideas and views that help in
managing complicated condition in an appropriate manner.
Ineffective team is determined is opposite of effective team. It is considered as a group
of individual person who are not comfortable with one another (Zhong, Wayne and Liden, 2016).
The purpose for making this team is not fulfilled and hinder objective of organisation.
Difference between effective and ineffective teams:
Basis Effective team Ineffective team
Goals Herein, the objective for all
member of team is clear and
Herein, the staff member does
not clear regarding their

also accepted in an appropriate
manner.
purpose and objective.
Conflict resolution Conflict occurs in every step
of organisation but the
member of effective team
focuses on resolving it.
There are various member of
team are not too much friendly
with one another so that they
can resolve their problems in
an appropriate manner.
Listening Herein, all individual member
of team listen ideas and
opinions of each other.
The opinion or views of
individual person is not
determined. Therefore, no one
listen one another and the
member of team are ignored.
Decision making Herein, decisions are taken on
the basis of consultation with
its member and their
viewpoints that help in
resolving conflict during
particular phase of time period.
There is no discussion which
take place among member and
all decision taken by leader
that increases conflict within
business organisation. For
example in KPMC, the
decision taken by leader as
well as its subordinate required
to follow their instructions
Division of labour In context of KPMC, the
purpose and goal are clear to
individual member and job
allocated to them in proper
way that increases
performance level.
Their actions are unclear and
there is no appropriate
communication between
members and hence task is
considered as certain
Leadership Herein, there is not any kind of
domination is shown by its
Dominating attitude of leader
there is no authority given to

leader and they provide equal
treatment to its team member.
another person that increases
conflict during particular phase
of time period.
There are various theories of team development given by research but for KPMG,
Tuckman theory of developing team is adopted to maintain effective team (Nica, 2016). This
theory was given by Bruce Tuckman in the year of 1965. There are four steps that is included in
Tuckman theory that is given below:
Forming in this stage, their team get assembled and task is allotted by leader. There is
minimum level of trust and comfort on this stage because of changes within business
organisation. Therefore, the management team of KPMG focuses on clearing their task which is
performed by team member in an appropriate manner. The company focuses on adopting team
improvements theory that helps in bringing cooperation within business organisation.
Storming herein, the employees focuses on knowing one another and start conflict
among them. There are different opinions or views of an individual person that create conflict
within company. Therefore, the management team of KPMG focuses on being patient in that
condition and resolve issues and problem in an appropriate manner and also offer them positive
ambience to achieve objective in timely manner.
Norming: The third phase is determined as a norming which is much better than above-
mentioned step. There are various individual person who start understand each other and solving
differences among them by bringing new ideas within business organisation for performing their
work in an appropriate manner (Mullangi and Saint, 2017). The management team of KPMG
focuses on giving responsibility to achieve goal in timely manner.
Performing Herein, the team member focuses on achieving its objective in timely
manner. They have clear regarding purpose of member of team and also provide support to them
to perform work in similar direction. The management team of KPMG focuses on delegating
work to individual person and emphasized on improving team that help in increasing
enhancement of member of team.
Adjourning and transformation the last phase in which project gets completed and all
member of team are separated from one another. Therefore, the leader focuses on celebrate their
success and make a good memory of their experience during particular phase of time period.