Organisational Behaviour: Culture, Power, and Motivation Report

This report provides a comprehensive analysis of organisational behaviour, focusing on the case study of Lloyds Bank. The report begins with an introduction to organisational behaviour and its relevance to the company. It then delves into the influence of culture, power, and politics within the organisation, examining how these factors impact employee behaviour and performance. The report further explores various theories of motivation, including both extrinsic and intrinsic motivation, and examines their practical application through motivational techniques. It also contrasts the characteristics of effective and ineffective teams, highlighting the key elements that contribute to team success. Finally, the report applies philosophies and concepts of organisational behaviour to a given business situation, offering insights into how these principles can be used to improve organizational outcomes. The report concludes with a summary of findings and recommendations for Lloyds Bank.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
1: Influence of culture, power and politics in Organization........................................................1
2: Theories of motivation and motivational technique................................................................3
3:Difference between a ineffective or effective team..................................................................5
4: Philosophies and concepts of organisational behaviour to a given situation:..........................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is refer as a systematic study of human behaviour and application of
Knowledge that explain how a group act in company where they work. Organisational behaviour
is a challenging task as it involves areas of research that are committed to enhancing job
performance,increasing satisfaction of job and encouraging leadership. The study of report focus
on Lloyds Bank, which is a multinational company and become one of the largest retailer
globally. Lloyds Bank is founded on 1975 and mission is to provide quality of life and personal
financial services for its consumers. The report will focus on culture, politics and power on the
behaviour of others and how it influence individual or performance of team behaviour. Further,
the report analyse on process of theories of motivation along with techniques of motivational that
enable effective achievement of goals. Moreover, the report explain about the various types of
organisational teams. Lastly, the report explains about different philosophies of organisational
behaviour to a given situation of business.
1: Influence of culture, power and politics in Organization
Organization affects different cultures, politics and by different powers. Lloyds bank also
influence by different cultures which include power, task, person etc. In company politics and
power also impact organization and its behaviour. These factors differently affected
organizations in various ways which are as follows,
Culture in the organization:
Culture refers to workplace culture that plays an important role in the form of having an
impact over the employees as well as organization too. This can be understood as if the culture of
the organization is positive and employee's supportive then the employees of the company will
be satisfied and this satisfaction will be reflected in their performance too. Likewise, due to high
performance of the employees the company will also achieve and move forwards to towards the
path of achievement of its objective. Thus, culture of the organization plays an important role for
both the employee and for the company too. Therefore, organization like Lloyds bank also need
to carefully analyse its organizational culture so that along with raising satisfaction among the
customer it can also raise its sales and achieve its objectives. In order to have better
implementation of the culture it can adopt and implement Handy's cultural model in its
workplace. As per Handy's model, the culture of the organization can be categorized as 4
different types of cultures. These cultures are:
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Power Culture: In this culture Lloyds bank has different powers in which they try to control
their employees. In this that power decide the organization behaviour and environment. In that
kind of culture employees not take part in decision-making without permission of higher
authority and it also makes decision-making task short without time-consuming. This culture has
direct impact over the employees as they don't feel positive and comfortable because their views
and perspective are not being considered under this culture. As a result of that their work
efficiency is being affected.
Role Culture: In this organization is depended on rules. This culture helps Lloyds bank to divide
and handover roles and responsibilities. In this culture employee power is decided and evaluate
by their position. This culture helps to maintain organizational culture. In this culture firm build
their organizational structure (Warrick, 2017). In this decision-making is slow and in this
company are not interested in taking risks. This culture usually have positive impact over the
employees because they are bing given responsibilities as per their ability, so they feel motivated
and satisfied.
Task cultures: It is only form when there are different teams present, and they are pointing
specific projects tasks or problems to solve. This is also important in Lloyds bank because it
helps them to complete team project effectively. This culture help organization create healthy
environment and it is important and in this power is shift according to the status of task and
project. This culture also have positive impact over the employees because they would be able to
use their ideas and work in such a manner that along with their individual goal the goal of the
whole team and the organization would also being achieved.
Person Culture:In this kind of culture employees individually believe on themselves and try to
take decisions according to their requirement. This culture help organization to create unique
work experience to employees. In this different person have different persons. It also includes
people with same knowledge. This culture also have positive impact over the employees but at
the same time implementation of this culture is not good for the companies because through this
culture the goal of the employees are achieved but the organizational goals are being left out
unachieved.
Importance of cultural-difference awareness: There various importance of culture
difference because it creates positive environment and also it gives company to expand their
market in different cultures. For expansion and good organization behaviour in the company they
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try to aware and create positive environment in there work place related to culture different it
also helps company to increase their performance.
Influenced by organization politics:
Organization politics are self-serving action of organization which is used by
management to increase and develop work performance of the company. It also influenced by
different politics changes (Ferris, and et.al., 2019). Politics are activities which required powers
and it impacts is positive and negative both which are as follows,
Negative impact of organization politics:
Organization politics decrease overall productivity because in firm organization
interested in leg pulling and back biting. If Lloyds bank is playing politics then employees give
less attention to management. It also affects concentration and spoil ambience of the
organization. Organization politics also demotivate employees and changes their attitude.
Positive impact of organization politics:
Same as negative organization politics also influenced business in positive way. In Lloyds
bank it has some benefits it helps some employees in career advancements, acceptance,
recognition. It also helps employees in different ways which include building and using
relationships. Organization politics help employees to build relationships and it also helps them
to observing and interpreting the decision-making context. It is assist management for
controlling decisions and resources and it also beneficial to build personal reputations (Yaseen,
2020).
Influenced by power:
Power is ability to control or force someone behalf of the position and role. It is related to
authority and leadership (Ocasio, 2017). There are also different types of power, which are as
follows:
Referent Power: As per this, employees has less power, and they use reference of their
manager. It is helpful for individual as well as team to share identity, personality and to share
different culture.
Reward Power: It is the ability in which organization gives different rewards to the
employees such as money, promotion incentives etc. This influenced organization teams as well
as individual employees and motivate them to take rewards.
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Expert Power: In this manger's positive impact influenced employees and help to share
their knowledge and expertise which beneficial for both organization and employee.
These different powers help company like Lloyds bank to create positive work culture and it also
increases their competitive advantages.
These all are interrelated and help organization to develop positive environment. In this
hierarchical structure is followed for decision-making and to understand. It also helps Lloyds
bank to create better work environment.
2: Theories of motivation and motivational technique
Motivation is important factor in the Lloyds bank which help them to increase their
performance and assist to maintain their employees and management. Company motivate their
employees by using different techniques and theories which are explained below,
Extrinsic and intrinsic motivation:
Extrinsic Motivation: In this type of motivation, Lloyds bank give rewards to their employees for
better performance and for low performance it gives punishment. For that employees try to do
their best work to earn rewards and avoid punishments (Gagné, 2018). In this company also try
to loyalty reward to their loyal customer so that they can attract more customer and maintain
their position in market.
Intrinsic Motivation: In these employees not work for any reward they work to develop their
internal skills and to improve themselves. It helps Lloyds bank because employees try to
improve themselves and give 100% on their work. It increases organization performance and it
also helps company in competitive advantages. For example: if some employees have interest
regarding performance of challenging job and if they get such job then it would act as an
intrinsic motivation which is again directly being reflected in the performance of the employee's
too.
Motivational theories: Lloyds bank use different motivation theories to motivate their
employees and worker. Basically motivation theories have two types which includes content
theories and process theories.
Content theories: It is mainly focused on what people need in their life. It also has different
types such as Maslow's Hierarchy of needs, Alderfer's ERG Theory of needs, McClelland's
Theory of needs, Herzberg Two factor theory etc. These are main theories of content motivation
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theories which help peoples to understand what exactly they need in their life. Some examples
are as follows,
Maslow's Hierarchy of needs: It is most old and traditional theory which are used by
organization. It includes five basic needs of people to motivate them such as
Physiological Needs: In this basic requirement are included such as food, house, money and
cloths. Company try to fulfil their employee’s physiological needs by incentives and increasing
their salary.
Safety Needs: In this need employees are looking for job and their health safety and to complete
this need company ensure that they provide job security and health services to their employees
(Awadari, and Kanwal, 2019).
Social Needs: After completing above two needs employees are focus on acceptance and need
social importance in society so that they can do their work with motivation. For this Lloyds bank
try to provide them appreciation.
Esteem Needs: This is important need in after social, physiological and safety needs. In these
employees wants to fulfil their dreams and desires. To complete this need firm help employee in
promotions so that employees can fulfil their dreams and desires of luxury life, cars and big
house.
Self-actualization Needs: This is highest and final need of people. To fulfil this need they try to
do something memorable so that they can believe on their self.
This theory also have certain advantages that organization including Lloyds bank can
grab in the form of relevance, applicability, the best mode while it has certain disadvantages that
may include difference in individual and their perspectives, cultural differences, difficulty in
measurement and various other.
Herzberg Two Factor Theory of Motivation: This theory divide motivation in two ways
such as motivators and hygiene factor. This theory helps Lloyds bank to motivate
employees by getting reviews on employee’s satisfaction and dissatisfaction. Motivators factor
help firm to increase their job satisfaction level and also ensure their employee work
performance and dedication and commitment for the company. Hygiene factor beneficial
for the company because they ensure employees motivation and boost up their energy.
There are various advantages of this theory including focus over the problems of the
employees by the companies, accessing their intrinsic motivation and many more. However, it
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has certain adverse impact in the form of subjectivity, non relation of job satisfaction and job
productivity.
Process theories: It is mainly focused on how motivation affect employees in organization rather
than their needs. It is focus on psychological and behavioural process of employees. There are
different process theories which includes Vroom expectancy, Skinner reinforcement and Locke's
setting theory etc. some of these theories are explained as follows,
Vroom's Expectancy Theory: This theory explain that which things are need for individual
motivation in which it includes Valence, expectancy ad instrumentality.
Valence: This factor refers to the emotional position of employees. By this factor organization
try discover employee intrinsic and extrinsic requirement from the company.
Expectancy: It assists organization the expectation of the company. By the help of this factor
Lloyds bank try to discover employees needs and resource to fulfil their needs.
Instrumentality: In this representation of management include. This help organization to ensure
that promises and rewards are fulfilled their employee needs.
These three factors are important for individual employees' motivation. Lloyds bank try to
provide potential reward to their employees so that they associate their reward with their result
and do their best performance.
This theory has certain advantages in the form of emphasis on the rewards, goal
achievements, direct relation between motivation and satisfaction and various other. However, it
has certain limitation in the form of non-working without the manager's participation, distrust of
employees towards rewards and motivators offered by managers and many more.
Equity theory of motivation:
As per this theory of motivation the employees will face motivated if the organization is a
follower of the concept of equality. This theory is usually being followed and implemented by
the Lloyds bank in its workplace where it follows the concept of equality. As per this concept it
tries to make the employees feel motivated by providing them fair and adequate treatment.
Unlike negative impact this theory has positive impact over the employees of the Lloyds bank
because this theory encourages the employees of the bank to perform with their full efficiency
and due to this the level of performance of the employees have also been raised. Thus, along
with rising performance of the employees the Lloyds also got benefited in the form of
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achievement of its objectives in the form of enabling better services and thereby raising its sales
percentages.
The implications of motivational theory on management and leadership within
organization:
In Lloyds bank different motivation theory influence their management and leadership
decisions and their behaviours. They try to provide different services on the basis of Maslow
hierarchy theory (Pan, and et.al., 2018). These theories are beneficial for employees to stay
motivated and do effectively work, if employees are work with motivations and inspiration it
creates positive impact on organization and it also helps company management to manage their
work and maintain their position in retail banking industry. Implementation of different theory
help Lloyds bank to increase their sales and create positive healthy competition in the company.
It also beneficial in leadership and management to maintain their work effectively. In addition,
of this Lloyds bank has direct application of these theories of motivation in its workplace. As it
usually follow the Maslow's theory in its workplace whereby it focuses on the need of the
employees and try to satisfy them so that it can raise the level of motivation among its
workforce. Likewise, it also takes care that the workplace will be hygienic so that employees will
get good work situation and their level of motivation raises. Similarly, it also adopts tactics
including providing opportunities, good financial benefits and many more that will lead
motivation among employees. Thus, it is again a direct implication of Herzberg theory of
motivation.
3:Difference between a ineffective or effective team.
Effective team Ineffective Team
In this team, the objectives is fully understood
and easily accepted by all member.
For ineffective team, it is difficult to
understand the group task and objectives.
All the member in effective team will listen to
each other while working for a project.
In ineffective, people really do not listen to
each other and ideas are sometime ignored.
If there is disagreement between the team, no
signs of conflicts is arise.
In ineffective team, disagreements are usually
not effectively manage (Couturier, 2018).
Usually exist an informal atmosphere. Atmosphere of tension persist.
Objectives and goal are clear (Wagner and They are not clear.
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et.al., 2017).
Conflicts are not being avoided, but they are
being dealt in constructive manner.
Conflicts are usually ignored.
Ideas and thoughts are shared freely. Non sharing of ideas because of the fear of
criticism.
Types of organisational teams : Teams can be divided into different main groups. The types of
team is purely depend on its location, purpose and structure of organisation. The below
paragraph will discuss more in details about various teams:
Functional team
These teams are generally permanent and mostly involves member of similar department
but with different responsibilities. For example, a manager of Lloyds Bank is responsible for all
important things and every member should reports to him. Its important for team to work
together in order to complete a project (Rozhkov, Cheungand Tsui, 2017). For instance, idea of
work on new service for Lloyds Bank will start with marketing department, than the idea is
delivered to research and department so that it identified its practicality.
Project team
A project teams is a group that will work together for a similar strategies and goals at
Lloyds Bank. These are groups of work in an organisation that makes an implement for a
particular project till its completion. If any issues will pertain related to some project than they
respond to the project leader.
Problem solving team
This type of team is usually not permanent in an organisation. Problem solving team mainly
focused on solving a particular issue (Olaisen,and Revang 2017). Lloyds Bank usually created
this type of team after any unplanned event or the financial crisis happened. This team focused to
come up with solutions in order to help the company.
The effect of technology on organisational teams.
For an effective virtual team, the coordination is very important. The virtual or networking
team play three important roles in an organisation that includes :
Socio- economic
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These roles are define in an organisation that help to develop the trust. It also help to work
together in order to achieve the common objectives effectively (Mehrad, Fernández-Castro andde
Olmedo, 2020). These roles are usually taken up by those members who have capability to
motivate others, able to resolve conflicts and boost morale.
Individual
These are the teams who work together in Lloyds Bank which is usually related to the person
requirements of member. These are considered to have a harmful effects on trust and
cooperation.
Task oriented
Task oriented are those member which help a team to achieve its project goals effectively.
Lloyds Bank generally form the team as per their expertise and capability in a field, for instance,
business analyst, cashier or bank manager etc.
Team dynamic or team work and difference between a team or group:
Group – A group is refer as collection of individual who are responsible to coordinate the
individual efforts.
Team – A team is define as a group of people who generally work together for the achievement
of common goals. Team in an organisation can be ineffective or effective (Maduka, and et.al.,
2018). While effective team is usually consider fruitful for an organisation, on the other hand,
ineffective team is conscious for its own operations.
Difference between a Team or group
Work Group Work Team
It usually adopts the goals of Lloyds Bank
as its target.
Specific goals or objectives are specified which
provides an identity to team.
Recognitions as well as rewards
acknowledge individual contribution.
In team, rewards and recognizes celebrates more
instantly, with joy and with all team members.
Formal meetings are conducted by a
leader and for a short duration at Lloyds
Bank.
For team, meetings are the place for their
discussions and find solutions for their problems
(Bell and et.al.,2018).
For work group, usually formal leader is
appointed at Lloyds Bank.
But in team, leadership functions and roles or
responsibilities is generally divided among all
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members of Lloyds Bank.
Tuckman's Team Development model and the impact stages of development on individual
development:
Team development mainly aims to help the team member to work together effectively (Singh
and et.al, 2018). Tuckman's theory mainly divided into several stages.
Forming stages
As the chances of uncertainty is high during this stage so member are always looking for some
leader or authority. Mostly interactions between members are social in this type of stage. Along
with this, as it is the first step so all the individual focuses on the goal of the company and also
the time duration because they have to complete all the task within the time duration.
Storming
This stage is most critical path to go through. Performance of team is generally decrease in
Lloyds, the main reason is because most of energy is put into unproductive activities
(Mathieu,,andet.al. 2017). There is a high chances that the personality of all the employees get
clashes and the situation of conflict may arises due to the differences in the opinions and
personality of employees.
Norming
In this stage, agreement largely occurs around who the authority are and roles of individual's
member. Tesco will benefit from this stage as interpersonal differences is usually resolved and a
sense of unity occurs between team members.
Performing
In performing stage now the team is fully organised and well established, the member become
mature or perform well. The performing stage has clear structure and all the members are fully
committee to the team's goals at Lloyds. While reaching at this stage employees become familiar
with each other and get confidence to face any task. Employees share values and opinions with
each other and try to get on a common decision. The leader also give assistence to the
employees so that they may perform well.
Adjourning
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