Analysing Organisational Behaviour: Power, Culture, and Motivation

This report provides a comprehensive analysis of organisational behaviour, focusing on the impact of culture, power, and politics on individuals and teams within an organisation, using Primark as a case study. It explores various types of power, including reward, coercive, referent, legitimate, and expert power, and their effects on employee motivation and performance. The report also examines different types of organisational culture, such as task, power, role, and person culture, and their influence on workplace dynamics. Furthermore, it discusses content and process theories of motivation, including ERG theory, and their application in enhancing employee productivity. The analysis extends to effective and ineffective teams, group development theories, and the concepts and philosophies of organisational behaviour, providing a critical evaluation of team development theories in relation to organisational behaviour principles. The report concludes by highlighting the importance of fostering a positive and productive work environment through effective leadership, motivation, and cultural management.

Organisational
behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analysis impact of culture, power and politics on behaviour of individuals & Team..........3
M1 Analysis of Politics, culture and power on individuals and team members.........................6
D1 Critical evaluation of relationship among power, culture and politics in organisational
success. .......................................................................................................................................7
TASK 2............................................................................................................................................7
P2 Content & Process theories of motivation.............................................................................7
M2 Critical evaluation affect of motivational theories on behaviour of individuals..................9
TASK 3 ......................................................................................................9
P3 Effective and Non effective Teams.......................................................................................9
M3 Analysis of group development theory...............................................................................11
TASK 4..........................................................................................................................................11
P4 Concepts & philosophies of organisational behaviour........................................................11
M4 Evaluate concept and Theories that influence behaviour in positive & negative manner .12
D2 Critical evaluation of team development theory with concept and theories of
organisational behaviour...........................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour is a multidisciplinary field that deals with behaviour of an
individual as well as teams. The organisation behaviour is concerned with approaches &
concepts of a company which assist in setting organisational goals within time frame. This
concept is used by an organisation in order to identify the behaviour of individual and group
(Borkowski, 2016). It is the study which focuses on developing effective environment at
workplace that leads towards attainment of growth opportunities. Primark is taken into
consideration for the present report. The company was established in the year 1969 and it was
founded by Arthur Ryan. Primark headquarter is in Dublin, Ireland and at present it has more
than 370 outlets globally. It deals in housewares, cosmetics, clothing and so on. The present
report covers impact of power, politics and culture on individual as well as teams. Along with
this, it describes motivational theories which assist companies to enhance their productivity and
performance level. Moreover, a discussion about effective & ineffective teams is cover along
with team development models. In the last, different concepts and philosophies of organisational
behaviour is discuss in the report.
TASK 1
P1 Analysis impact of culture, power and politics on behaviour of individuals & Team.
Organisational behaviour is defined as the study of behaviour of teams and individuals
existing at workplace. The primary objective of this study is to gain an insight regarding attitude
as well as behaviour of staff members prevailing in the organisation. It help managers to fulfil
needs of employees that leads to increase in productivity and efficiency of staff members of
company. It also assist companies to retain employees for longer time period which in turns save
their cost of hiring new candidate for the organisation (Brickley, Smith and Zimmerman, 2015).
There are factors which impact on behaviour of teams and individuals such as power, culture and
politics as well. In relation to Primark, it have employees who belong from different culture and
religion. The company is performing well in market but It make continuous changes and adopt
all the innovative processes in order to gain leading position at marketplace and to fight with its
competitors. The power, culture as well as politics plays an essential role in order to maintain
consistency at workplace. All these factors affect on the behaviour of individuals and teams that

directly impact on performance of company. The influence of power, politics & culture on
behaviour of groups and individuals is defined below:
Power:
It is defined as willingness of managers and team leaders to influence employees of an
organisation. In addition to this, it is the power of an individual to manage as well control
business activities in an effective manner (Carnevale, 2018). It is determined that almost in all
the organisation, its higher authorities have the power to take decision of company. The power is
of different types which are as follows:
Reward power: Herein, higher authorities of a company has the power to give rewards,
appreciation and recognition to employees of their efficiency that leads to raise in performance
and efficiency level of staff members. In relation to Primark, its top level management should
give rewards and appreciation to staff members according to their competencies as well as skills.
It affect positively on employees due to which they can contribute their best towards organisation
goals and objectives.
Coercive power: It is defined as power wherein higher authorities imposes staff members
to follow all the rules as well, as policies of a company. Along with this, managers have the
power to punish employees of instructions is not followed by them. In context to Primark,
acquisition of this type of power builds negative mindset of employees and team members
towards company that affect on the productivity & profitability of company in a negative
manner.
Referent power: This form of power is adopted by companies in order to motivate,
inspire and influence staff members prevailing in the organisation. It help managers to enhance
efficiency and productivity level of employees of a company. With reference to Primark, if this
power is adopted by company it assist managers as well as team leaders to increases sales and
profitability of company in an effective manner (Chen, Chen and Sheldon, 2016).
Legitimate power: Herein, managers, owners and CEO of a company have the authority
to take part in decision-making process of an organisation. In relation to Primark, acquisition of
legitimate power declines creativity level of employees and affect negatively on teams and
employees. It will also develop issues between team members due to which their effectiveness is
reduces that directly impact on objectives of organisation in a negative manner.

Expert power: Herein, decisions are making by those people who is expert in that specific
field. With reference to Primark, expert power will assist in increasing performance of
employees as they work with an expert which affect positively on their mindset. Along with this,
it raise confidence and morale of staff members that leads to increase in productivity of Primark.
After analysing the above forms of power, it is determined that adoption of reward
power is feasible and beneficial for Primark as it influence teams as well as individuals due to
which they put efforts in attaining organisational goals within time frame.
Culture:
It is defined as ethics, value, belief, norms, opinions and ideologies of people prevailing
in the organisation. The main role of managers of a company is to maintain effective relationship
between all the subordinates so that no problems is occurred at workplace (Desselle, 2016). With
the helop of Handy's Typlogy, it is analyse that culture is of four types which is mentioned
below:
Task culture: According to this culture, tasks and activities of a project is divided
between the staff members as well as team members. The aim to follow task culture is to
implement & complete task timely and effectively. With reference to Primark, its higher
authorities can adopt this culture as it develops positive behaviour of employees & team
members. It also help company to achieve their desired goals within the time frame.
Power culture: Herein, the control and power of taking decision is in the hands of few
employees prevailing in a company. Acquisition of this culture by Primark might arise issues &
disputes among the staff members. This also affect negatively on the business activities that
leads to decline in profitability level of company.
Role culture: In this type of culture, the task is assigned to team members as well as
employees by higher authorities according to the competencies, skills, qualification, knowledge
level of staff members. In relation to Primark, adoption of role culture enhance productivity of
subordinates and brings creativity in the organisation due to which company have the
opportunity to gain competitive advantage at marketplace. It also company to reach on leading
position in the retail sector in an effective manner.
Person culture: Herein, the main focus of higher authorities is on behaviour,
characteristics, attitude of staff members of company. If this type of culture is adopted by

Primark, it will develop positive environment at workplace which motivates employees to
achieve organisational objectives within stipulated time frame.
After analysing the forms of culture, it is determined that Role culture should be adopted
by Primark as it helps them to bring out creative and new idea at workplace due to which
productivity & profitability of company is increased in an effective manner.
Politics
It takes place when interaction and communication takes place at the workplace. It is of
two types that is positive politics and negative politics (Johns, 2017). In relation to Primark,
positive politics increases performance level of employees that directly enhance profitability of
Primark. Along with this, negative politics occurs disputes among the individuals and team
members and impact on overall efficiency of company in negative manner. It also reduce trust
level which employees have on company due to which efficiency and productivity of staff
members is decline. It also affect on the objectives of company in a negative manner.
By analysing the above discussion, it is determined that managers of Primark should
emphasise on building positive politics within the company as it assist them to retain their
employees for longer time frame. It will also help them to enhance performance & productivity
level of organisation in an effective manner.
M1 Analysis of Politics, culture and power on individuals and team members
One of the most factors that plays crucial role in an organisation or affect on the
behaviour of individuals & team members are politics, power and culture as well. Reward power
motivate employees to work with full potential that directly leads to raise in efficiency &
profitability of company. It is necessary for companies to develop positive politics at workplace
as it help them to maintain effective environment at workplace that reduces absenteeism rate of
staff members and leads to enhancement of performance of company (Kim, Eisenberger and
Baik, 2016). In addition to this, adoption of role culture at workplace develops new and creative
idea due to which an organisation have the opportunity to gain competitive advantage at
marketplace.
D1 Critical evaluation of relationship among power, culture and politics in organisational
success.
It is determined that relationship between politics, power and culture assist team
members to gain success in an effective manner. By the assistance of this, higher authorities of

company is able to maintain healthy relationship among team members and employees that
leads to increase in performance and profits of an organisation. In addition to this, raise in
performance and profits leads company to gain growth and success at marketplace.
TASK 2
P2 Content & Process theories of motivation.
Motivation is defined as a procedure to encourage, inspire, influence an individual in
order to raise productivity as well as performance level. In every organisation, leaders motivate
staff members to work with full zeal towards attainment of goals and objectives which in turn
affect on profits of company. Motivation also affect on the attitude as well as behaviour of
employees prevailing in the organisation.
Motivational Theories: This theories helps an organisation to identify needs of all the
staff members and then fulfil it so that employees take interest in business activities and
implement them in a proper manner. Along with this, motivational theories help companies to
build positive culture at work place and decline absenteeism rate of employees working in the
organisation (Kim, 2019). Moreover, it increases efficiency level of staff members due to which
companies attain higher growth. Motivational theories is of two types that is content theory and
process theory. This theories is mentioned below:
Content Theory: This theory focuses on changing behaviour and attitude of people with
the passage of time. It identifies requirements of and individual and then emphasise on the needs
and as well as goals of Team. In context to Primark, the content theory that is adopt by Human
Resource managers is ERG theory. This theory is discuss below with relation to company:
ERG Motivational Theory:
ERG theory was proposed by Clayton. p. Alderfer in the year 1969. This theory defines
that it is possible to fulfil more than one need at a particular time. It involves three needs that is
existence, relatedness as well as growth need. This needs are defined below:
Existence needs: It includes physiological needs or the basic human needs that is air,
water, food, clothing and many more. Along with this, it also involves safety and security needs
which make employees feel secure at workplace. In relation to Primark, its higher authorities
should emphasise on satisfying employees basic needs as it reduce mental stress of staff
members that leads to implementation of business activities in a proper manner. It can also give

incentives, on time salary and many other monetary benefits to employees so that they can feel
secured in the organisation that affect positively on performance of Primark.
Relatedness needs: This need involve social and self actualisation need which is external.
It is important for every people to build status in societies and maintain an effective relationship
with colleagues, family & friends (Lăzăroiu, 2015). In context to Primark, its higher authorities
should organise informal meetings and parties in order to make them familiar with other staff
members. Along with this, it help employees to share ideas and perception to each other. It also
develops good relation among team members that reduces absenteeism rate and leads to
increases in efficiency and productivity of employees.
Growth needs: This need focuses on self actualisation need of an individual. Along with
this, it also involves internal esteem of a person. With reference to Primark, its human resource
manager provide training and development session to staff members that increases competencies,
skills as well as knowledge of employees. The higher authorities can also organise activities
which help them to accomplish task in an effective and timely manner. Moreover, training
programs also brings out innovative and creative ideas which help company to raise their
efficiency and profitability level.
Process Theory:
The psychological procedure which affect people as well as group members to alter their
behaviour and act differently is referred as Process Theory. Process theory is mainly focuses on
analysing the reason why an individual behaviour is changing. In addition to this, it involves
motivating an individual in order to cope up with the changes in an effective manner. In context
to Primark, its HR manager uses Adam's Equity Theory as a process theory within the
organisation. Adam's Equity theory is defined below in context to Primark:
Adam's Equity Theory of Motivation: This theory was formulated in the year 1960 by John
Stacy Adams with an aim to motivate and encourage staff members of an organisation. Adam's
Equity theory is based on two factors. The first factor signifies that there should be fair as well as
equal treatment to the employees of an organisation (Liu, 2015). Making them feel impartial
builds negative mindset of staff members due to which their efficiency is declined and leads to
reduce in profitability of company. Motivational level of employees is totally rely on how well
they are treated at workplace. The another factor of this theory is inputs is equal to the output.
The confidence level of subordinates is decline when they did not get returns as compare to the

efforts they put in the working of organisation. Inputs involve hard work, skills, knowledge,
efforts, enthusiasm and so on. The output involves salary, incentives, bonus, monetary and non
monetary benefits and so on.
With reference to Primark, it is important for higher authorities to give rewards and
benefits to employees of their hard work as well as efforts. It can also provide other benefits such
as paid holidays, family trips, medical facilities to the staff members according to their
performance. It help company to motivate employees that directly leads to raise in efficiency and
productivity of Primark. Along with this, it assist mangers of Primark to strengthen their market
position and generates higher profits which in turn increases revenue of company in an effective
manner.
M2 Critical evaluation affect of motivational theories on behaviour of individuals
Motivational theories influence on behaviour and attitude of an individual in a positive
manner. ERG theory states that more than two needs of an individual is fulfilled at a time as it
affect on the behaviour of employees positively (Ludwig, 2015). If it is talked about Adam's
Equity theory which is based on two factors that is employees treat equally in the work premise
and their output is equal to the input of employees. This build positive attitude of employees
towards the company which help a company to attain higher growth as well as leading position
in the market.
TASK 3
P3 Effective and Non effective Teams.
Basis Effective Team Ineffective Team
Interdependence The members of effective team
have clear about the task and
roles they need to perform.
They know targets which is to
be achieve this there is
interdependence among
effective teams.
The members of ineffective
teams have no set vision and
this there I lack of
interdependence due to which
they are not attaining goals
within time frame.
Communication Herein, two way Ineffective teams uses one way

communication process is used
that give right team members
to share their thoughts & ideas
to other members of team
(McShane and Glinow, 2017).
communication process due to
which issues and problems is
arise among the team
members.
Decision-making Process Herein, managers give
authority to team members to
participate in decision making
so that they can express their
ideas in teams that leads to
innovation of creative idea in
the organisation.
The decision making is only in
the hands of higher authorities
and as per that business
activities is performed and
implemented.
Types of organisational Teams
The group of people who mutually perform together towards a common goal is defined as
Team. There are various types of teams which is mentioned below in context to Primark:
Functional Team: In this, members consist of similar expertise is working togethet
towards an objective. With reference to Primark, development of this team help company to
implement activities in a proper and effective manner.
Problem solving Team: It is determined that problem solving team is temporary in
nature and develop in order to solve specific issues (Miner, 2015). This team will help Primark to
easily handle situations as well as problems in a best manner.
Project Team: This teams is properly structured and have assigned duties to perform in
time frame. It help managers of Primark to attain their desired goals within stipulated time frame.
Tuckman Team Development Model: This theory focuses on performance level of employees
that is associated from starting to completion of a project or task. Along with this, it states that
establishment of teams helps an organisation to develop positive environment at workplace. If
this model is adopted by senior authorities of Primak it will help them to manage as well as
coordinate teams in a proper manner. This model consist of five levels which are as follows:
Forming: Herein, the members of team is gathered & task is clearly defined to them in a
proper manner. The members introduce itself to others so that they can implement task

effectively which is assigned to them. In relation to Primark, it is important for mangers to assign
task to team members effectively which help them to attainment of goals within time frame.
Storming: At this stage, the problems is occur if the perception and thoughts of team
members is not matched so it is essential for higher authorities of Primark to build teams after
considering behaviour of employees of organisation.
Norming: At this level, the members of team is agree to work together nad they start
trusting on each other as it will help Primark to attain competitive advantage at market and to
gain success within the market.
Performing: At this stage, all the team members emphasise on performing task assigned
to them in a proper manner so that goals can be achieved within the time frame (Smither,
Houston and McIntire, 2016). It is essential for Primark to keep motivating team members that
leads to increase in efficiency and profitability of company.
Adjourning: Herein, the task assigned to team member is completed & teams members
are disbursed. It is important for mangers of Primark to ensure that relationship between team
members is remain same which help them in their future and also maintains positive environment
at workplace.
M3 Analysis of group development theory
It has been analysed that Tuckman development theory helps managers to evaluate and
check performance of team members from starting to completion of a project. Along with this, it
is determined that group development theory assist companies to attain their desired gaols within
stipulated time frame.
TASK 4
P4 Concepts & philosophies of organisational behaviour
Path goal Theory: It is a leadership theory which determines behaviour of leader is
contingent to the motivation & performance of employees. With reference to Primart, this theory
will help leaders to give right direction to subordinates which in tuen assist company to attain
their goals within stipulated time frame. Path goal theory involves four styles which are as
follows:

Directive: In this, leaders of Primark guides employees so that business activities is
executed in a proper manner that leads to achievement of objectives on time period (Tankebe and
Meško, 2015).
Achievement: Herein, leaders of Primark encourage subordinates of company towards
achievement of their desired goals. The higher authorities of Primark emphasise on performance
of employees so that goals can be achieved in an effective manner.
Participative: The leaders of Primark gives opportunity to staff members to take part in
decision making of company as it make them feel valued and important part of organisation due
to which productivity and efficiency of employees is enhanced.
Supportive: Herein, leaders of Primark focuses on fulfilling requirements of employees
which motivate them to work with full potential towards organisational objective.
M4 Evaluate concept and Theories that influence behaviour in positive & negative manner
Path goal theory affect on employees in a positive as well as negative manner. They work
according to the guidelines given by leaders due to which they attain targets and get rewards
from higher authorities which affect positively on behaviour of employees (Waldman, Ward and
Becker, 2017). In addition to this, working according to leaders declines creativity level of staff
members that affect behaviour in a negative manner.
D2 Critical evaluation of team development theory with concept and theories of organisational
behaviour.
Tuckman team development theory help companies to focus on performance level of
employees whereas path goal theory help leaders to motivate and guide staff members that leads
to increases in performance level of employees prevailing in organisation (Wilson, 2017). Thus,
both team development theory as well as path goal theory influence on behaviour of employees
in an effective manner.
CONCLUSION
From the above study, it has been concluded that study of behaviour of individuals and
team is important for mangers in order to satisfying needs of employees and to attain
organisational objectives within time frame. In addition to this, it is essential that employees I
treated equally at workplace and they get output according to the efforts they put in towards

gaining objectives on time frame as it increases performance as well as productivity level of
employees which in tun leads to raise in profitability of company.

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