Organisational Behaviour Report: Power, Culture, Politics, and Teams

This report provides an in-depth analysis of organisational behaviour, specifically focusing on the influence of power, culture, and politics on team and individual performance within A A David & Co Limited. The report begins by defining organisational behaviour and its significance in understanding and influencing employee actions. It then explores the impact of power dynamics, including coercive, reward, legitimate, referent, expert, and informational power, on both individual and team outcomes. The report also examines the role of organisational culture, utilizing Handy's typology and Hofstede's cultural dimensions to assess how cultural elements shape employee behaviour. Furthermore, the report delves into organisational politics, examining Chanlat's characteristics of political behaviour. The analysis covers motivational theories and team development, offering insights into how these concepts affect organisational goals. The report also explores the impact of power and culture on team and individual performance. Finally, the report concludes with a summary of the key findings and their implications for enhancing organisational effectiveness.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Influence of organisation's politics, culture and power on team and individual performance
.....................................................................................................................................................3
TASK 2............................................................................................................................................6
P2: How Content & Process theories of motivation helps in achieving organisational goals....6
TASK 3............................................................................................................................................7
P3 State what makes a team more effective as opposed to an ineffective team.........................7
TASK 4..........................................................................................................................................10
P4 Applying Concepts and Philosophies of Organisational Behaviour ...................................10
CONLCUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour is defined as a field of study in which managers understand,
predict and influence of the activities of individuals who are working in firm. In addition to this,
it is a study of individual's performance within the firm. It is an environment in which the
employees perform their duties. This assignment is based on A David & Co Limited which is
dealing in food and beverages items. This report will discuss about influence of culture power
and politics on behaviour of individuals. Different type of motivational theories which are used
by the firm for motivating the employees along with team development theories will also covers
in this assignment. Path goal theory and its influence on behaviour of employees and different
kind of barriers which provide difficulties to the employees for performing the task in effective
manner will be also discussed in this report.
TASK 1
P1 Influence of organisation's politics, culture and power on team and individual performance
Power, politics and culture play an essential role within the firm. In every firm, politics
influences positively and negatively on the working behaviour of employees. On the other hand,
power is a capability of an individual who can affect the working performance of other
individuals. For using power in a systematic manner, managers of firm have to provide right way
to their employees so that the desired goals of organisation can be achieved within the given
time period (Zhu, 2015). Managers have to take various decisions for increasing the productivity
of company such as delegating the roles and responsibilities to the employees, providing rewards
to best performer etc. As the A David & Co Limited has an effective team of managers so that
they can implement all these factors in effective manner through which the performance of
employees can be increased.
Power – It is an ability of a person who can influence others for performing an action or
a particular task. Various kind of power which can be used by the managers of cited firm are
given as under:
Coercive power : In this kind of power, managers forced their employees for completing
the task. A David & Co Limited can't implement this power in their workplace because it will
influence performance and productivity of the employees negatively. It also increases

demotivation and dissatisfaction among employees which will be harmful for the brand image of
firm.
Reward power : This is a power which is used by the manager for enhancing the
motivation of employees for taking better contribution from them. In the case of A David & Co
Limited, their HR manager has to provide rewards to their employees in terms of financially and
non financially. With the help of this, they will increase the loyalty among employees.
Legitimate power : This power is situated with the position which is given to a person
by its superiors, when it loses its position then the power will be disappears. Board of directors
and CEO of cited firm has such kind of power which is given to them for controlling and
regulating the whole operational activities of firm.
Referent power : This is defined as personal power of the managers. In the context of A
David & Co Limited, the HR manager should use this kind of power and provide it to the
leaders, so that, the maximum productivity can be achieved within a short period of time.
Expert power : This power is gained by a person through taking a long time experience
of a particular field within the firm. In the case of A David & Co Limited , HR managers have
such type of power because they are working in the firm from a long time period. So that, they
can use this for handling different kind of conflicts and issues which are arises in the workplace
(Shi, 2013).
Informational power – This kind of power is given to the employees who support the
firm and perform their roles and responsibilities in a systematic manner. Furthermore, this power
is given to those who have ability to access and secure the important informations of the firm. In
the context of cited firm, HR manager and directors have such kind of power.
From all the above discussed kind of power, the managers of cited firm have to adopt
reward power through which the dedication level of the employees towards the firm will be
increased and they perform their task in efficient manner. The influence of power on the
performance of employees and teams is defined as under
Impact of power on the individual and team performance
Base Team performance Individual performance
Power When power is given to those
employee who is not
supportive in nature then team
When the power is allotted to
wrong persons who has no
ability to handle the functions

performance can be negatively
influenced. If the managers
will distribute the power to
wrong persons then it enhance
the demotivation in the
employees.
of team then it impact
adversely on the performance
of employees. Person having
this kind of power can misuse
it due to which the work
pressure will be high on the
employees and they can't
perform their task in effective
manner due to which their
efficiency will also decreased.
Organisational culture : It consists various kind of elements such as mutual values,
beliefs and assumptions on which the organisational structure is formulated. These values help
the managers in analysing the behaviour of the employees. Every company has their own culture
which guides them in knowing the behaviour of their employees. For understanding an
organisational culture the Handy's typology is an appropriate theory which is discussed as under:
Handy's typology of organisational culture – This theory was given by Charles Handy.
It states that, every firm have to follow an effective culture which includes beliefs and
assumptions through which, the desired targets can be achieved in systematic manner. This
theory has four parts which is briefly explained as under:
Power culture : In it, power is given to those who have ability to make decisions for the
betterment of firm. These people have to make quick decisions without taking any support from
the staff members. In the context of A David and co limited, the HR manager can't adopt this
kind of culture for regulating and controlling their employees because it influence negatively on
the brand image of firm.
Role culture : According to this culture, the managers have to define duties and
responsibility to their staff members on the basis of their skills and strength. So that the desired
task can be completed within allotted time period. In David and co limited, HR manager has to
provide the roles and responsibilities to their employees as per their skills and strength.
Task culture – In this, the employees who have same experience and skills are formed in
a group for completing a desired task. HR manager of A David & Co Limited have to divide the

workforce in groups so that the efficiency and productivity of the employees can be increased
(Scott, 2018).
Person culture – It also assists the managers in enhancing the ability of staff members
for this, they have to provide opportunities to their employees so that their capabilities can be
recognised by the managers. In the context of A David & Co Limited, Their HR manager should
adopt this culture because it enhance the confidence level and morale of the staff members which
will be helpful for the firm in gaining competitive at the marketplace.
Hofstede's cultural dimensions – This theory was given by Geer Hofstede in it they provided
regional and national elements that provides contribution in a culture of an organisation and
provide influences on the behaviour of employees who are working within the organisation. This
theory is divided in four parts which are briefly discussed as under:
 Masculinity vs Feminity- It is an impact of differences in the values of genders as per
the organisational culture. The male employees are higher in nature than the female
workers in A David and company limited so that most of female employees are not
performing well on the given task.
 Individualism and collectivism- It is a strength of culture which binds the employees in
the workplace. Management of David and company limited is highly depends on the
teamwork therefore, most of the tasks of organisation are performed with the teamwork
because it also assist them in gaining better contribution from them for completing an
assigned task.
 Index of uncertainty avoidance- In it, employees are understandable and
knowledgeable therefore they can perform under the complex situations. As organisation
is trying very hard for avoiding these kind of situations and also encouraging their
employees so that better results can be gained in future time.
 Long-term orientation - Interrelationship is also essential at the workplace because it
encourages the managers of firm to build better position of firm in the marketplace. By
taking support from this dimension, Management of A David & company limited can
easily motivate their employees for getting better contributions from them so that
competitive advantage can be gained within a small time period.
From the all above cultures, the cited firm have to adopt person culture and long term
orientation in their workplace through which, the productivity and performance level of the

employees will be improved which assists the firm in getting growth and sustainability in
market. If the management will implement power culture in their workplace then it influence
negatively on the performance of team and individuals. The negative impact of culture is defined
as under:
Team performance Individual performance
Culture When organisational culture is
changed then the teams of firm
has to change their working
behaviour accordingly. Due to
this, the efficiency and
performance of team members
will also affected and they will
not perform their tasks in the
given time period.
When the performance of team
gets impacted due to
modifications in the culture
then the employees have also
responsibilities to modify their
working style so that they can
work according to the
modifications. The performance
of employees will also gets
affected and they can't perform
on the given task in an effective
manner.
Politics – Organisational politics is a process or behaviour of human interactions who are
involved in power and authority. In addition to this, it is an effort of an individual who influence
the activities of others so that preset objectives can be achieved within a given time-frame. This
factor can be understood through Chanlat's characteristics of political behaviour which is briefly
discussed as under:
Chanlat's characteristics of political behaviour: Chanlat have categorised the characteristics
in three parts which are briefly explained as under:
 Decisional- This is related with the recruitment and selection process in which the HR
manager has to take quick decision for selecting the able employees. So that, the firm can
get experienced employees which will be helpful in future functioning of task.
 Personal – This is connected with the employees which gave responsibilities to them for
using political behaviour and power so that they can gain a good position in the
workplace.

 Structural – It provides assistance to management in formulation of a systematic
structure so that the decisions will be made in quickly and systematic manner.
Impact of politics on individual and team performance
Team performance Individual performance
Politics If the employees will engages
in politics at the workplace
then they will not focus on the
desired goals and targets due
to which team performance
will also hampered and they
can't enhances the productivity
of firm.
When the employees will not
concentrate on the work then
the productivity and
profitability of the firm will be
decreased. In the context of
politics, if employees starts
politics in the workplace then
the other employees will also
loose their concentration due
to which the profitability of
firm will be decrease in the
marketplace.
Impact of power, culture, politics and politicking on individual and stakeholder's
behaviour- When employees does not get the required support and guidance from mangers due
to exerting power forcefully their behaviour will change which will impact their performance
and there are chances that they can engage in office politics which will impact the behaviour of
other employees. This will create a negative working culture in the firm which will impact the
business operations and performance. The impact on business operations will also influence the
other stakeholders as they are also providing their efforts and contribution to the firm

TASK 2
P2: How Content & Process theories of motivation helps in achieving organisational goals
Motivation: It is a process through which people are stimulated for performing actions
so that, the desired goals can be achieved. In addition to this, it is a desire of an individual which
encourage them for performing activities so that their needs and wants can be fulfilled.
Motivational technique – There are mainly two types of motivational techniques that
can be utilise by managers for providing motivation and encouragement to their employees so
that better contributions can be gained from them.
Intrinsic motivation –This is a working behaviour of employees which is usually comes
after providing more efforts in a specific activity or field. This kind of technique is used by the
employers for the employees when they already encouraged for doing a specific task or activity.
In the context of A David and company Limited, they can use this technique for enhancing the
skills or capabilities of their employees.
Extrinsic motivation – This is a technique or behaviour of an individual which is arises
for earning external rewards in the workplace. For example- Managers of cited firm have
organise an activity in which they have decided to provide employees of the month at the end of
month in order to getting maximum contribution from the employees. Therefore, it is a technique
which is used for attracting employees for engaging within the organisational activities so that
organisational objectives can be achieved in a given time period.
Content theory of motivation: This theory focuses on those elements which encourage
the employees for doing actions in the workplace. Managers of A David & co limited should
analyse the elements which can influence the working behaviour of employees. For determining
such kind of elements, the Managers of David and co limited can use Maslow's hierarchy of
needs. The theory is briefly discussed as under:
Abraham maslow's hierarchy of needs- This theory is divided in five parts with a process
which is started from lower and ends at upper part. According to this theory, desires of
employees are based on time. The process of this theory is briefly defined as under:
Psychological needs - These kinds of wants of employees are related with basic
requirements of individuals without it, any person can't spend their life comfortably. These needs

include food, roof and cloth. HR manager of cited firm have to consider such needs and fulfil
them accordingly so that, the employees can be retained for a long time period.
Safety needs – When the first need is fulfil then individual wants protection and safety of
themselves and their family members. For such kind of need, HR manager of David and
company provide job security to their employees so that their loyalty will be increased towards
organisation (Piercy, 2014).
Social needs – As per this need, employees wants motivation from their superiors so that
they perform better on the given task. Therefore, HR manager should formulate a healthy
workplace in the firm so that maximum efforts can be achieved from them for achievement of
organisational goals.
Esteem needs- In this, workers in the firm wants recognition of their performance from
the managers. For this, the HR manager of cited firm have to provide motivation so that effective
contribution can be gained by the workers for achieving the desired targets.
Self actualizing needs- when all the needs of individuals are fulfilled then the time of
this need. In this, workers of the firm wants to improve their performance level so that, the
managers have duty to provide difficult task to them so that their desired needs can be fulfilled.
Advantages Disadvantages
This theory can be understand and implement
in easy manner at the workplace so that better
contribution can be gained from them.
It is not considered the actual needs and wants
of the workforce that can enhances the chances
of issues and conflicts at workplace.
Theory X and Y – It was introduced by Douglas McGregor in the year of 1960 in which
they have categorise the needs of employees in two parts on the basis of behaviour and working
nature of employees like X and Y. In it, first one is negative and other one performs their duties
in positive manner at the workplace. Some assumptions of this theory are given as below:
Assumptions of Theory X – In this assumption, this kind of human does not want to
perform their duties and also provide negative influences on the working behaviour of others that
reduces overall performance of firm. This theory defines that average employees who are
working within the organisation and not like to work hard. They also always trying for escaping
from their duties if it possible. In it, over-sighting of managers also plays negative roles because

they wants to take more contribution from their employees which is higher then their capabilities
therefore it also provide negative impact on the performance level of the employees. This kind of
employees does not want any kind of responsibilities at the workplace and not wants regular
modifications at the workplace.
Assumptions of Theory Y are given as below:
 In it, workers are highly motivated and encourages due to which they perform their tasks
in most efficient manner so that organisational goals will be achieved within the given
time period.
 Managers always support their employees so that motivation level of them never reduced
at the working place.
 In it, employees are highly devoted or dedicated towards the organisation and always
supports the managers with their new ideas and techniques.
From the above discussed theory, it can be said that there are two kind of employees at
every workplace in which one are highly motivated and other one are not understands their
responsibilities due to which overall performance level of the firm are negatively impacted.
Managers of A David and company limited can't use assumption of theory X in their workplace
because it can reduce the profitability and market share of firm. There are some advantages and
disadvantages of this theory which are given as under:
Advantages Disadvantages
It provides a better guidance to the superiors of
the organisation in evaluating the human
behaviour at workplace.
It does not provide actual views of managerial
theories and practices therefore, this model is
less liked by managers.
Process theory of motivation: This theory focuses on how to provide motivation to the
employees at workplace. The manager of David and co limited should adopts such theory for
motivating and influencing the working nature of the employees. For implementation of such
theory in the workplace, the managers of cited firm have to arrange some training and
development programme for their staff members so that right skills and strengths can be
achieved by them. With the help of this, the firm will definitely take growth and success in the
marketplace. For adopting such theory managers have to take supports from Vroom's expectancy
theory which is discussed as under:

Vroom's expectancy theory: This theory was given by Victor vroom which is used by
the managers for determining the needs and wants of the employees so that the organisational
goals can be achieved. This theory is divided in three parts which are given as under:
 Expectancy: In this, HR manager of firm should provide training programmes to their
employees so that their skills can be improved and they perform on the task in effective
manner.
 Instrumentality: In this, HR manager have to provide rewards to their employees due to
which they will get motivated and perform well in achievement of organisational goals
and objectives.
 Valence: Managers of cited firm have to make some policies so that they can determine
the needs of their employees and by fulfilling it, better performance of the employees can
be gained by the managers (Geppert, 2017).
Advantages Disadvantages
This theory is emphasizes on providing
rewards and incentives to the employees so
that their desired needs can be fulfilled and
better contribution can be received from them.
It can't provide positive results at every time.
Therefore, it is less uses by the managers of
each firms.
Adam's Equity Theory
This theory was given by Adams in 1965 and they states in this theory that every
employee of the organisation wants a better relationship between the performance and rewards in
comparison of others. If the employer does not provide better outcomes as per the inputs of
employees then they will feels demotivated which will negatively influences on the overall
performance of teams and individuals of firm. This theory is also divided in three parts which are
given as under:
Overpaid Inequity – When workers of the organisation will gets better outcomes then their
inputs then it can be defined as the stage which encourages the employees for providing more
efforts for achievement of organisational goals. It can be understand by a formula which is given
as under:
Inputs of individuals > received output