Organisational Behaviour Report: Culture, Motivation, and Power

This report delves into the multifaceted realm of organisational behaviour, examining critical elements that shape individual and team performance within a company. The report begins by exploring the impact of culture, power, and politics on employee behaviour, using the example of Tesco to illustrate these dynamics. It then transitions to a discussion of motivation, differentiating between content and process theories and highlighting techniques like Maslow's Hierarchy of Needs and Herzberg's Two-Factor theory. The report emphasizes the importance of understanding these factors for achieving organisational goals and objectives. It further analyzes the characteristics of an effective team and explores the influence of organisational behaviour concepts and philosophies. The report concludes by synthesizing these insights, providing a comprehensive overview of how organisational behaviour principles can be applied to enhance workplace dynamics and drive success. The report aims to provide a detailed analysis of the elements like culture, power and politics which impacts the behaviour of individuals employed in a firm. Other than this there will be brief on various theories of motivation which helps an organisation in attaining the desired goals and objectives. By analysing this learner will get to know the importance and effectiveness of motivation in a team. With these how an organisational behaviour and attitude of their employees can impact the workplace is highlighted. In this the scenario of Tesco will be taken and a HR will be appointed and will be taking care of the human resources.

Organisational
Behavioural

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Impact of culture, politics and power on individual and team behaviour and performance.1
P2. Importance of content and process of motivation and motivational techniques in achieving
goals. ..........................................................................................................................................4
TASK 2............................................................................................................................................6
P3. Understanding of an effective team......................................................................................6
P4. Concepts and philosophies of Organisational behaviour and their impacts.........................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational Behaviour is considered crucial for every enterprise to carry out their
business functions. It is organized learning of actions of people or groups working for a company
and affects the productivity and profitability of business in both positive and negative aspects.
Organisational behaviour is the study and application of knowledge about people act in a
company and is the human tool for human profit. It includes nature of man and nature of the
organisation. The topic covered in this includes cognition, decision making, learning, motivation,
negotiation, impression, group process, power and influence (Clegg and Dunkerley, 2013). The
aim and objective of this report is to highlight various elements like culture, power and politics
which impacts the behaviour of individuals employed in a firm. Other than this there will be
brief on various theories of motivation which helps an organisation in attaining the desired goals
and objectives. By analysing this learner will get to know the importance and effectiveness of
motivation in a team. With these how an organisational behaviour and attitude of their
employees can impact the workplace is highlighted. In this the scenario of Tesco will be taken
and a HR will be appointed and will be taking care of the human resources.
TASK 1
P1. Impact of culture, politics and power on individual and team behaviour and performance.
Every firm has two elements that is material and the human resources. Human resources
has significant role to play in various operations performed in the company. Almost every
company has the aim of attaining the certain goals and targets. So for that each one should have a
structure influencing their functions in direct manner and at the same time working structure of
the company is influenced by the performance of their employees, management and etc. Other
than these there are certain person factors like attitude, personality, values and perception plays
the equal role in this context (De Board, 2014). For example; taking the scenario of Tesco
company where they are going to hire an HR manager asked the applicants to highlights certain
elements which can impact the behaviour of the employees in a firm. As a Business Advisor to a
local commerce 's employer advisor form I will show the ways to improve the organisational
behaviour. Factors like culture, power and politics shows influence on the performance or the
efforts of the company.
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Culture: Culture of any organisation may be concerned to their values and believes
which they follow from a long period of time. Whatever will be the values and beliefs of any
staff will affect the behaviour and attitude. Behaviour of the team and the satisfaction level are
the two things which are affected through the culture. It can be said that it has both positive and
negative impact on the working of employees of company (Boliari and Topyan, 2011). During
the time of communicating and creating ethos for corporation to their employees it is crucial to
be accepted by them otherwise it will influence their attitudes and behaviour in negative way.
They need to ensure that whatever is the culture should revolve around the functions and should
support the people and if this will assist them in attaining the goals and objectives which they
have set for the business.
The organisational cultural followed by Tesco impacts the performance and motivational
level of their staff members. Management, workers and other people who are attached to them in
some or other way try to put their efforts to achieve the targets because they are well aware of
the fact that with the increase in the performance of the company will also give them benefit in
some or other way. The other influencing factor is that they carry out their business activities in
more than one culture. The reason behind this is that management has to take care of the thing
that they have to increase the efficiency level of their employees through adopting more than one
working culture. In the process of hiring any employees for the new job they should try to shape
their process in a way that they get more applicants and these people are of same values and
beliefs thus matching the core culture of Tesco. When such thing will happen they will get
benefits in strengthening the corporate culture which they follow. There might be situation when
the negative culture in the business bring certain behaviour which yields lots of hurdles in front
of the company (Hassard and Pym, 2012). Hurdles may be the lack of the moral support, poor
discipline, lack of discussion, hyper competition among the colleagues which can influence their
working in negative manner. It ions not necessary that each organisation will have the same
organisational culture as each of them have different structure. Organisational culture shows the
working styles which is followed by the firms. The management of Tesco is well aware of the
fact that each employees who are part of the company has different beliefs and attitudes so it is
their responsibility to set a coordination between them so that they can achieve whatever they
want. To set a balance between them all they set any organisational culture in the form of vision
they want to achieve through common interest. There might be situation when the management
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of Tesco decides to change their culture which they follow so this will directly hamper the
working of the firm as the employees are not ready for any change in the culture. So in such
changes training is provided to the employees so that they can adapt according to the changes.
This will ensure the future growth and will also increase their efficiency.
Power: It is considered as the ability of the person and the group to influence any
functions of the company in which they are employed. In large organisation like Tesco has
management who manages the powers and deal with various operations related to their business.
If they use their power in better way and puts proper efforts they will easily be able to achieve
the targets which they have desired for (De Board, 2014). But at the same time if they don't use
in effective manner than the outcomes will not be according to their will and will show them
negative trends. Such thing happen when the managers at Tesco does not take their work
seriously and has lack of concentration. Which the power the perspective or the behaviour of the
employees can be changed. Each organisation has two kinds of power and they both have the
negative as well as positive in the company.
If the things are in positive way or the positive power of the company increase the
productivity of the firm. In such situations the staff of the company are allocated some power to
make certain decision. In Tesco, to achieve the target goals employees put their hard efforts to
bring more efficiency. They follow a structure in which all the staff is divided into various
departments according to the functions which has to be carried out. After that the departments
are further sub categorised into small units. It is observed that in successful organisations like
Tesco positive working environment is created for the employees and team members so that they
can work more efficiently. Those people who are performing well are appraised and are given
certain rewards so that their moral can be high (Hogg and Terry, 2014). This will bring
confidence in them and next time they will put more efforts to get the rewards. It also creates a
healthy competition at the workplace. So it is analysed that the power highly impact the
behaviour and attitude of the people in positive way.
Politics: Politics in the organisation is related to the individuals who are working in the
company. It is concerned to the goals and objectives which they have to achieve and involves
people and their behaviour which can hamper the growth of the company. So it becomes crucial
for the management to explain the politics in the firm from higher level to lower level. The
organisational politics my have the positive as well as the negative impact of the company and
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the employees working. In the success of Tesco in the market it has played a crucial role as their
management is gained success in creating a positive impact of the politics. To increase their
productivity and the efficiency they should also bring a political culture among the employees so
that they can make them happy (Clegg, Kornberger and Pitsis, 2015). To make things better they
have to make sure that they have simple and effective policies, rules and regulations for the
employees of Tesco. With this workers will be aware about the process which they have to
follow and how they can reach to the targets. Increase in the job satisfaction and decrease in the
employee turnover are the two benefits of positive politics at the workplace.
It could be said that culture, power and politics of the organisational impacts the
behaviour of the staff in the company in both positive and negative manner. Whatever decision
will be taken by the management should be done through proper analysis of the condition of the
company and should ensure that it does not effect the profitability. They should make decision
through taking care of the interest as this has several benefits like through it they will feel valued
and no negative feeling will come in them.
P2. Importance of content and process of motivation and motivational techniques in achieving
goals.
Motivation can be called as the procedure through which employees are inspired so that
they can achieve the goals and objectives in effective manner. Every firms wants that their
employees are motivated and their moral is high because they know that if this will happen then
they will perform their roles and functions properly. In this context Tesco can consider two
motivational theories that is content and process theories. Those factors which are present in the
person are part of content theory and these help them in encouraging, energizing and maintaining
their behaviour (Swaminathan and Rajkumar, 2013). Through them it is analysed that what are
the interest of the employees and what all things can be done to motivate them. Those theories
which are part of this is Maslow's hierarchy of need, Herzberg's two factor and David
McClelland theory. The other theory which is process theory shows that how behaviour of
individual is directed, energize, encourage and stopped. It includes reinforcement, expectancy,
company and process of deciding the goals. It is my duty to motivate the staff of the company
through following the theories used by Tesco:-
Maslow's Hierarchy of Needs: The concept is based on the fact that requirements of
people are ranked in hierarchy. This is the theory which is adopted by most of the companies as
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it is the traditional method to motivate their employees. Water, food, shelter, clothing etc. are
basic requirements of people which are considered as physiological needs. When these
requirements are fulfilled they look for safety which they want that they should be away from
any danger, pain and etc. Social needs are also important so a person try to maintain a relation
with other individual and develops a attachment bond. Other one which is included in this is the
esteem needs in which a person wants that he or she should be respected by other person and
through it they will get a feeling that they are important to them and their work is appraised by
the company.
It is a hierarchy of the needs in which the final stage is that they want to gain certain
skills and knowledge so that they can attain their targets. When all the needs and desire is
fulfilled by the company than the motivation level of the staff will be high. Employees
enthusiasm will be high and will help the company in increasing their productivity as now they
will be putting more efforts (Lewis, 2011).
There are also some of the negative aspects of this which can bring obstacles in the
productivity. The major negative point of this theory is that all the needs are overlapping and if
any one will not be fulfilled other will be impacted from it. There is not direct relationship
between behaviour and desire of the individual because any particular need of the person can
cause difference in the behaviour of that individual. Employees are not aware that what they
want so it will be tough for management to know them and their needs.
Herzberg's two factor theory: Hygiene and motivators are the two elements which are
described by Herzberg for the motivation of people. It is the duty of the management of Tesco to
know what are the hygiene factor and motivate their employees. These may include policies of
the firm, working environment, supervision, safety, salary, job security and etc. In this process
the first thing which they will be doing is to know the factors which are influencing the working
of the employees at Tesco. Some employees working in Tesco don't feel safe at the workplace as
the safety norms are not properly followed. This way they don't feel motivated. Achievement,
interesting job, recognition, increase in responsibility, growth and advancement are the
motivators factors.
The negative part of this theory is that it focus on job enrichment and puts less emphasis
on increasing the job satisfaction level of the employees. There are various other factors where
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attention to them is not paid and these includes pay structure and interpersonal relationship
which has great significance in them.
Acquired Needs Theory: In their life experience people acquire three kinds of needs and
these are related to achievement, affiliation and the power of individual. In the company the
management hire those who has strong vision, ready to work on time and put forward their
creative ideas in-front of the managers. Such people wants to grow and become successful in
whatever they do. These kind of individuals are give motivated by the employers as they know
that these people are assets for the staff.
In the second desire a person might have need for the affiliation if they want to make
plans with their friends and family. This desire may act as disadvantage at manager post because
here the person will think that through which perception he is looked by other person. Those
individuals who need any kind of power will try to regulate others and will also try to influence
the perception of the others (Zalk, Bosua and Sharma, 2011). The staff wants to gain power
through impacting the work of others. The management will try to put their efforts to motivate
their employees.
To use any of theories requirement is analysed and used by almost all the organisations as
they are aware of the fact that motivation is necessary to yield better performance from the
employees. Tesco uses variety of techniques in reference to these context and which will be more
appropriate is analysed through level of the employees. Each theory has equal importance at their
places and it depends on the work place that which will be more effective.
TASK 2
P3. Understanding of an effective team.
A group of people coming together with a common interest is called as team. There are
formal and informal teams or groups in any organisation. Both are differentiated on the fact that
formal groups are developed to attain certain targetless decided by the management. Informal
groups are those which are formed with the aim of developing better relationship among the
subordinates. There are various stages which are involved in the growth of the formal groups.
Forming: It is the initial stage when the individuals of the team meets and they introduce
themselves. Various information related to their work experience, background and interest is
shared among each other. These are the elements which creates first impression and they get to
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know about the activities which they have to perform. In all they get to know the motives of the
team which has formed. On the other side the leader should have full fledge knowledge about the
goals and objectives which has to be achieved. With this they will able to perform their job more
efficiently. It is the leader on whose orders the team will work so in allocating the task he should
first know interest of each person.
Storming: The new teams members work with each other and try to compete through
giving better ideas and suggestions on which they can work. In such situation conflicts may arise
due to various different opinion of each other so in those condition it will be the duty of the
leaders to resolve and remove the disputes (Wilson, 2013). All the team mates need to know how
they can work together and coordinate with each other so that no disputes can come. This may
influence the performance of the team members in both positive as well as negative. If the
leaders does not do anything about the issues then it can stop their growth.
Norming: This stage set the coordination and the team starts to work effectively. In this
there personal goals gets obstructed and they try to focus on the organisational goals and
objectives. They try to implement the suggestions thus respecting them. They focus on the
guidelines given by the leaders regarding the task in which they are involved in. Leaders give
certain instructions to their team members and allocate the responsibility. Leader act as coach
and now the people are free to resolve their issues. This this impacts the organisation in positive
way as performance of each individual improves.
Performing: In order to reach to the goals the team member perform the tasks which has
been given to them. Those who believe that each and every one in the team has equal
significance reach to this level. Now the team has become flexible in handling any kind of
situation through increasing their working efficiency (Watson, 2011). The growth and success
can be creativity, flexibility, open relationship, initiatives, high morale and success. When they
will put their best effort they will easily able to reach the satisfaction level. When the goals and
targets are achieved this stage comes to an end.
Adjourning: It can be considered as the final step in the growth of the group or team.
When all the goals are accomplished there is withdraw of the teams. The team was formed only
because all the targets are attained now there is no use of it and according to the guidelines it is
adjourned. Now each person go to their areas and do their personal work.
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Performing in a team is very important for the company like Tesco. Management take the
responsibility to create various teams so that whatever tasks has to be done is performed by
them. All of them have different operations and if they will gain success in doing whatever is
asked to do they will able to create better working environment in Tesco. If there will be lots of
differences in the team so it will become an ineffective team and thus will create lots of
problems. If the employees who are part of the team is not performing well and behaviour of the
team is not appropriate then it will create ineffective team (Lammers and Hickson, 2013). They
can adopt above theories to solve the issue coming in between the teams because employees are
not motivated that's why they are not performing up to the mark. Through effective leadership
thing scan be solved at great level and will create better working environment in the
organisation.
Teams will only become effective of they followed the stages of growth of group as
mentioned above. The teams were formed to attain the desired goals but in the scenario of
informal groups they are formed to satisfy the social needs. In a group when the group members
try to coordinate with each other through negotiating on certain points then this brings better
results. When such thing will happen there will be less chances of conflicts coming in the way of
attaining the goals. In Tesco, through teams workload is reduced through dividing it into teams
and they are able to reach the targets in less period of time.
P4. Concepts and philosophies of Organisational behaviour and their impacts.
Organisational behaviour is directly attached to the human behaviour. It can be improved
through the role of manager who will conduct sessions to train and motivate the employees. This
will bring a satisfaction level and better productivity. Employees who are part of Tesco can
increase their performance at the work place and with this better outcomes will be achieved by
Tesco. With proper organisation behaviour there can be flexibility in the working environment so
which will able to maintain the efficiency (Hassard and Pym, 2012). To gain best efforts from
the employees their knowledge needs to be increased. When they will have knowledge they will
able to identify the demands and behaviour of the customers. If Tesco will have effective
organisational culture then they will gain success in providing ethical working to their
employees. When this will happen they will able to use the resources properly and will also get
success in allocating the tasks with a plan. There are various concepts which can be adopted by
them.
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Path Goals Theory:- It is a theory which is based on the certain leadership style. It states
that in order to make the employees more productive their can be encouragement, satisfaction
level and empowerment tools can be used. To work in the effective manner or to create better
working condition this technique will be beneficial and it is also used by most of the leaders.
There are three steps in this model:-
 The first step involves employee feature which says that staff follow and adopt the skills
and traits of leaders to improve their abilities. The managers need to ensure that they
come out with all the best way to increase the motivation level of the employees.
 Leaders are well aware of the fact that there will be disputes and conflicts so they try to
analyse and evaluate the external factors which can influence the performance of the
organisation (Boliari and Topyan, 2011). In this there is designing of the new tasks,
group work and formal authority system.
 Supportive, directive, participative and achievement are certain styles which can be
adopted to improve the performance and get better outcomes.
There are certain obstacles which can impact the individual and team performance:-
 Poor Communication:- Due to ineffective communication their will be decrease in the
effectiveness of team work. It is the duty of the manager to ensure that all things are
going well and this they can find out through analysing the communication platforms
used by them. The employees should be aware about the various goals and policies which
Tesco has.
 Unplanned Goals:- Although each organisation forms different teams but the tasks
which has to be done is not set. When such thing happen it hampers the working or the
employees as they are not aware that what things has to followed. So each and every
person should know each and every detail of the goals.
 Lack of Authority Involvement:- It is the responsibility of authority to look that all the
things are done in their inspection. If they will not show their interest then the
performance level of the employees can go down (Chang and Smithikrai, 2010).
 Inappropriate Behaviour: There might be some employees who acts as disturbing
elements and are considered as threats for the organisation. These people hampers the
working of other employees and thus their performance goes down. It is the duty of the
managers to ensure that these people are eliminated from the organisation.
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CONCLUSION
From the above report it has been briefed that organisational behaviour has key role to
play in the success of any business. It is the responsibility of management to set certain goals and
objectives by keeping the interest of the employees in mind. To reduce the workload the team
working environment has to be developed in which all the activities carried out by the firm will
be distributed according to the skills and abilities of each employee. The manager should set a
coordination with each members through certain leadership styles.
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Zalk, M., Bosua, R and Sharma, R., 2011. Improving knowledge sharing behaviour within
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