Organisational Behaviour Analysis: Culture, Power, Motivation at IHG

This report delves into the realm of organisational behaviour, focusing on Intercontinental Hotels & Resorts (IHG). It begins by exploring organisational culture, utilizing Handy's framework to analyze person, task, role, and power cultures, and their impact on individual and team performance. The report then examines organisational powers, including reward and coercive powers, and the role of organisational politics in achieving success. Furthermore, it investigates motivational theories, particularly content theories like Maslow's hierarchy of needs, and process theories, to understand how these influence employee behaviour and goal attainment within IHG. The analysis highlights the interplay between these factors and their implications for organisational effectiveness and employee satisfaction.

ORGANISATIONAL
BEHAVIOUR

INTRODUCTION
Organisation activity is a scrutiny of individuals, structure and group's action in an
organisation with the purpose of organisational success and effectiveness (Burrell and Morgan,
2017). It is system which combines the human behaviour and technology. It emphasis on how
people interact or behave in an organisation or with each other. Organisational culture reflects
the values, behaviour, assumptions and beliefs by which people contribute in the organisational
environment. Organisation behaviour can be analysed by three ways (a) individuals (b) groups
(c) how organisation behave within the environment. This report is based on Intercontinental
hotels & resorts which is a hotel brand founded in 1946 and headquarter in Buckinghamshire,
UK. It has approximately 180 hotels & resorts and served as globally. This report discusses the
various organisational cultures, powers, politics and motivational theories and also their
evaluation that how they reflect the performance of organisation. It explains that how
motivational theories and techniques assist in the accomplishment of organisational goals and
what factors induces effective squad opposing to an ineffective team. It also includes petition of
various philosophies and concepts in an organisational context.
TASK 1
P1.
Organisational culture includes the vision, symbols, language, beliefs and habits of
organisation (Kitchin, 2017). It is a collection of values, beliefs and presume which influences
the market, plans, management style, product etc. It represents the interaction in the business
environment, self image of employees, working style and expectations of both organisation and
individuals. Here, Handy's framework of culture is used to reflect the organisational culture of
Intercontinental hotels & groups:
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(Source: Handy Model of Organisational Culture, 2019)
Specialist of this model is Charles Handy who is a philosopher and defines it as that the
culture of an organisation is ascertained and develops by the dominating group of an
organisation. In this model, Charles Handy includes four variety of culture which is locomote by
companies which will make understand that why employees feel comfortable while working in a
particular organisation (Handy Model of Organisational Culture, 2019). Various cultures are
described as: Person Culture: In this, workers feel that they are unique and essential than the
administration (Elsmore, 2017). Here, individuals are more obsessed with themselves
instead of organisation. In person culture individual needs and goals matter, employees
are not concerned about the organisational goals. Organisation who adopts this culture
will suffer in the business environment because these organisations does not have loyal
employees. Here, the level of cooperation among employees is very low and distribution
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Il
lustration 1: Handy Model of Organisational Culture

power is high. If Intercontinental hotels & resorts adopt this culture then it would
negatively impact the performance of individual and team behaviour as there is lack of
cooperation and coordination among employees which drastically affect the individuals
performance as they cannot share their work with each other and it develops the stress
and tension among their life. This culture also impacts the productivity and relations of
the organisation. Task Culture: Organisations who have the only purpose to achieve their target will adopt
this culture. Here, the team work is more important because targets are achieved by
skilled manpower (Hall and et. al., 2016). In this culture, organisations make team of
their best employees who share common goals as it is helpful for company to form a
team. Each team member contributes their efforts equally and achieve their targets in a
creative and innovative manner. Team is made with those individuals who are expert in
their power instead of those who have strong personality. If Intercontinental hotels &
resorts adopt this culture then it would positively impact the performance of team and
individual behaviour as the cooperation and distribution level both are high among
employees which will encourage the performance of employees and also motivate other
employees. It increases the sales, production and also maintain healthy relations among
employees. It is flexible in nature. Role Culture: It is a culture where employees delegate their roles and responsibilities
according to their skills, expertise and interest to pull out best out from them (Chumg and
et. al., 2016). In this culture, employees decide their task according to their qualification
and experience. Every individual is accountable or responsible to the work assigned to
them as they choose their task. Here, powers are assigned according to the responsibility
and task. This culture is based on the combination of responsibilities and powers aligning
with their position which is based on the qualification and experience of employees. If
Intercontinental hotels & resorts adopt this culture, it would positively impact the
performance of individual but negatively impact the team behaviour. As individual's
performance increases because they choose task according to their skills and knowledge
and on the other hand, team behaviour negatively affect because the level of cooperation
is low which impact the decision-making of the organisation as it gets delay without
proper coordination.
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 Power Culture: In this culture, the powers of the task is in one or few hands and these
persons are eligible to take decisions. It is a characteristic of sole proprietorship or
partnership (Bakotić, 2016). These persons enjoy special position in an organisation and
are important for organisation in order to take critical decisions for the betterment of an
organisation. Here, powers are decentralised and responsibilities are delegated to
subordinates and they need to follow their superior's orders. If Intercontinental hotels &
resorts adopt this culture then it would positively impact the performance of individuals
and team behaviour as level of cooperation is high and in the context of powers, it
negatively impacts because powers are in few hands who is at the top management in
organisational hierarchy. Here, employees are depending on top management for
decisions and does not enjoy working in such organisations.
From the above discussion it is analysed that task culture is best for the performance of
single and team activity as in this culture coordination and cooperation is high among
employees. By this, employees feel free to share their work with their fellows and it also reduces
the level of stress and tension. It also motivates and boost the morale of employees. It majorly
contributes in the increment of sales, productivity and maintains the employees relations.
Organisational powers refer to having an authority which influences others towards
organisational goals. Powers means having a capability to modify others behaviour by which
they want and powers influences the behaviour of employees which impact the objective of
organisation (Balwant, 2018). Here, powers are of various types which are discussed below: Reward Power: This power influences the ability of an individual by allocating
incentives and appreciation in an organisation. Rewards are in two forms (a) monetary (b)
non-monetary (De Vasconcelos, Gouveia and Kimble, 2016). Monetary rewards include
salary, bonus, promotions, appraisals etc. whereas non-monetary rewards include
appreciation, vacations, affection etc. This power influences the actions of employees and
helps in motivating and boosting the morale of employees. If Intercontinental hotels &
resorts adopt this power this will positively impact the performance of employees as it
boosts the morale and encourages them to work hard whereas it also negatively impact as
employees get de-motivate by not getting reward and lose their interest in work.
 Coercive Power: This power is opposite from reward power. In this, organisation forces
their employees to do something which negatively impact them as they feel pressurise
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and stressed while working in an organisation (Ruck, Welch and Menara, 2017).
Employees does not have job satisfaction and they feel insecure. It is an act in which top
management punish or fire their employees. But it is useful as it maintains discipline and
code of conduct in an organisation and employees also follow organisation's norms and
policies. If Intercontinental hotels & resorts adopt this power, it negatively influence the
performance as employees discourages at their workplace which impact their
performance and productivity. Whereas it positively impacts because it helps in keeping
peace, silence and avoid conflicts in an organisation.
Organisational politics is the use of authority and power in an organisation to achieve
organisational success and growth (Pereira, Malik and Froese, 2017). It is useful while adopting
changes which influence the personal interest of individuals without affecting the performance of
organisation. It is necessary to get things done on right time and to gain attention or appreciation
from supervisors. Politics are of various ways such as controlling information, attacking and
blaming, creating obligations and cultivating networks. Politics can be seen everywhere in
Intercontinental hotels & resorts which is prevalent. It is necessary in order to complete task and
work smoothly and it is important for employees to understand it in order to advance in their
career. It put both positive and negative impact as it is useful in maintaining ethics and also
balances the interest of employees in an organisation whereas negative because it can be
destructive, affects concentration, decreased overall productivity and change the attitude of
employees.
TASK 2
P2.
The theory of motivation help organisation to inspire the employees to develop their
skills and meet the desire objective of the organisation in effective way. For the organisation like
Intel continental management should implement these kind of theory which to encourage
employees to perform their task properly. For the organisation employees are considered as the
biggest asset and manager try every possible act to retain the employees. There is theory which
are explained briefly down below:
Content theory of motivation: This kind of theory focus on importance of human needs.
It indicates the basic needs such as food and shelter which is consider as the basic human
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necessity and essential in order to motivate employees (Darcy and Manzi, 2017). The content
theory also known as need theory, because it is related with the importance of need and
requirement. Here are different of content theory of motivation:
Maslow need theory: It was given by psychologist Abraham Maslow in year 1954. It is
considered as one of the earliest and best known theory of need hierarchy. According to this
theory people move to their needs in hierarchy manner such as food and shelter comes first
(Laforet, 2016). Then it is followed by safety requirements, then it comes to social needs, honour
and self-actualization needs. Here is the hierarchy for this theory of motivation: Physiological needs : These are those needs which are needed to prolong in life. This
include food, air, shelter. As per the Maslow's explanation, if these basic requirements are
not fulfilled than person will not be inspired to reach high needs such as cultural and
esteem needs. Safety needs: This are the needs which comes after fulfilling the basic needs. The
individual focus on safety needs and safety in order to escape from danger and physical
harm. This include job safety, business reserves and many more. Social needs: Once the person meets the safety needs than they think about higher level
of satisfaction. In this stage needs of friends, love and status in society place an important
role. Social needs person focusses on family and their love ones. Esteem needs: Once the person feel the awareness of happiness of the needs to feel arise.
These are divided as internal and external. Internal factor consider dignity and
achievement whereas external factor include social status. In this category most of the
upper middle class people fall under.
 Self-actualization: It is last stage in Maslow's hierarchy theory of need. Dissimilar to
lower level needs it is not totally satisfied. In this stage people take care of those needs
like true statement, equality and wisdom. According to the Maslow very few people
reach at this stage.
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(Source: Maslow’s Hierarchy of Needs Theory, 2019)
Process theory of motivation: It includes psychological and behavioural procedure which
encourage a person to act in a specific way is known as process theory. (Salas-Vallina, Alegre
and Fernandez, 2017). In this theory person is examined that how individual needs are effected
by his action in order to accomplish the goal which is affiliated to those needs. For the Intel
continental hotel and resort the manager must ensure that process theory of motivation must be
included in the polices which help hotel achieve its desired goal and objective in a well-defined
manner. Here is some part of process theory which organisation must use to improve the
performance and delivering quality product and services. The Equity theory: This theory was given by behavioural psychological John Stacy
Adams in year 1962. This theory emphasis on employees to be treated equally
irrespective for the gender and ethnic background (Corfield and Paton, 2016). The
manager of Intel continental must ensure that employees are treated fairly in the
organisation because fair rights leads towards success and growth. The employees will
feel motivated if the management take care of each and every employee in a best possible
way. It is prime responsibility of manager to appraise employees because to develop
sense of trust and belonging in the minds of employees and they will perform better in
future.
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Illustration 2: Maslow’s Hierarchy of Needs
Theory

 Goal setting theory: Intercontinental hotel and resorts manager must emphasis on goal
setting theory because it motivate employees to perform effectively (Brough, Chataway
and Biggs, 2016). With the help of this theory management can set the clear goal and
employees have to complete the task in limited time period in a well-defined manner. The
goal which are set by the organisation must be clear and manager should provide all the
support to achieve those target. For this manager should motivate employees by
providing monetary benefit to the employees and also appraise them on their hard work.
TASK 3
P3.
Team is a unit or collection of individuals with appropriate ability and work jointly to
accomplish organisational goals (Muhonen, Jönsson and Bäckström, 2017). Team and team
members are interdependent on each other in the context of information, decision, resources and
skills. Teams are made in order to increase the strengths and productivity and eliminates the
weaknesses. There are various kinds of team in the referred to structure which are discussed
below: Virtual team: These are the teams in which employees work from different locations and
coordinate their work with communication and collaborate in an appropriate manner to
gets things better (Goh and Marimuthu, 2016). Employees like to work in these teams
because by this their work life gets balance as they work according to their schedule or
manages their working hours. To manage these team’s organisations, need to hire
specialist as communication is the major aspect to get the work done. If Intercontinental
hotels & resorts makes these teams in their organisation it is beneficial for them because
by this employee gets satisfied and develops the spirit to work in an effective and proper
manner. Problem-solving team: It is not a permanent team and usually made to solve critical
issues and problems of organisation. This type of team can be created after any changes
introduced in an organisation or uncertain events. This team come up with the solution
which helps the company to achieve success and growth. If Intercontinental hotels &
resorts make this team in their organisation is beneficial as these team members are the
expertise in solving major problems and makes things easy for employees.
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 Project team: This type of team is made in order to achieve task or desired goals by
proper plans and strategies. Organisation make these teams in order to make employees
work in collective manner and these teams have common objective which matches their
personal objective too (Burrell and Morgan, 2017). To make this team, it is necessary for
superior to make clear goals and objectives to each and every team member and set
specific deadlines for them. If Intercontinental hotels & resorts adopt this team as it is
beneficial because it is useful for both the organisation and team associates because it
assist in achieving both individual and organisational goals.
Effective vs Ineffective Team
Effective Team: These teams are made in order to encourage employees in a team and
promotes open discussion which helps the employees to take active participation in an
organisation (Kitchin, 2017). While decision-making, team members disagree with each other
view point and come into conflict which creates changes in suggestions and ideas before
reaching on any conclusion.
Ineffective Team: These teams are made with different view point in which objectives or
goals are not justified and the working environment is full of stress and tension. In these teams,
conflicts and confusions are normal as organisations are in hurry to complete their task. Here,
decision making is done by majority or voting and on the analysis of its progress.
Basis Effective Team Ineffective Team
Goals In these teams, the targets and
objectives are properly
understood and acknowledged
by team members.
In these teams, it is very
difficult to understand about
task and goal as teams always
disagree with each other’s
suggestions.
Contribution of Members Every member of the team
actively participates in
decision making which is
helpful in getting new ideas
but decision gets delay
In these teams, decision-
making is in few hands which
is top management and they
will dominate the discussion
which helps in taking quick
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because of the involvement of
every member and clashing of
their opinions and suggestions.
decision.
Conflict Resolution Here, decision is taken by
keeping each members
potential and these members
show sign of avoiding
conflicts in their team.
Here, decisions are taken by
top management as powers are
in one hand. Therefore,
employees are come in conflict
by voting for suitable decision.
Listening Effective team members listen
to each other in each and every
idea and also hear them
properly.
Ineffective team members do
not listen to each other and
often ignore their ideas and
suggestions and work
according to them.
To analyse group and teamwork effectively, Tuckman theory is discussed which has four
stages. This theory is founded by Dr. Bruce Tuckman in 1965. It is helpful in explaining the team
behaviour and development of team. This theory is helpful in order to develop effective teams in
the organisation. These stages are discussed as: Forming: At this step of team improvement in which individuals does not have their own
place and they are occupied in searching any place in team (Bruce Tuckman's 1965
Team-Development Model, 2019). Entry of individual depends on the size and goal of
team. This stage includes the forming or making of a team, in which members are added
according to the required skills and qualifications. Storming: In this stage, team start to address about their task and manages them
according to the goal. But different ideas and viewpoints clashes with their objective and
prove destructive for team (Hall and et. al., 2016). At this stage, relationships are made or
broke among the employees depends on their coordination and somehow teams get stuck
in this stage. To form an effective team a strong and best leader is required to manage
team effectively and efficiently.
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 Norming: In this stage, team agrees with the rules and circumstances in which they
operate. To achieve goals in an appropriate manner, team associates need to show faith
towards each other and evaluate their share in team. Here, team leaders take step back as
team members are manage and coordinate with each other and understand their
responsibilities or take major duties under them. Performing: It is a final stage of this model, where leader or organisation focus on task
as well as the relationship of team and to produce something, they need to combine them
(Chumg and et. al., 2016). As effective performance is delivered by proper team who
work in proper way. At this stage, team is performed on the decision which is made by
leader in order to avoid confusions.
Belbin's Model: This model is used to test the personality which helps in enabling the
competencies of an individual in order to become a best employee. For this, organisations need
to conduct research and evaluate how their employees work efficiently and effectively in a team.
This theory describes the management of team by which they can consider the effective working
towards their goals. This model is divided into three roles which are discussed as: Action oriented: This role focuses on improving the performance of team and implement
their ideas into action in order to meet the deadlines. Its strengths are challenging and
dynamic business environment which develop the pressure and overcome the various
barriers which can become threat for an organisation. People oriented: This section brings people and their ideas together. Here, three
individuals need to manage which is the coordinator, team and resource investigator.
Strengths for their coordinator is that they are mature and confident enough in order to
clarify their goals. For team, they should be cooperative and diplomatic. Thought oriented: This role analyse the various options and also helpful in providing the
technical experts. It include three individuals in their team such as plant, specialist and
monitor evaluator and their strengths are creative thinking, solve difficult problems easily
and helps in providing specialist knowledge and skills.
Brief Analysis: From the above discussion, it is analysed that team building is necessary for
Intercontinental hotels & resorts in order to accomplish various tasks and objectives. Virtual
team is best for company as it balances the work life of employees and reduces the stress and
does not pressurise them. Employees have flexible working option in which they work according
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to their time. To analyse team work effectively, company can adopt Tuckman theory, which
helps them in the formation of their team effectively according to the objectives and tasks.
TASK 4
P4.
Organisational activity refers to the study or examine the behaviour of human and it is
based on the various key concepts which emphasis on the nature of employees working in an
organisation (Bakotić, 2016). To analyse the behaviour of employee’s Intercontinental hotels &
resorts can use Path Goal Theory which specifies the action which is best for subordinates in
order to accomplish goals and also helps in motivating employees. This theory provides clear
path and guidance to employees in order to make them more productive in an organisation
(Balwant, 2018). It is based on the Victor Vroom's expectancy theory and was first introduced in
1970 by Martin Evans. In this theory, leader select suitable behaviour which best for the
employees and matches with the requirements and working environment. Leaders will guide
their subordinates through their path in order to make them achievable. In order to identify
achievements four paths are followed by leaders which are discussed as: Directive: In this stage, leader’s guides and informs their followers about the
expectations such as what is expected to them, scheduling and coordinating them in
work. It is effective in those situations where tasks are not properly defined and
uncertainty is present in the goal. In order to foster effective teamwork, leaders of
Intercontinental hotels & resorts would clear them about what is expecting to them, how
they need to perform etc. For instance, if the leaders of Intercontinental hotels and resorts
use autocratic leadership and only provide instructions to their employees as this
approach can demotivate the employees and reduce their overall productivity. Supportive: In this stage, leaders make objectives easy and achievable by showing
concern to their team members and by approaching them in friendly manner (De
Vasconcelos, Gouveia and Kimble, 2016). This stage is appropriate in those situations
where tasks are complex and challenging for employees. Leaders of Intercontinental
hotels & resorts will support their team members when they face any tough situation and
also encourage them to deal with it. For instance, leader of Intercontinental hotels and
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resorts become more supportive in order to provide guidance and support to their
employees which is used in increasing the performance of employees. Participative: In this stage, leaders will adopt participative leadership style in order to
boost the performance of their employees. Leaders will behave with their team members
in friendly manner and indulge them decision-making process because for leaders, the
suggestions and opinions of their member’s matters. It is best suited in those situations, in
which subordinates are experienced and highly trained in their work. For example, while
taking decision about the specific situations, organisations need to involve their
employees in decision making process as because of this, workforce feel that they are
important for the organisation. Through this their performance get increase and ultimately
it increases the productivity of an organisation. Achievement: At this phase, leader’s sets tough and challenging goals to their team
members and expect them to achieve in an appropriate manner. Here, leaders show faith
and trust on their employees (Ruck, Welch and Menara, 2017). It is effective in those
situations where working environment is professional such as sales, technical etc.
Intercontinental hotels & resorts adopt this stage in its various departments such
promotion, catering etc.
Cognitive Behaviour theory: It is a kind of psycho-social theory whose aim is to improve the
mental health. This theory focuses on the challenging and changing factors which depicts various
factors such as thoughts, believes and behaviours which helps in developing the personal
satisfaction and target the current problems. This theory is the combination of behaviour and
psychological theory and it helps in identifying the various factors which influences the
behaviour of an individual such as emotional, social and many more.
Brief Analysis: By the above section it is summarised that presence of a leader is necessary in
essence to attain organisational targets. According to this theory, leaders have 4 options to
manage their employees and leaders of Intercontinental hotels & resorts uses these stages
according to the situations which is described as above as presence of leader motivates the
employees in the accomplishment of their goals.
CONCLUSION
By the above discussion it is concluded that company's culture reflects the vision, values,
goals, beliefs, assumptions of an organisation and among all the above discussed culture, task
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culture is best suited for the Intercontinental hotels & resorts as it develops coordination and
cooperation among fellows. Powers and politics is necessary in complete task in an smooth
manner. Here, various motivation theories are used in essence to encourage subordinates as they
are the asset for the organisation and leaders and company will feel importance of them. It is also
summarised that team building is necessary to foster the performance of organisation and
individuals as it reduces the work load and helps employees in balancing their life. Effective
teams are necessary because in these objectives are pre-decided. Apart from this, presence of
leader is necessary in order to make objectives achievable and to encourage team members.
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REFRENCES
Books and Journal
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