Organisational Behaviour: Culture, Politics, and Power at 4com plc

This report provides an in-depth analysis of organisational behaviour within the context of 4com plc. It explores how organisational culture, politics, and power dynamics influence individual and team performance. The report delves into the impact of different leadership styles, including power, task, and person cultures, as well as the application of Hofstede's cultural dimensions. Furthermore, it examines content and process theories of motivation, such as Herzberg's two-factor theory, and their application in achieving organisational goals. The report also assesses the characteristics of effective and ineffective teams and discusses the concepts and philosophies of organisational behaviour in a given business situation, offering practical insights for improving organisational effectiveness. The report also delves into the impact of politics on the organisation and how it affects the performance of the employees.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Organisation’s culture, politics and power influence individual and team behaviour and
performance.................................................................................................................................3
TASK 2............................................................................................................................................5
P2 Content and process theories of motivation and motivational techniques enable effective
achievement of goals in an organisational context.....................................................................5
TASK 3............................................................................................................................................9
P3 An effective team as opposed to an ineffective team............................................................9
TASK 4..........................................................................................................................................11
P4 Concepts and philosophies of organisational behaviour within an organisational context
and a given business situation...................................................................................................11
CONCLUSION.............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour is study of way in which people communicate with in the
groups. It is study of the human behaviour in the organisational settings, an interaction among
human behaviour and firms. It is field of the study that investigates affect that groups, structure
and individuals have on the behaviour with in firms for aim of applying such knowledge towards
improving effectiveness of company. The main purpose of organisational behaviour is to
understand the human interaction at workplace and also create an effective concept of the
organisational life (Baum, Frese and Baron, 2014). This present report is based on the 4com plc
and it was establish in year 1999. its main aim is to improving communication services of small
scale market in United Kingdom. This report will be discussed about the politics, culture and
power influence on team and individual performance and behaviour. Philosophies and concepts
of the organisational behaviour with in firm context and business situation will be discussed in
this mention report. There will be discussion about the process theories of motivation as well as
motional techniques which able effective attainment of goals.
TASK 1
P1 Organisation’s culture, politics and power influence individual and team behaviour and
performance
Organisational behaviour refers to values and attitudes of individuals who are working
with in company. In an organisation, behaviour of employees is more necessary because it helps
in perform in a better manner. In 4 com plc, there are large number of staff members and they
follow rules, norms, principles and values at the time of conducting business activities. They all
work in coordination in a group for attaining specific aims and objectives (Bolino and et. al.,
2013).
Organisational culture- Culture is depend on shared values, customs, attitudes and
beliefs which can be develop over a period of time. It encompasses behaviour and value that
contribute towards psychological and unique environment of company. It represents beliefs,
principles and collective value of employees at workplace. The organisational culture consists
experiences, philosophy and expectations which guide and lead the team members.
Charles Handy culture model

This model explains the culture as way in which people follow and live the unwritten
norms and rules. Different culture are mention below as above:
Power culture- In a company, power is to be held through some individuals whose
influence spreads throughout company. There are some of the business firms where power is on
hands of some people and they are only authorised for taking the decisions. They are most
necessary people at the workplace and are able to take the main decisions. In addition to this,
these people can delegate their responsibility to other staff members (Carpenter, Berry and
Houston, 2014).
Task culture- Firms where teams are developed to attain targets or solve the issues to
follow task culture. In 4 com plc company, people with the common interests come together to
develop team. In this kind of culture, each team members contribute equally to achieve the tasks
in an innovative manner.
Person culture- In 4 com plc company, staff members feel that they are necessary part.
In company with person culture, people as see themselves superior and unique to the firm. Under
this, employees are concern regarding their own as comparison to organisation.
Role culture- It is a culture and in this each staff member is delegate the responsibilities
and roles on the basis of their specialisation and interests. In such culture, staff members decided
the way best to play their roles and accept challenge willingly. It is necessary that role should be
clear all all employees or individuals and if their roles and responsibilities will not be clear then
it will influence on the team behaviour as well as individual for firm.
Among the all culture, 4 com plc. Should be adopt the power culture that support
company to achieve its aims and objectives because if an individual or team has a person then it
will able to take the effective or better decisions in company.
Hofstede culture theory- It is framework for the cross- cultural communication that it explains
effect of culture of society on value op its members. There are 6 dimensions of this theory
mention below:
Power Distance- It explains dimension to those members which are not powerful in
society and the distribution of power unequally taken place.
Uncertainty avoidance- This dimension describes extent to which the person in society
are not ease with uncertainty as well as ambiguity.

Individualism vs Collectivism- The individualism refers to strength of mutual ties among
people with specific community. On the other hand, collectivism explains a society under which
an integrated relationship are tie with families and other people.
Masculinity vs. Femininity- In this dimension, masculinity refers to preference in the
society for assertiveness, material rewards and achievement for success. On the other hand, in
the feminine society, female share the caring and modest views equally with men.
Long-Term vs. Short-Term Orientation- This dimension is related with connection of past
with the future and current challenges. Under this, low degree of index indicated that traditional
are kept as well as honoured while the steadfastness is to be valued.
Indulgence vs. Restraint- This dimension is helpful in measure happiness where joys are
to be fulfilled. Indulgence refers to society that relatively permits the basic gratification and also
the human desired concerned to enjoying life. On the other hand, restraint refers to society that
help in control gratification of requirements as well as regulated it through means of social
norms.
Organisational power- IN business, power plays necessary role, from governing how
the decisions are developed to how staff members can interact with the each other.
Organisational power is used to possess and instruct the functions and well as operations of
company which make business successful (Graham, Ziegert and Capitano, 2015). In addition to
this, 4 com plc can adopt many types of power which can assess to expand company. Different
kinds of the power are mention below which has significant impact on performance of team and
individuals:
Expert power- It refers to an ability to influence the other parties which are based on the
knowledge and expertise. Managers are expert in their field so that they can manage as well as
conduct the activities in an effective manner. In a team, each members is important because they
are expert in their areas. It will be helpful in make improvement in behaviour between staff
members.
Coercive power- Under this, it is an ability of manager to force a staff member to follow
order through threatening staff members with the punishment if staff members do not comply
with order. It is most necessary concept to understand regarding coercive power to use force
application. If the employees will not behave in a proper manner with the other staff embers then

manager has the power to terminate. It will help in protect culture of firm and also develop
positive impact on behaviour of team members (Huang and Bond, 2012).
Referent power- It refers to ability of leader to impact follower because of respect,
affection, loyalty, desire and respect to gain the approval. Under this, managers treat their staff
members with the respect and motivate them to work in a coordination. This type of power does
not include actual power in company because of high turnover of employees. In addition to this,
referent power is held through the team leaders which guide the team and their responsibility to
manage the work between team members with coordination.
Organizational politics- At workplace, politics and power both plays a necessary role
which governs the decisions formed through interaction. If 4 com plc has the better political
environment then it will influence in a negative and positive manner.
Positive impact- It is effective for those staff members which learn about navigate the
politics at workplace. It is helpful in enhances the growth of company along with attain
organisational goals with in given period of time. In 4 com plc., politics provide optimistic and
friendly environment under which staff members work in make proper coordination. Under this,
it is necessary that firm should provide equal treatment to whole employees which minimize
dispute and increase productivity (James and Williams, 2013).
Negative impact- If the staff members will be included in the negative politics then
conflict will be arise at workplace and it will develop negative impact on operations and tasks of
4com plc. In addition to this, there are many reasons which can impact on performance of
company for an instance unethical behaviour of employees, favouritism etc. Due to the politics,
skilled and knowledgeable person is not able to show its talent and also not able to perform, in
better manner. Politics in organization decrease the performance of employee which negatively
impact on company productivity. Further this results in unnecessary delays which give rise to
business cost. Politics in team make it difficult for team members to concentrate on their job
roles as they remain interested in spoil others work.

TASK 2
P2 Content and process theories of motivation and motivational techniques enable effective
achievement of goals in an organisational context
Motivation is a procedure of stimulating the people to actions for achieving the specific
aims. It is reason of objectives, actions and willingness of people. In this, motivation is helpful in
provide the direction to employees so that they can perform in a proper manner (Judge and
Kammeyer‐Mueller, 2012). The manager of 4 com plc company enhance motivation level of its
employees by develop engagement activities, appraise them, provide them rewards etc. in
addition to this, there are two different types of motivation theories mention below:
Content theory- It explains why the needs of human change over a period of time. This theory
defines particular factors which motivate the behaviour. It is related with internal factors which
actuate the behaviour of humans. different motivational theories are mention below:
Herzberg motivational theory- It is proposed as two factor theory and on the basis of
this, there are some of the job factors which result in the satisfaction and other job factors
prevent dissatisfaction. The two factors are given below:
Hygiene factors- These job factors are necessary for an existence of the motivation in an
organisation. They do not lead the positive satisfaction for long period of time. Some times, the
factor develop the positive impact as well as negative impact on achieving the specific goals.
Different hygiene factors are:
Pay- The salary structure or pay both should be reasonable and proper. It should be
competitive and equal to those people which are in similar sector and in same domain. It will
helps in enhance motivational level of employees at workplace. If the salary structure will be
better and pay should be according to capability and qualification of employee then it will
develop positive impact and on the other hand, the pay structure is not clear to employees then it
develop the negative impact on motivation.
Interpersonal relations- Under this, relationship of staff members with the subordinates,
peers and superiors should be acceptable and positive. There should not be any humiliation and
conflict element present. In an organisation, better relationship with the subordinates helpful in
enhance motivation of employees but on the other hand, if relationship among the subordinates
will not be healthy then it develops the negative impact of motivation and conflict will be arise.

Administrative and company policies- It is necessary that policy of firm should not be
rigid and they should be clear and in a fair manner. It should consist proper vacations, flexible
working hours, positive environment and many others (Kulik and Olekalns, 2012). Policies
should be clear to every one in company because on the basis of that they perform the work but
on the other hand if policies of company will not be clear to employee then they will not know
about performing any task.
Physical Working conditions- In an organisation, working conditions should be clean and
hygienic so that employees can not face any kind of issue. It is essential that the working
equipments should be well- maintained and updated. The better working conditions are helpful in
enhance motivation of employees and if the working conditions of workplace will not be proper
and employer is not supportive then staff members will be demotivated and they will not focus
on attaining task in a proper manner.
Motivational factors- Under this, hygiene factors can not be considered as the
motivators. These factors are helpful in enhance motivation of staff members for better
performance. Various motivational factors are mention below:
Growth and promotional opportunities – At workplace, there should be achievement and
growth opportunities in company to motivate the staff members in order to perform in a well
manner. Promotion and growth both increase motivation of employees and on the other hand if
employer will not promote the employees for their good work then they will be demoralise.
Responsibilities- In this, it is necessary that staff members should hold responsible
themselves for work. They should be reduce the control but also sustain the accountability
(Lazaroiu, 2015). If the responsibilities to all team members will be clear then they can perform
in a better manner and in case if they are not aware what to do then it develop conflict among the
roles and responsibilities and at workplace misunderstanding can be arise.
These all are the motivational factors which help in enhance the motivation of staff
members so that they can focus towards attaining the specific aim of company. With the help of
provide growth opportunities, promotional opportunities, responsibilities etc. company is enable
goal attainment with the a given period of time. If manager will motivate the employees and also
guide them then they will perform in an effective manner.

Process theory- It refers to the behavioural and psychological processes which motivate
an individual to act in specific manner. It examines how requirements of an individual will
impact on its behaviour in context to attain objectives concerned to those requirements.
Goal setting theory- It states that challenging and particular objectives with effective
feedbacks contribute towards netter and higher task performance. On the basis of this theory, it is
necessary that goal setting should be linked to the task performance. In this theory, goals should
be set on the basis of 5 principles which are mention below:
Clarity- The clear goals are unambiguous and measurable. If the goals are specific with
set time of completion, then there is minimum misunderstanding arise. If the goals will be clear
then employees will focus on it and achieve the same. If employees will have clarity about the
goals which they need to achieve then they will focus on that and on the other hand if the set goal
will not be clear to employees then they will be confused and also will not be perform in a better
manner.
Challenge- It is most necessary characteristics of the goals. Under this, employees are
motivated through achievement and they will be judge goals depend on importance of
anticipated accomplishment. If the leader will not be appreciate to team members about its work
then motivational level of that team members will be goes down.
Commitment- Under this, it is essential that goals should be properly understandable and
also agreed if they are effective. Employer and employee both should be committed for using the
required resources to achieve the goals.
Feedback- For selecting right kind of goals, feedback is an efficient goal program that
should be conducted by 4 com plc. It gives better opportunities to adjust goal difficulty, gain the
recognition and clarify expectations. Feedback is helpful in provide the opinions as well as
reviews of employees at workplace. From this, leader will make changes accordingly as well as
take the actions. If the leader will not take nay kind of action then it will develop negative impact
on employees.
Task complexity- When task is highly technical and complex then person is to be already
motivated otherwise it will not able to be reach at the level in company. It is necessary that
employee should have proper time to reach at the target. If the time will not be proper to attain
the objectives then employees are not able to reach at target in a proper period of time. It will
arise the complexities in task.

Different motivational techniques
Develop positive working environment- Motivate the staff members through offering
positive work environment so that employees will work in a positive manner. Sharing of ideas
and encourage the team work are helpful to perform in a better manner. If the working
environment will be better then staff members will able to perform well. Through this, staff
members will be motivated and they will focus towards attaining the organisational objectives.
Provide incentives- In 4 com plc, manager enhance the motivation through giving
incentives. Firm can develop individual incentives for team or each staff member in order to
motivate them. Incentives can be in the form of financial and also non- financial (Ng and
Feldman, 2012). In financial incentives include promotion, bonus etc. On the other hand non-
financial consists perks, vacations etc. These all are the effective way to enhance motivation of
employees and it will help in attain the organisational goals.
Set goals- Help the staff members become the self- motivated through helping developed
professional objectives and aims. It is necessary that employees should be aware about the set
gaols so that they can focus on achieving the organisational goals in a better manner. If staff
member is motivates towards an upward career path then manager should provide the job
shadowing opportunities along with mentoring.
TASK 3
P3 An effective team as opposed to an ineffective team
Effective team- It refers to capacity of team to the team members to attain objectives
which are developed through top management. The main purpose of an effective team is to
improve the quality, change process and also complete the projects.
For an example- The Microsoft company is large size organisation and it has an effective
team that can attain the business objectives with in given period of time. This firm provides
training to employees so that their working quality can be improved.
Ineffective team- These are made up of people which do not mix in proper manner and
also do not have the capabilities or competencies to perform the a better manner. In a team, there
are several members with similar skills while the other team suffers from lack of training (Olson,
Herman and Zanna, 2014).

For an example- As 4com plc is small scale company and it does not able to provide
training to employees because of arranging the more funds.
On the basis of above definition some difference can be evaluated and these are explained below:
Basis Effective Team Ineffective Team
Communication Members of effective team have a
common goal or motive for performing
their task so in order to make this team
individuals who have same interest and
proper communication are included.
Whereas ineffective team they
have confined themselves with
any kind of perception and defend
themselves in using any new kind
of ideas and thoughts.
Responsibilities While discussing things in a group they
have similar opinions which moreover,
assist them in taking an effective
decision so as to accomplish goals and
objectives in speculated time frame.
They have lack of vision which
creates problem in achieving their
set targets and aims in a given
time frame. The responsibilities
which are to be fulfilled by the
person are not clear as well.
Goal clarity In this leadership is not confined to
only one person. Any person can can
lead team according to the situations
and circumstances so that established
goals are achieved.
Mutual understanding is the
biggest drawback of an
ineffective team which further
more result in clashes. As a result,
goals and objectives are not
achieved properly.
In order to know more about team building further Belbin theory of team development is
explained below:
Belbin Theory: This theory was developed so as to know about individual's behaviour
towards its team and basically, it includes nine roles and these are as follows:
Action Oriented Roles

Shaper: They challenge team so that they can improve. Shapers are dynamic in nature
and provides the best approach through which problems can be solved.
Implementer: They are the people who make things get done and help team in
implementing ideas and thoughts into practical form (Pinder, 2014).
Complete Finisher:These are the one who go through the projects in order to know
whether all the task are completed in an appropriate manner or not.
People Oriented Role:
Coordinator: They are the one who helps team in maintaining a better coordination
between team members. Thus, they guide workers about the perceived objectives.
Team Worker: Every company needs an effective team so that work can be done in a
good manner and for this it is crucial that a better team is build where all individual have same
understanding. Thus, team workers play their role in accomplishing the set targets and
objectives in a given time frame.
Resource Investigator: After analysing the external as well as internal factors they
lookout for resources which can provide better results
Thought Oriented Roles
Plant: They are considered as an creative innovator as they come up with new and
innovative ideas which can give better results and outcomes. Thus, they work hard in order to
take company in a better position (Podsakoff and House, 2013).
Monitor Evaluator: These are the people who identify and analyse different ideas and
selects the best which can be beneficial for the company in providing maximum benefits.
Therefore, on the basis of monitored performance strategies and other activities are conducted.
Specialist: They are considered as the one who are specialised in knowledge so that job
can be done in an effective manner. Specialists are skilled in their activities and guides other as
well in performing their task in a better way.
TASK 4
P4 Concepts and philosophies of organisational behaviour within an organisational context and a
given business situation
In this present time period, firms use various motivational theories to make improvement
in performance of employees because of fast changing environment. Under this, various