Deloitte: Influence of OB on Individual & Team Performance

This report provides a comprehensive analysis of organizational behavior, focusing on the case of Deloitte. It begins by examining the influence of organizational culture, politics, and power on individual and team behavior and performance. The report then delves into content and process t...Read More

Organizational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................3
Task 1...............................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................3
M1 Critical analysis of culture, power and politics which influences individual and team.......5
Task 2...............................................................................................................................................5
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context...........................................5
M2 Evaluation of influenced behaviour of others by others through effective motivational
theory...........................................................................................................................................6
D1 Evaluation of relationship among culture, politics, power and motivation that enables team
.....................................................................................................................................................7
Task 3...............................................................................................................................................7
P3 Explain what makes an effective team as opposed to an ineffective team............................7
M3 Relevant team and group development theory to support corporation development ..........9
Task 4...............................................................................................................................................9
P5 Apply concepts and philosophies of organisational behaviour within an organizational
context and given business situation...........................................................................................9
M4. Evaluation of how philosophies and concepts inform and influence behaviour in present
situation.....................................................................................................................................12
D2. Critical analysis along with evaluation with relevance to team development theories and
concepts that influence workplace behaviour for improving organisational performance and
productivity...............................................................................................................................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational culture is a set of practices, values, and behaviours that employees
experience in a workplace. An entities culture is usually defined by the leadership and absorbed
by the employees. Culture may involve everything initiating from the vision and mission,
beliefs, appraisal and identification procedures, to the style of communication and feedback,
language used, and written and unwritten regulations and customs followed within the
workplace. Deloitte Limited commonly termed as Deloitte, is an international professional
services network having its headquarter in London, United Kingdom. Deloitte is the largest
professional services network by revenue and number of professionals in the world. The firm
was founded by William Welch Deloitte in London in 1845 and expanded into the United States
in 1890 (Noko, 2020). In the following report, analysis on organisation culture, politics and
power which effect individual and team behaviour is being discussed. Along with it content and
process theories and motivation techniques are also being explained. Differenced between the
effective and ineffective team is also being elaborated. Furthermore, concepts and philosophies
of organisational behaviour are also being discussed.
Task 1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Organisation culture
When an entity promotes a culture of transparency, has clear expectations, provides
constant feedback and offers the right identification of employees can easily determine what is
being expected from the employees. There is a direct relationship between organizational culture
and employee engagement. An organisational culture that permits workers to be open, honest
and independent raises efficiency and cooperation within the teams. Well defined organisational
culture and employees contribution can make them feel that they are being valued and praised
within the enterprise, which impacts their performance positively (Ahmad, 2022). The
organisational culture can furnish employees with a calm and composed working environment,
and balanced interpersonal relationships in order to provide full utilisation of their capabilities.
The culture permits workers to have a sense of mission and understand their responsibility and

work towards the whole objective of the entity. The competitive power of Deloitte is not only
observed through use of technology but also by its culture. A positive organisational culture
encourage healthy development of the business. It also promotes the performance of the
employees and makes them work with more enthusiasm. Furthermore, it also upgrades
production efficiency. Innovation and risk taking promotes the creativity of employees and also
improves their productivity. Management of entity focuses on final results or the procedures
utilised to attain the goals.
Organisational politics
Politics of an organisation plays a vital role as it includes the utilisation of power and
social networking within a workplace to accomplish modifications that can advantage the
business or employees working in it. Organisation politics are self serving behaviours that works
utilise to uplift the possibility of achieving positive results in entities. Politics of an organisation
negatively impacts its employees as well as the entity's performance. It have various impacts on
the employees perceptions of job satisfaction and their commitment towards Deloitte, well being
and productivity is impacted. It includes a broad range of actions linking the utilizing of
authority strategies to growing personal or organisational goals. Every entity has politics.
Fighting it or attempting to beat is of no use (Amankwa, Loock and Kritzinger, 2022). Politics
has a number of negative impacts, but it
is not only a path for self-serving interests. It decreases performance of employees, which
impacts productivity of organisation. Employees who get involved in office politics pay very
little attention to their job. Leg pulling and backbiting are much attractive to them. They spent
the most of their time in criticizing their co-workers. As a result, workers fail to attain objectives
within the time boundary set by organization due to workplace politics. In such an enterprise,
work is delayed. At last, it impacts organisational performance.
Organisational power
Power is important for workers for the reason that it assists workers to remain involved
and focused on their job, which in the end will result in upsurge in productivity and competence
of the entity, which is the company's main objective (Bandara, Adikaram, and Dissanayake,
2021). Although, it boost up their confidence and self-respect, empowering them confidence that

their efforts are praised. As a result, politics is observed as a important component for any entity,
irrespective of size, as it identifies entity's performance, which results in success and progress.
Organizational power is a method that is depended on the way it is implied, may have either
beneficial or terrible outcomes in Deloitte (Bishop, and Bechkoum, 2021). It is being observed
that positively utilizing power will upsurge workers performance. Employees may rapidly get
separated if power is exploited disorderly. Individuals containing authority have power just
because of their status. On the contrary, managers do not contain the sole rights of this power. It
may be utilised by those individuals who are skilled and have knowledge and contains
information which is valued by others. Employees or groups of individuals who are effected by
other can exert the power as well. The other highly effective type of power is public influence.
M1 Critical analysis of culture, power and politics which influences individual and team
In organisation environment there are various kinds of culture, politics and power which
are in top management in order yo take correct business decisions. For example, Deloitte is
adopting role culture in which managers assign the work among employees and work according
to them. This effect individual and team like people get more skilled and experienced team
member become capable to work in dynamic environment and work accordingly. Under
appraisal and expert power individual and team works jointly which assists to achieve the goals
of business and objectives.
Task 2
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context.
Motivation can be termed as the procedure of imitating the workers in an entity in order
to attain the goals of an organisation. In terms of an entity, it can be referred as the process of
impacting the overall performance of the employees by providing them motivation in context of
up surging their needs and wants to achieve the task assign to them. It assists in the successful
completion of business procedures with better efficiency. The theories of motivation are divide
into two groups namely content theories and process theories (Dhurup, 2019).
Content Theories
The main focus of these theories lies in the factors that are present in an individual who
has the capability to energize, direct, sustain or stop behaviour. These theories focus on the

individual needs of the workers and determining these needs emphasis on the areas that needs
motivation. Content theories contains following theories such as Abraham Maslow, Federick
Herzberg, Clayton P. Alderfer and David C. McClelland. These theories believes in satisfying
the needs of the employees and it needs a procedure of recognising the needs.
Process theories
It mainly focuses on providing descriptions and an examination of the procedure that can
be followed in order to energize, sustained, directed and stopped (Etse, McMurray and
Muenjohn, 2022).The main process theories are as follows:
 Reinforcement and goal setting theories
Process theories describes the way employee behaviour is energized. The theory is based on the
assumption that the behaviour is effected by its outcomes. In this theory the results are termed as
operants.
 Expectancy and equity theories
These models focuses on the anticipation of the performance and the result. It focuses on the
individual behaviour and according to this theory ans individual determines whether a job can be
achieved or not, whether the result can be treated as the result of performing and in addition to
that whether the result is desirable or not.
These theories also involves behavioural model and organisational behaviour modification
research focuses over the scientific approach of the behavioural model.
M2 Evaluation of influenced behaviour of others by others through effective motivational theory.
Both content theories as well as process theories can provide the procedure of employee
loyalty and the employees can be motivated in such a way that their efficiency is increased.
Individual productivity results in benefits to entity as well. This has enabled the opportunity to
develop confidence, trust and the communication among the employees. Both of the theories can
assist in motivating according to their requirements. There are various employees who have been
harassed and bullied and hence it is essential to provide health and working safety to the workers
in order to meet their requirements (Garengo, and Betto, 2022). Security of health and safety
can be motivating for the employees and they can act as per the roles delegated to them. In order
to upgrade the efficiency of various teams in the entity, the management requires to motivate the
employees to work effectively in a team. It is being observed that teamwork is lacking in the
organisation and along with it the performance of teams and their respective results had not been

satisfactory in the previous years. Hence it is essential to motivate the employees to increase
communication among them and focus on the significance of working effectively in a team.
Certain motivation theories used by Deloitte are theories like the Maslow's hierarchy of needs,
two factor theory and many more in order to motivate the employees to conduct their work
correctly and effectively. These motivation models are applied by Deloitte in order to upgrade
the efficiency of the employees (Khan and Khan, 2019). These are applied in the entities in
order to upgrade the communication among the higher authority and the subordinates in order to
determine the requirements of the employees. It is essential to recognise the motivational needs
of the employees in order to improve individual performance.
D1 Evaluation of relationship among culture, politics, power and motivation that enables team
From the above discussion it has been estimated that entity is having connection with
culture, power and politics which make team capable of getting success in their work and
achieve the organisations goals. If their is effective culture in entity then individual and team can
perform well which assists to accomplish the goal. In terms of Deloitte , management are having
power who monitor and estimate the performance of employees and provides appraisal which
upgrades production na profit level.
Task 3
P3 Explain what makes an effective team as opposed to an ineffective team.
Team: When assemblage of people are operating collectively for accomplishing a
common goal is termed as team. This assists in achieving the business goals which ghas
determined by management of the organisation. The explanation of teams is grouped in two kind
of team effective and ineffective which are operating accordingly. Effective team refers to
accumulation of skilled and experienced people who determine the goals and provides support to
accomplish the goal (Knight, 2022). They work well and upsurge the performance of business.
On the contrary, ineffective team refers to those members who does not wants to work and not
share any data or information which provides negative results. The difference between effective
and ineffective teams are discussed underneath:
Basis Effective team Ineffective team
Meaning The effective group promotes open
discussion, listen and learn from
The ineffective team generates
atmosphere which is full of

others, reach as decision, utilises
situational leadership for attaining
common goals.
stress, insufficiency of agreed
objectives and not emphasis on
goals of entity.
Contribution of
members / team
workers
Here every member discusses a lot
but remains appropriate to the task
group (Kotsopoulos, 2019).
In this, discussion is lead by
certain people.
Decision maker Here, most of the decisions are taken
by form of agreement which clear
that every member is included in the
agreement
Members of this team take
actions early before actual
problems are solved.
Leadership
characteristics
The top managers does not influence
leadership and support employees to
work effectively.
In this team leadership remain
clearly but sits at the head of
table.
In terms of Deloitte, management are utilising Belbin typology which assists to act the
role accordingly by workers like:
Action Oriented Functions:
 Shaper: In effective team, workers are playing role of shaper who are highly motivated
and prosper under pressure which assists to ensure that all expectations are fulfilled
effectively. Implementer: This refers implementer team have functional sense which assists to deal
with modifications effectively. The team of Deloitte are operating under implementer role
in which it handle the issues and implement the modifications in systematic way. This
assists to decrease the difficulty of business activities.
People Oriented Functions:
 Team worker: This can be determined as supportive member of team who are gentle,
conscious regarding others and sociable capable to adopt the various situations and
people in entity in order to achieve business goals (Mcdonald, 2019). Deloitte has
effective team in which members are polite and sensitive and can tackle situation and
provide better outcomes.

 Coordinator: In terms of Deloitte, team are playing a role of coordinator in which
people determine the goals and coordinate with all that assist to achieve the entity goals.
Cerebral oriented roles
 Plant: This kind of team member are determined as originator and creator who initiates
new ideas to work effectively and applying modifications. Like team of Deloitte are
operating entity by introducing creative ideas in this sector which assists to deal with
alterations efficiently (Mehmood, Macky, and Le Fevre, 2022).
 Monitor evaluator: This kind of team member are determined as serious minded and
estimator who evaluate the performance and get the success in their work. In terms of
Deloitte. Management estimate the performance of their team and make decisions
accordingly.
M3 Relevant team and group development theory to support corporation development
In business concern team and group growth is essential which assists to keep the good
position of entity and attain goals. The management of Deloitte are following Tuck man team
development theory that are explained underneath:
Forming – Here, team of Deloitte meets and learns regarding opportunities and risks
which aids to handle the activity which are allotted by management in order to achieve the
business goals.
Storming – Here, team member of Deloitte initiates to push against boundaries which
happened in forming. There are possibilities of disputes among team members and executives
which require to solve.
Norming – Here, team member of Deloitte initiates to resolve the disputes which has
increased in above level. Leader and management of entity supports people so issue can be
eradicate in enterprise.
Performing – This refers, team reaches at performing level by hard work and deputation
of work which assists in accomplishment of team goals.
Adjourning – The last level defines that team of Deloitte are exist for only some period
of time who aim to accomplish the business objectives. Furthermore, it develop the close
relationship with their colleagues where all works jointly (Perreira, Berta and Herbert, 2018).

Task 4
P5 Apply concepts and philosophies of organisational behaviour within an organizational context
and given business situation.
Organisational behaviour consists of organised research to proper implication of
knowledge for the factors within which personal act at workplace where they perform operations.
It mainly draws disciplines so to generate and provide unique field to people. It is a combination
of customs, values, ideologies addition to efforts that help people to execute operations
productively. For all business units, it is important to determine objectives along with
discovering issues that happens at workplace. When positive organisational behaviour is
provided to personnel then it results in opportunities for manpower and entity as it lead to
holding individuals for long duration together with upgrading business performance. Therefore,
in present time, it is very complex for enterprises to build consistent, favourable and motivating
environment that can upgrade profitability and effectiveness (Spichkova, Alsanoosy, and
Harland, 2021). When non effective addition to unfavourable environment is developed then
conditions of low productivity along with limited profitability increases. In terms of Deloitte, it is
recently facing conditions related to negativity within employees, unfavourable work
environment and many more. In terms of the present condition, leaders are mainly accountable to
align employee features with that of business objectives.
Concept related with OB
Organisational behaviour is the concept which helps in understanding ways individual
reacts at certain specific workplace. It can be further determined with Path Goal Theory that is
explained underneath:
Path Goal Theory
The theory was formed by Robert House and it is related with particularly behaviours of
leaders that matches with personnel and work culture for attaining goals. The theory is
determined for applying suitable leadership style according to current situation of company. The
theory consists of following factors:
Employee Characteristics: In this, leaders majorly emphasis on personnel' behavioural
characteristics for making appropriate structures and strategies that impacts them. Manpower
usually determines behaviour of their leaders as per their requirements and wants, for instance,
association, want for control and structural degree that they requires. In accordance of this, it is

analysed that workforce have build feeling of negativity due to current utilisation of legitimate
powers at Deloitte. Moreover, the leaders must determine feeling and emotions of employees in
order to know the best ways for motivating people.
Environment along with task characteristics: Power, cultures jointly with politics are
important features of organisational environment. So, leaders must make sure appropriate
environment to manpower for execution of tasks according to requirements of entity. For
Deloitte, it is analysed that unfavourable environment is major reason for generating negativity
within employee that creates disputes at working places. Despite of this, certain complicated task
featured which arise are formal authority system, non supportive work group and task designing.
As per above factors, it is determined that Deloitte is undergoing with condition of
negative atmosphere along with ineffective communication that effects manpower workings,
motivation and efficiency at workplace (Tennakoon, Kulatunga, and Jayasena, 2021).
Leadership Behaviour: One of non dependent variable of such theory is leader's
behaviour in which leaders make improvement within the styles of behaviour regarding task
features addition to employee in order to excel motivation of personnel at the objectives.
Leadership styles such as supportive, achievement, directive and participative that leaders
utilises in accordance of prevailing business situation.
As per existing conditions of Deloitte that is unfavourable work environment, negativity
among employees, ineffective communication and so on, leaders when utilises participative and
supportive style for address problems. With participative style, leaders recommends with
manpower before any decision making related to their viewpoints to carry on further which
furnishes different opportunities to employees for sharing their opinions along with ideas for
building significant business decision. Additionally, with supportive style, a pleasant work
environment is build for employees through becoming friendly with approachable and showing
interest to them that make empowerment and belongings feeling within organisational people
and this expand level of efficiency, motivation with positivity for accomplished practices on
time.
Philosophies of OB
Philosophies incidental to organisational behaviour contains contingency philosophy and
autocratic philosophy. In relation to autocratic philosophy, all the plans and programmes are
mainly devised by single person that are to be correspond by manpower at work. While in

contingency philosophy, manpower is interested in designing futuristic plans and programmes so
that all the necessary operations are attained on time and with full efficiency. In present time, for
overcoming from conditions related with negativity within employees and many more, leaders of
Deloitte should adopt contingency philosophy so to create feeling among manpower that they are
part of organisation which will eliminate negativity among them and their motivation level will
also boost with this.
M4. Evaluation of how philosophies and concepts inform and influence behaviour in present
situation
In relation with concept of OB, it consists of Path Goal Theory that includes elements or
dimensions like features of employee, characteristic of task and environment along with
behaviour of leader. The current condition of Deloitte involves negativity within employees and
ineffective communication, that can be solved through opting appropriate style of leadership that
is supportive and participative. The benefits of the theory are that it is appropriate for conditions
and is easily understandable. But, drawbacks is that it creates flawless within leaders due to
which application leads to failures.
In relevance to philosophies of OB, it involves contingency addition to autocratic
philosophy (Wiggins, 2022). From both, Deloitte leaders must start operations with contingency
philosophy that will advantage in generating positivity and motivation within manpower through
including them in decision making. On other hand, the philosophy takes huge time to reach on
some conclusions.
D2. Critical analysis along with evaluation with relevance to team development theories and
concepts that influence workplace behaviour for improving organisational performance
and productivity.
According to the analysis, Tuckman theory for developing team usually consists of 5
phases in which members are assigned obligations on the grounds of competence, potentiality,
knowledge and pertaining conditions. With application of the team development theory at
Deloitte, it will help leaders to indulge with personnel and determine their issues so that they can
build effective teams that impacts behaviour in positive manner for improvising productivity as
well as performance. In terms of Path Goal Theory, with appropriate leadership style, leaders of
Deloitte will be able to foster favourable environment to employees that will upgrade
performances of personnel and productivity of firm. On other hand, the concept generates

employees more dependent on leaders due to which effectivity and performances are constraint
to great extent.
CONCLUSION
From the above report it has been understood that organisation behaviour plays essential
role in terms to systematically execute the actions as well as behaviour of internal members.
Application of motivation theory help the personnel to increase their potential and jointly
achieve the predetermined target. So the manager of entity require to promote the employees by
promoting viable culture and mitigate the possibilities of negative politics. Building of effective
team through the application of Tuckman's theory is the required criteria depended on which firm
carry out their performance systematically. However, joint efforts of the individual as well as
group member favourably assists the entity to achieve the benefit of long term sustainable
development.

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