Organizational Behavior Report: Culture, Motivation, Teams Analysis

This report delves into the multifaceted realm of organizational behavior, examining key factors that influence employee performance and workplace dynamics. The report is segmented into three primary sections. The first section explores the roles of culture, power, and politics within an organization, highlighting how these elements shape individual and collective behaviors. The second section focuses on motivation, presenting various motivational theories and their practical applications in enhancing employee engagement and productivity. The final section investigates team building, differentiating between effective and ineffective teams, and analyzing different team development theories. The report emphasizes the interconnectedness of these concepts and their significance in fostering a thriving organizational environment. Key concepts such as power culture, task culture, and role culture are analyzed, alongside motivational theories like Maslow's Hierarchy of Needs. The report ultimately provides a comprehensive overview of organizational behavior, offering insights into creating a successful and productive workplace.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student:
Name of the University:
Author’s Note:

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Executive Summary
This report intends to shed light on the concept of organizational behavior and its related
aspects. The report is divided into three segments. The first segments intends to shed light on
the concepts of culture, power and politics and the roles which they play within an
organization. The second segment of the report will shed light on the concept of motivation.
This segment of the report will also give an overview of the various motivational theories and
the ways by means of which the organizations can motivate the employees to perform better.
Finally, the third segment will give an overview of team building, effective and ineffective
teams. This segment of the report will also give an overview of the various team building
theories and the ways by which they can be utilized.

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Table of Contents
Task 1.........................................................................................................................................3
Introduction............................................................................................................................3
Role of Culture.......................................................................................................................3
Role of Power.........................................................................................................................5
Role of Politics.......................................................................................................................6
Conclusion..............................................................................................................................7
Task 2.........................................................................................................................................7
Introduction............................................................................................................................7
Role of motivation..................................................................................................................7
Conclusion..............................................................................................................................9
Task 3.......................................................................................................................................10
Introduction..........................................................................................................................10
Effective and ineffective team.............................................................................................10
Team and group development theories................................................................................11
Relevance of team development theories.............................................................................11
Conclusion............................................................................................................................12
References................................................................................................................................13

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Task 1
Introduction
There are various factors which affect the performance as well as the behavior of the
individuals within a company or a business organization. Culture, power and politics are
three such factors which play a major role in the performance of the employees within a
particular company or business organization (Taras, Steel and Kirkman 2012). This particular
section of the report intends to shed light on the role which the factors like power, politics
and culture play in the performance as well as the behavior of the individuals within a
company or a business organization.
Role of Culture
Culture can be defined as the agglomerate of the societal norms and behaviors found
in the human society (Minkov and Hofstede 2012). However, the general accepted definition
of culture is that it is “the prevailing ideas, values, attitudes and beliefs that guide the way in
which employees think, feel, and act” (Taras, Steel and Kirkman 2012). However, the
definition of culture undergoes a bit of a modification when it is considered in the context of
the business world. Hofstede gives a pertinent definition of culture in his theory “Hofstede’s
Cultural Dimension Theory” when he says “the collective programming of the mind which
distinguishes the members of one group or category of people from one another” (Minkov
and Hofstede 2012). Therefore, in this context culture can be seen a platform where the
individuals from diverse cultural backgrounds interact and connect with each other in a bid to
achieve the best results for the company or the business organization for which they are
working (Hofstede 2013).

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Theorists have identified several kinds of cultures within a company or a business
organization. The most prominent among them are task culture, role culture, power culture
and various others. It is to be noted that among these power culture is the most commonly
encountered one in the various companies as well as business organizations. In this particular
kind of culture, there are a few selected people or individuals at the head of the power chain
and they are imbued with the power or the responsibility to control as well as monitor the
behavior of the other employees who are sub-ordinate in rank to them (Goetsch and Davis
2014). However, it is often noted that this kind of organizational culture often creates an
environment of fierce competition within the company or the business organization which
instead of fostering growth and developing can affect the company in a negative manner. A
typical example of this is the incident at the American bank Wells Fargo where the
employees in order to please the individuals in power took the help of ethical means to meet
their performance requirements. Therefore, in this particular context, the “Sternberg’s
Triarchic theory of human intelligence” (1995) becomes very important. As per this
theory, “individuals under the power culture would always be seeking validation from those
at the top with the power and they will be doing this by making sure their performance is
good” (Rosemann and vom Brocke 2015). Therefore, as per various theorists the power
culture within an organisation although increases the growth as well as the development rate
of the company or the business organisation concerned by virtue of the improved
performance of the employees however its long term use might prove harmful for the
company or the business organisation concerned.
Task culture is another popular culture which many companies as well as business
organizations take the help of their work place to foster an atmosphere of continuous growth
and development (Rosemann and vom Brocke 2015). In this particular cultural environment
the focus is placed on the tasks or the jobs which the employees are required to perform.

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Therefore, appreciation or reprimand is given to the employees depending on the kind of
tasks which they are performing. It is to be noted that these kinds of cultures are particularly
suitable for the groups or the teams where the division of the tasks within the group or the
team concerned would enable them to work in a much better manner. Therefore, the
individuals often feel motivated to complete the task for their groups or the teams concerned.
Another added advantage of this particular culture is that this culture focuses on the skills and
the expertise of the individual employees who are required to complete the tasks. Therefore,
the employees have the chance to continuously upgrade their skills as well as expertise level
as per the needs and the requirements which their job roles and responsibilities demand from
them.
Role culture is another type of workplace culture which the various companies or the
business organizations often take the help of in order to develop an effective workplace
environment (Goetsch and Davis 2014). The main focus of this type of culture is on the kinds
of roles which the individual employees are required to perform within the company or the
business organization concerned (Goetsch and Davis 2014). Therefore, within the parameters
of this particular culture the individuals are required to perform in a ritualistic manner their
job roles and responsibilities. Moreover, a proper understanding of the job roles as well as
responsibilities is also very important in this particular culture.
Role of Power
It is to be noted that power plays an important role in the performance of the
individuals within a company or a business organization. Power can be defined as the ability
or the capacity of an individual to influence or affect the performance or the behavior of other
employees or individuals within an organization (Minkov and Hofstede 2012). In the opinion
of “John French and Bertram Raven” there are five types of power-legitimate, coercive,
reward, referent and expert power (Minkov and Hofstede 2012). It is seen that the in most of

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the organizations a combination of all these types of powers is used for the effective
performance of the employees. It is seen that the rewards are the most common means of
performance boosters. For example, if a person working hard is rewarded by the management
of the organization then the other employees also start to work hard in a bid to get rewarded.
Legitimate power, on the other hand, refers to the legitimate power which is provided to an
individual within an organization by means of his or her position or rank. Thus, the manager
of a particular organization is provided with legitimate power by means of which he or she
can ask the employees to work on a project on an urgent basis for the benefit of the company.
Therefore, it can be said that power within an organization if properly utilized can lead to the
overall growth as well as development of the organization however if it is misused it can have
a negative impact on the performance of the employees within the organization.
Role of Politics
Politics forms an important part of not only our day-to-day lives but the various
companies as well as the business organizations as well. It is to be noted that most of the
business organizations are permeated with the spirit of politics. The major reason behind the
use of politics by the individual employees in the workplace is to gain advantage over their
colleagues or team-mates (Ferris and Treadway 2012). However, it is to be noted that the
majority of the politics in the workplace is largely informal as well as unofficial. It is to be
noted that politics can affect the performance of an individual within a particular company or
a business organization in a positive or a negative manner depending on the purpose for
which it is used (Ferris and Treadway 2012). For example, it is often seen that the employees
in order to become the favorite of their team-leaders or managers often indulge in politics.
This kind of politics helps in improving the performance of the employees. However, there
are other kinds of politics as well like the when a particular individual having some kind of
grudge against another employee indulges in politics to get that person removed from the

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organization. These kinds of politics can actually harm the prospects of the company or the
business organization concerned in the longer run.
Conclusion
Therefore, from the above discussion it becomes that power, politics and culture play
an important role not only in the performance of an individual but in the performance of the
company or the business organization concerned itself. Therefore, care should be taken by the
company or the business organization as see that the three factors are being effectively
utilized not only by the organization but by the employees as well for the overall growth as
well as the development of the organization and the employees concerned as well.
Task 2
Introduction
Motivation can be defined as the reason for “people's actions, desires, and needs”
(Cho and Perry 2012.). In other words, it can also be defined as “one's direction to behavior,
or what causes a person to want to repeat a behavior” (Hoch 2013). It is interesting to note
that motivation does not come from outside but it something which is inherent in the
individual. Therefore, motivation comes from inside the individual or the person concerned.
Motivation forms an important aspect of the performance of the individuals in the workplace
or the business organization concerned (Cho and Perry 2012.). Therefore, the various
companies or the business organizations concerned focus on motivating the employees in a
bid to get better performance from them. Therefore, the HR and other individuals in the
higher positions of the company or the business organization should try to motivate the
employees in order to get better performances from them (Hoch 2013).

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Role of motivation
As already mentioned above, motivation plays an important role in the performance
of an individual in a particular company or business organization. There are several theories
related to the concept of motivation which help the HRs and other people in the organization
to motivate the employees in the best possible manner. Some of the most commonly used
theories are Maslow’s “Hierarchy of needs”, Herzberg “Two-factor theory”, Process Theories
like Adam’s equity theory and various others (Anderson 2014).
It is often seen that the various companies as well as business organizations take the
help of the diverse content theories to effective motivate the employees. Among the content
theories the most popular and widely used is Maslow’s “Hierarchy of Needs” which lists
five factors or five different needs of the individuals within the company or the organization
for the effective motivation and performance of the employees concerned (Lester 2013.). This
theory is “often portrayed in the shape of a pyramid with the largest, most fundamental needs
at the bottom and the need for self-actualization and self-transcendence at the top” (Lester
2013.). Therefore, it would not be too far-fetched to say that this theory sees motivation as
well as the effective performance of an individual as the combination of various needs. This
particular theory is often used in the workplace to effectively motivate the employees to
attain their goals. For example, the managers often place the goal of self-actualization or the
attainment of a particular goal or target at the top of the pyramid and motivate the employees
to attain them. The attempt for the attainment of the particular target also enables the
employees to attain new skills as well as expertise along the way which will help to perform
much better in the future (Anderson 2014).
Herzberg “Two-factor theory” is another theory which is often used by the various
companies as well as business organizations for the effective motivation of the employees
and thereby to improve the level of their performance (Park and Ryoo 2013). According to

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this particular theory, there are certain factors or things within the workplace which makes
the job satisfaction higher for the employees and at the same time there are certain other
factors or things in the workplace which reduces the level of job satisfaction among the
employees (Malik and Naeem 2013). Therefore, the primary role of the HRs, managers and
other higher authorities of the company or the business organization should be to enhance the
factors which increase the job satisfaction of the employees while reducing the factors which
reduce the level of job satisfaction.
Adam’s Equity Payment Theory is another theory which is often used by the
various companies as well as the business organization to motivate and also to improve the
performance level of the employees (Al-Zawahreh and Al-Madi 2012). According to this
theory,“individual’s ability to be motivated to achieve a goal can be hindered by colleagues
getting different level of rewards for the same effort put in” (Al-Zawahreh and Al-Madi
2012). Therefore, the HRs and managers should see to it that equity is maintained within the
company or the business organization among the employees performing similar job roles and
having similar designations.
In addition to the above listed theories and methods, the various companies as well as
business organizations can motivate the employees and thereby increase the level of their
performance by rewarding their extra efforts and providing them incentives and other
periodical benefits (Barrick, Mount and Li 2013.). It is to be noted that acknowledging the
performance of the hard workers can motivate them to work extra harder and also motivates
other employees to work like him or she.
Conclusion
Therefore, from the above discussion it becomes clear that motivation forms an
important aspect of the performance level of the various employees within a company or a

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business organization. Therefore, the various companies or the business organizations should
take this concept very seriously and try to motivate the employees using the various theories
related to concept of motivation, in the most effective manner in order to get the best possible
performance from them.
Task 3
Introduction
It is to be noted that teamwork forms an important part of the work culture of any
company or business organization (Colombini and McBride 2012). It is to be noted that team
work not only enhances the performance level of the entire team as well as the company or
the business organization concerned but also improves the work culture of the place as it
helps the various employees of the company to bond with each other in a more effective
manner (Fransen, Weinberger and Kirschner 2013.). Therefore, many companies focus on the
process of team work as it helps them to achieve two purposes. However, it is to be noted that
an effective team performance can lead to the overall growth as well as development of the
company or the business organization concerned whereas an ineffective team performance
can reduce the growth rate of the company or the business organization concerned (Mitchell
et al. 2012).
Effective and ineffective team
The major difference between an effective and an ineffective team lies in the level of
coordination among the different entities of the team. In addition to co-ordination, there are
other differences as well between an effective and ineffective team. The primary differences
between the two kinds of teams lie in the level of contribution of each individual member of
the team to the team, the level of cooperation with the team, the motivation level and various
others (Tannenbaum and Cerasoli 2013.). It is to be noted that an ineffective lacks these

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factors and therefore the performance level of the ineffective teams is not on par with the
performance level of effective teams (Colombini and McBride 2012). Therefore, various
companies or the business organizations insist on having effective teams as their workforce.
Team and group development theories
There are several theories related to the concepts of team as well as group
development and their effective management. Some of the most popular theories used by the
various companies as well as business organizations include “Group Development Theory”
of Mcclure (1998), Tuckman's “Group development Theory” and others (Seck and Helton
2014.). It is interesting to note that both these theories give four stages for achieving the
concept of effective team. Both the theories even go on to list some of the key differences
between the effective and ineffective teams and states that one of the major reasons for the
performance level difference the effective and ineffective lie in these four stages of their team
formation. Tuckman narrates the four stages as “Forming, Storming, Norming and
Performing” (Seck and Helton 2014.). It is interesting to note that the various business
organizations as well as companies use these four stages for the process of effective team
formation. Therefore, the various HRs as well as the managers should take into consideration
these four stages for the process of effective team formation within the company or the
business organization.
Relevance of team development theories
It is to be noted that the various team work and development theories play a
significant role in influencing the overall organizational behavior as well as the philosophies
which dictate the atmosphere of a particular company or business organization (Fransen,
Weinberger and Kirschner 2013.). The entire atmosphere of a company or a business
organization depends on how well the various diverse entities of the team are able to mingle
with each other and perform as a cohesive unit. It is here that the role of the various team

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development theories becomes very significant as they by means of propagating the concept
of team building not only help to improve the performance of the team but also help in
fostering an environment very congenial for work and which also helps in developing a
proper work environment (Tannenbaum and Cerasoli 2013.). The development theories also
help the companies as well as business organizations to drive home their primary
philosophies as well as aims into the minds of the employees and therefore it becomes easier
for them to follow the philosophies as they are being made clear too them in the initial stage
itself.
Conclusion
Therefore, from the above discussion it becomes clear that team building forms an
important part of any company or business organization. The various companies or the
business organizations therefore focus on building effective teams which will contribute to
the overall growth as well as the development of their entire company or business
organization itself. Ineffective teams on the other hand reduce the performance level of the
company or the business organization concerned.

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