Organizational Behaviour: Culture, Politics, and Motivation at Google

This report provides a comprehensive analysis of organizational behaviour principles, using Google as a case study. It explores the influences of culture, politics, and power on individual and team behaviour, examining how these factors impact performance within the company. The report delves ...Read More

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO 1.................................................................................................................................................3
Influences of culture, politics and power on the individual behaviour and team behaviour and
performance at Google ..........................................................................................................3
LO 2.................................................................................................................................................6
Use of content and process theories and motivational techniques enable effective achievement
of goals...................................................................................................................................6
LO3 .................................................................................................................................................9
Effectiveness of co-operative team........................................................................................9
LO 4...............................................................................................................................................13
Concept and philosophies of organizational behaviour that influence performance of
employees.............................................................................................................................13
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................18

INTRODUCTION
Organisational behaviour is an approach that aims at understanding and managing
behaviour of human resource of organisation (Chumg, Seaton and Ding, 2016). Organisational
behaviour has various fundamental concepts which is applied by human resource management of
organisations to study and manage the workforce. The main aim of organisational behaviour is to
create business environment in a way that motivates and encourages employees and also satisfies
them. Human resource management applies various theories and models to business environment
in order to maintain its culture. Google operates its business in internet-related services such as
advertising technologies, search engines, cloud computing, software and hardware, etc. Google is
a multinational company having its business in around world-wide and it is also growing and
developing rapidly. Therefore, google requires large number of employees to operates its
growing business and business related activities.
The study report will analyse the impact of culture, politics and power on the behaviour
of others in an organisation. Further, it will evaluate how to motivate individuals and teams to
attain objectives and goals. The study report will discuss about an understanding of how to co-
operate effectively with others within an organisation. The report also explains different concepts
and philosophies of organisational behaviour. Differences between team and group are explained
in detain in this study report. Belbin's team roles are discussed further in the report.
MAIN BODY
LO 1
Influences of culture, politics and power on the individual behaviour and team behaviour and
performance at Google
Influences of culture on employees and team behaviour
Culture in an organisation refers to a shared assumption, values and beliefs which
regulates how people behave in the company. Organisational culture influences the behaviour of
employees to a great extent and it also influences their performance as well. Various culture has
various effects on different employees as every one has different perception. The structure and
cultured followed by Google influences its employees which leads to achievement or failure of
task or objectives. It includes organisation's philosophies, experiences and values which guides
employees. Handy's model of organisational culture is discussed below which includes four
various kinds of cultures generally being followed by business organisations.

Power Culture: Organisations following power culture has few rules and regulations needs to
be followed. And power and authority remains with the top management of company and
subordinates needs to report to higher authorities. The lower level of management does not have
direct link with top management which can create problem in business operations and decision
making(Davis and et.al., 2015). Google is a multinational and large company and has variety of
activities to handle, so if it follows power culture, then it will face many issues. Problems and
issues having in business operations by lower level of management will not reach directly to
higher authorities and it will also take more time, which can lead to creation of more problems
and will consume more time. Lower level of management or workforce will not be allowed to
take part in decision making and give their suggestions which may be helpful in implementing
business strategies.
Role Culture: Company with a long chain of command generally follow role culture as it is
based on rules and regulations of company. The role culture divides and distributes roles and
responsibilities of employees and sets a clear vision for everyone. Employees focus on following
their role and aims at completing the task given to them which leads to avoid team participation
and cooperation. Role culture allows top management to have high control on employees and
their duties. This culture also allows job security and opportunities to employees as it is
concerned with specific role distribution, which leads to performance measurement and
appraisal.
Task Culture: Task culture is basically for addressing specific problem or issue. Task culture
focuses on limited task and aims at completing that. Therefore, it shifts power and authority
within team and organisation accordingly with the nature of task or problem (Macdonald, Burke
and Stewart, 2017). It leads to bring effectiveness and also increases productivity as it focuses on
specific task. Individuals are also allowed to take part in decision making and give their
suggestion which leads to generation of ideas and strategies. Task culture facilitate team
cooperation as it focus on accomplishment of task and results in positive outcomes.
Person Culture: Person culture focuses on organisational objectives and also links it with
personal objectives of employees. This culture allows employees to get treated with uniqueness
and superior in business organisation, as it allows business to focus on employees and their
behaviour(Shields and et.al., 2015). Person culture works best when linked with other cultures

such as role, task and power culture. The linking with various other culture will benefit
organisation to have positive outcomes and gain the best possible results.
Google adopts person culture to deal with its human resource and to understand their
behaviour. Person culture adopted by Google allow its employees to actively take part in team
cooperation and achieve targeted goals and objectives. This culture also allows individual
employees to take part in decision making and give their suggestions which leads to bring
innovation in business activities.
Influences of power and politics on individual employees and team behaviours
Power is the authority and ability of person in an organisation which influences the
performance of individuals and team performance. Power and politics has great influences on
working of business environment and employees performance(Eskerod, Huemann and Savage,
2015). Power and politics governs the working environment, influences decision making and
also distributes role and responsibilities among employees. The impact of power and politic
depends on use of power either in positive or negative way by employees. This affects the
overall working environment of organisation and also affects productivity.
There is direct relationship between organisational performance and nature of power and
politics adopted in organisation. Power and politics of business organisation has both positive
and negative effects on employee's performance. The positive use of power and politics leads to
satisfaction of employees and increase in effectiveness of activities which directly increases
productivity and overall objectives are achieved and vice-versa. Google following person culture
allows its employees to give suggestions in decision making and it makes positive outcomes in
form of generation of fresh ideas. Ideal work setting managed by google allow it to avoid
negative politics in working environment(Binder, 2016).
Top management generally have the power and authority over its employees and their
roles. Use of power in positive way leads to satisfaction of employees, their retention and lower
downs the employee turnover. It also leads to bring effectiveness in business operations by
bringing innovation and creation. Whereas, negative use of power and politics in organisation
will lead to bad performance of employees and their dissatisfaction towards job. It will also
affect productivity and profits of organisation(Hunter, 2018). Negative use of power will not be
able to maintain effective team and fails to understand behaviour of employees. Therefore,
Google uses person culture to understand its employee's behaviour and also aims at using power

and politics in positive way that leads to satisfying employees and increase their performance
level which will directly lead to achievement of overall objectives of organisation.
LO 2
Use of content and process theories and motivational techniques enable effective achievement of
goals
Motivation in an organizational behavior means needs, desires, wants or drives within the
individual. Further, it is the procedure of stimulating people to action to accomplish the goals. In
today's competitive world, every business organization needs to adopt and apply various
techniques and tools to motivate its employees so that they bring innovation and results in
effective achievement of goals and objectives. Motivated employees put their best available
potential and skills in doing activities. Business organization uses various content and process
theories of motivation to encourage its employees. These theories effectively helps in motivating
employees by intrinsic and extrinsic methods.
Google is big multinational organization needs skilled and motivated employees to
operate its business and related activities. Google uses Maslow's Hierarchy Of Needs in
motivating its employees towards achievement of overall objectives. This theory aims at
satisfying basic and mandatory needs that help in motivation of employees and they tend to give
their best for business organization(Touboulic and Walker, 2015).
Physiological needs: organization needs to provide basic needs of sustaining life i.e. food, air,
water. If all the basic needs are satisfied employees feel satisfied towards job and also feel
motivated. Google can aim at providing proper basic needs to its employees so that they feel
motivated towards job and aim at bringing innovation and creation in activities.
Safety needs: employees feel satisfied when organization provides safety and security to them.
Organization needs to provide safe working environment for employees so that they work
effectively and bring effectiveness in operations. Google provides secure and safe working
environment in terms of providing them with life and health insurance, job security, retirement
policies, etc to motivate them.
Social belongings: employees needs to feel love, acceptance and belonging from friends and
family. Social belonging makes employees feel motivated they work effectively in organization.
Google aims to satisfy these needs so that employees feel motivated towards job(Mester and
et.al., 2018).

Esteem needs: employees expect to get recognition and acceptance from organization for their
performance and it makes them satisfied towards job. Google aims at providing status to
employees so that they feel respected and it also provides performance appraisal and rewards in
order to drive effectiveness in business operations.
Self-actualization needs: self-actualization need is the last stage of hierarchy which refers to
that employees wants to give their full potential in organization to get fully satisfied. Self-
actualization need is satisfied by google by providing complex task to skilled employees who can
give their best and achieve targets and it results in satisfying and motivating them.
By using Maslow's content theory, it makes its employees fully satisfied towards job and
motivate them to give their full potential in activities and results in bringing effectiveness in
operations and achieving overall objectives(Davis and et.al., 2015).
Google also uses Adam's Equity Theory of Motivation to motivate its employees by
extrinsic method. Equity theory refers that employees feel motivated when treated equally in
terms of receiving results or outputs for their efforts and performance as inputs. Employees
compare their efforts and contribution in activities with results and benefits with various
referents. Adam's theory of equity for motivation is explained as follows.
Illustration 1: Adam's Equity Theory

Employees put their skill and knowledge, efforts, experience and energy and in return
expects outcomes such as salary, performance appraisal, job security, rewards, recognition or
promotion and also more challenging task. And then results are compared with other employees
or referents which results in generating equity or inequity. Higher equity ratio makes employees
feel more satisfied and motivated. Inequity results makes employees feel dissatisfied and
employees may reduce his efforts in task. Employees compare their output with four kinds of
referents which are explained as follows:
Self-inside: employees compare their results with result of other employees in same
organization.
Self- outside: employees compare their results or outcome with employee with same position but
in other organization.
Others- inside: employee compare other employee's results within same
organization(Macdonald, Burke and Stewart, 2017).
Others-outside: other employees results are compared with different organization's employee.
Employees choose one of the referents to compare the results which influences their
satisfaction and motivation level. Google aims at maintaining equity among employees and their
perception regarding results or outcomes, and also focus on satisfying them which can result in
effectiveness of business process and achievement of objectives.
Relationship Between Culture, Politics, Power And Motivation
Organization's culture, power and politics greatly influences the performance of
employees and also their motivation level. Organizational culture includes values, beliefs,
mission, vision which influences working environment and also employee relationship, this
make influences in employee's performance and motivation. Job satisfaction and motivation
makes employees to give their best potential for organization's achievement. Google adopts
person culture which allows employees to take part in decision making and also allow them to
give their views, opinions, and suggestions(Mester and et.al., 2018). This results in employee's
satisfaction for job and they also feel motivated. Person culture adopted by Google's manager to
manage employees effectively by understanding human behavior and make them satisfied.
Organization's power and politics greatly influence performance of individual employees
and also team performance. Power refers to authorities which can make influence performance of
other employees as power allow him to decide about distribution of roles and responsibilities,

involvement in decision making, etc. Google following person culture makes a flexible working
environment for employees and encourages them to bring innovation and creation in business
process. The power and politics is generally held by top management of organization who makes
various decisions of company and influences performance of its employees. Positive use of
power and politics in an organization makes its employees to use their potential and skill in the
best way, whereas, negative use will lead to dissatisfaction among employees and team
members.
Power and politics of organization influences level of satisfaction of employees and
motivation as well. The power of top management allow duties and roles to employees and allow
their participation in decision making(Shields and et.al., 2015). There is an effective
interrelationship between motivation of employees and power of organization as this greatly
influences performance level of employees. If power and politics of organization allow employee
with opportunities of growing and developing, handling complex task, participate in decision
making, this will result in positive outcomes as employees can use their knowledge and skill
prove themselves. This leads to satisfaction of employees and also increases motivation level.
Google should aim at providing opportunities to capable employees to grow and develop in
organization by using their skills and knowledge. This makes them satisfied and motivated and
allows increasing productivity and increases effectiveness of operations and activities. Top
management of google should make accurate and effective use of power and politics to drive
effective performance of employees.
LO3
Effectiveness of co-operative team
Business organization aims at bringing innovation and creation in business activities and
to increase productivity which can make it to gain competitive advantage. Innovation and
effectiveness in business process is achieved by effective employees and capable team.
Therefore, organization aims at generating effective team which can result in achievement of
overall objectives of organization(AlNasseri and Aulin, 2016).
Basis Group Team
Meaning A set of individuals who work
together in completing a task.
A group of persons with
collective identity combined

together, to attain a goal.
Leadership One leader More than one leader
Focus on Obtaining individual goal Team goals are to be achieved.
Work products Individual Collective
Company adopts Belbin's Team Role Model Management
There are nine types of team roles which are adopted by Google corporation to build
effective team and they are described below:
 Implementer :- a person who is practical organizer in the team that puts ideas into plans
and actions and also ensures achievement of overall goals and objectives.
 Resource investigator :- this type of team role brings new ideas and opportunities into the
team and ensures achievement of Google's objectives.
 Plant :- plant is not always seems to be practical and sometimes misses what others want
from him.
 Monitor :- this role always analyses situations and desires to get the bottom of things and
ensures to accomplish overall objectives of Google organization.
 Shaper :- take teams forward, gives results, overcome obstacles and handles disputes
happening in Google.
 Coordinator :- he is the one who trust others and delegates roles easily and benefits
overall Google organization.
 Completer Finisher :- a person with this role has the capability to always feel what could
go wrong and find measures to correct those and helps in achieving overall goals of
Google.
 Team worker :- is the most sensitive member of the team but helpful also in Google
corporation.
 Specialist :- contributes effectively in a team in Google corporation through substantial
knowledge and skills.
Company follows Tuckman and Jensen's Team Development Theory to build an effective
team which is capable of accomplishing targets and objectives and it is explained as follows:
Forming:

In this stage, employees are introduced with other employees or team members. They
share their skills, knowledge, experience and get to know each other. Employees feel to be
accepted by other employee and avoid conflicts. In forming stage employees focus on individual
task and duties to be performed, which may lead to start of forming of an ineffective team.
Therefore, management should focus on giving proper guidance and make them build team
cooperation. They may be given task which makes them involve with team in order to complete
it. Team leader or manager should clear provide details of mission, vision, objectives of
organization which needs to be achieved, this gives employees with a clear vision of goals and
results in building an effective team.
In forming stage, employee experience:
 excitement, anxiety and confusion
 sense of belonging
 get to know and understand other team members
Storming:
In storming stage, employees start co-operation working with other team members.
Employees disagree with other team members, have different views and perception regarding
different situation. This needs to be corrected by team leaders, otherwise it will lead to
development of an ineffective team(Andriof and et.al., 2017). Leaders can resolve disputes
between them, involve in decision making, allow every employee to give suggestion and views.
Company can develop effective team by giving team building activities to members where
employees learn to co-operate with each other, and also grow communication and interaction
among themselves.
In storming stage, employees experience:
 competitiveness
 fluctuation in views for others
 questions regarding decisions made
 disunity among team members
Norming:
At norming stage, employees effectively work in co-operation towards achieving
common organizational objectives. Employee give respect to others opinion and views and also
value the differences. Employees help each other for help and also provides suggestions. Every

team member effectively work towards accomplishing business objectives. Issue may also arise
because of differences in values and perception of employees which may create dispute between
them and also lead to development of an ineffective team. This needs to be resolved by leaders
by properly delegating authorities and responsibilities among members. Leaders should also
involve in decision making so that it can lead to development of effective team which can reach
the organizational objectives.
In norming stage, employees experience:
 co-operation to achieve common goals
 increased team spirit
 confidence and trust among team members
Performing:
This is the last stage of team development, in which effective team is build who has full
potential to achieve overall objectives of organization. Team is capable of completing task and
get to a solution as well(Binder, 2016). Employees are also able to resolve conflicts quickly by
their-self. Organization can rely on effective team members for achieving or completing a
project. Effective team is also capable of creating new opportunities which can bring benefits to
organization and facilitate in terms of effective outcomes, increased productivity, increased
profits and market share as well. Leaders participation is not needed for decision making or
resolving conflicts.
In last stage of performing, employee experience:
 proper organizing of work
 constructive change
 understand strength and weakness of others
 Profound sense of belongingness
 confidence for future goals
By following all these stages, Company is able to create an effective team which is
capable of taking decisions, accomplishing task or projects, resolve conflicts. The development
of an effective team leads to bring innovation and effectiveness in business operations of
Company which can facilitate in providing better goods and services to customers. All this can
result in achieving overall objectives of Company .

Use of team development theory in business environment of Company leads to result in
effective and improves quality of work of employees. Employees in team are empowered with
specific roles and responsibilities and also to make decisions(Davis and et.al., 2015). Effective
team has the ability to complete the task given and they have authority and control for managing
business activities. Development of effective team results in creating a satisfying working
environment. A satisfying working environment enables lower down the employee turnover
facilitating business to retain its skilled and co-operative employees.
Factors that Assist or Hinder Effective Team Work:
There are various factors that assist and also hinder while building an effective, and also
factors which influences effective team work. Effective contribution and cooperation of team
members makes organization to achieve its goals and objectives. An effective team brings
innovation and creation in business activities and facilitate effectiveness which results in
increasing productivity and profits and also achieving overall objectives of organization.
Manager needs to focus on building effective team which can bring positive outcomes for
Company. There are some factors explained below which assist or act as barriers in effective
team-work.
Communication: Effective communication and sharing of views and ideas leads to development
of effective team. Employees needs to accurately share their ideas and also suggestion in team
which can lead to development of effective team(Eskerod, Huemann and Savage, 2015). If there
is no proper communication between different team members, it will clear confusion and may
lead to create dispute or conflicts. Effective communication results effective team work and
facilitate positive outcomes for organization.
Clear goals: Organization aims at creating team that is capable of achieving targeted goals and
objectives. If the goals and objectives are not properly cleared to employees and team then it
may lead to putting efforts in wrong direction. Employees needs to be clear with goals of
business organization so that they put their efforts and potential in right way and bring positive
outcomes.
Management or leadership style: Leadership style adopted by organization to manage human
resources greatly influence performance of employees and team. Continent leader often gives
roles and responsibilities to its team members and does not provide with much guidance and

makes them carry out task on their own. This may lead employees to put efforts in wrong
direction and it may hinder effectiveness of team work.
LO 4
Concept and philosophies of organizational behaviour that influence performance of employees
Organizational behavior is an approach used by organisations to understand behaviors of
human and factors influencing it. There are various factors which influences behavior of
employees and drive their performance level. Organizational behavior is based on various
fundamental concept and theories, which are explained as follows.
Individual Difference: Every employee is different from other employees. They have physical
as well as psychological differences(Hunter, 2018). Employee may differ in terms of
understanding, skills, knowledge, predictability, etc. Manager of Company needs to accurately
understand individual difference in order to understand their behavior. Manager needs to assign
roles and duties to employees by considering their individual difference of skills, knowledge and
experience.
Perception: Perception refers to understanding and interpreting of things of different employees.
Every one has different perception regarding different things. Employees may have different
views and ideas for same problem because of their perception of seeing and understanding
things. The difference in perception in employee may be due to experience, social surroundings,
understanding level, personalities, etc.
A Whole Person: Every one has both professional and personal life which inter-links each other.
Employees behavior may change due to influences in his personal life as both are inter-
connected. Leader should accurately make strategies for employee as a whole person which can
satisfy employee and utilize its full potential(Macdonald, Burke and Stewart, 2017).
Motivated Behavior: Every one have different factors of motivation. Some employee get
motivated by intrinsic method, whereas, others need extrinsic method for motivation and job
satisfaction. Motivated employees tend to utilize their best potential and knowledge in
organization and accomplish its objectives. Manager needs to find out what factors motivate
employees and accordingly meet their needs.
Involvement Of Employees: Employees needs to get fully involve in business activities to bring
innovation and creation which can result in accomplishing organizational objectives. Manager
needs to motivate its employee and empower him so that he involves in business activities.

Empowerment refers to giving employees to participate in decision making process, give ideas,
views and suggestions, this makes employee's to involve in activities and bring benefits for both
employer and employee(Marchington andet.al., 2016).
Value Of Person: Employees wants to feel respect and with dignity, this makes them satisfied
and motivated towards job. Manager should provide status and value for employee that makes
them feel satisfied and motivated. Value of employee is given by providing them with rewards,
performance appraisal, promotion, etc.
Social System: Organization is a social system in which behavior of one employee affects or
influences behavior of other employees. Two kinds of system are present in environment, i.e.
formal and informal which drives influences in human behavior in business environment.
Mutual Interest: There needs to be mutuality in between organization and its employees,
because both need each other. Employees needs organization to accomplish their objectives and
organization needs employees to accomplish its goals(Mester and et.al., 2018). Mutuality of
interest needs to be present as it greatly influence and drive effective performance of employees.
All the above mentioned factors influences behavior of different employees present in
Company and manager needs to understand them and make decisions accordingly. As this
factors drives and influences performance of employees which can benefit Company to achieve
its objectives.
Company adopts Path-Goal Theory to manage and understand behavior of its
employees. This theory refers that behavior of leaders greatly influences the performance of
employees and team performance(Path-Goal Theory of Leadership, 2018). According to path-
goal theory, good leaders guides its employees with clear direction and make them put their
potential in right way and achieve organizational objectives. Leadership style are explained as
follows which greatly influences behavior and performance of employees.
1. Directive Leadership: In this leadership style, guidance and directions are given to
employees for completing the task. Leaders give specific schedule of time to do specified
work. They distribute roles, duties and responsibility among team members and give
deadline for completing work.
Positive Impact: Directive leadership style creates clarity of roles and responsibilities, and
individual employees focus on completing their duties and complete it on specified time.

Negative Impact: directive leadership style lacks to bring innovation and creation in business
activities and processes as employees only focus on completing their task and avoids innovation.
2. Participative Leadership: in this leadership style, leaders involve its employees in
decision making and ask for their views and ideas for further improvements. Leaders are
open to discussion and consultation. Leaders often adopt this style so that it can make
employee to actively take part in task and projects(Shields and et.al., 2015).
Positive Impact: This will allow employees to give their ideas and suggestion in decision
making which can result in improving effectiveness of business process. Employees feel satisfied
towards their job and lead to increase productivity.
Negative Impact: Participative leadership style lacks in slow decision making process as leaders
involves its employees. It usually takes very long time and different views and suggestions of
employees may results in delay and also create confusion while arriving on final solution.
3. Achievement-Oriented Leadership: leaders with achievement-oriented style focus on
completing task and positive results. Generally leaders with achievement-oriented style
adopts contingent style for managing business activities and employees. Leaders provide
directions to its employees and make them achieve the goals and objectives.
Positive Impact: leaders do participate in task and projects as they aim at achieving results and
also goals are clearly communicated which makes everyone work on same page. This results in
achievement of goals and objectives(Touboulic and Walker, 2015).
Negative Impact: this leadership style lacks innovation and creation as employees are
encouraged to achieve the targets. It may also create employee turnover as achievement-oriented
leaders generally adopt strict style to guide employees.
4. Supportive Leadership: leaders with supportive style makes work environment stress
and frustration free by providing adequate and accurate support. Supportive leaders
provide proper guidelines to employee regarding completing the task.
Positive Impact: it makes employees comfortable and satisfied towards job. Employees get time
to improve their skills and knowledge by taking support of its leaders.
Negative Impact: it makes employee to being dependent on employees and lack in bringing
innovation and creation which slows down the effectiveness and goals are not achieved.

CONCLUSION
Organizational behavior refers to understanding behavior of employees that drives their
performance level. Understanding human behavior will result in better understanding of
influences on performance which affects business and its related activities. Organization's
culture, power and politics greatly influences the behavior and performance of employees and
also team performance. Various content and process theories of motivation are used by
organization which results in bringing effective results and outcomes. Organization adopts team
development theories to build an effective team which results in achieving organizational
objectives and goals. Various concept and philosophies of organizational behaviors are used to
motivate and encourage employees to bring effectiveness in operations and achieve overall
objectives of organization.

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