Organizational Behaviour: Culture, Politics, Power & Motivation-TUI

This report analyzes the influence of culture, politics, and power on individual and team behavior within an organizational context, specifically focusing on TUI Group. It evaluates content and process theories of motivation, examining how motivational techniques can effectively achieve organizational goals. The report also demonstrates an understanding of what constitutes an effective team, contrasting it with an ineffective one, and applies concepts and philosophies of organizational behavior to a given business situation within TUI Group. Key areas explored include Hofstede's cultural dimensions, network and systems theories, organizational psychology, and the impact of globalization and digital technology on organizational culture.

E174 RUMYANA BALEVSKA BUSINESS
ORGANISATIONAL BEHAVIOUR

Table of Contents
Introduction:...............................................................................................................................3
L01 Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context................................................................................................................3
Analysing how an organisation’s culture, politics and power can influence individual and
team behaviour and performance [P1].......................................................................................3
L02 Evaluate how to motivate individuals and teams to achieve a goal...................................9
Evaluating how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context [P2]..................................9
LO3 Demonstrating and understanding of how to cooperate effectively with others.............14
Demonstrating an understanding of what makes an effective team, as opposed to an
ineffective team [P3]................................................................................................................14
LO4 Apply concepts and philosophies of organisational behaviour to a given business
situation....................................................................................................................................21
Applying concepts and philosophies of OB within an organisational context and a given
business situation [P4]..............................................................................................................21
Conclusion:..............................................................................................................................25
References:...............................................................................................................................26

Introduction:
The “organizational behaviour” or “OB” is described the way an individual behave with each
other in an organization. The project focuses on the analysis of influence of “politics”,
“culture” and “power” on the behaviour of individual employees. The research work will
evaluate the impact of “process” and “content” theories of motivation and how motivational
techniques can affect the process of achieving the goals of an organization. The project will
focus on the understanding of the process of building an effective team instead of an
ineffective team with the application of philosophies of OB. The chosen company for the
research work is TUI Group, UK.
L01 Analyse the influence of culture, politics and power on the behaviour of others in
an organisational context
Analysing how an organisation’s culture, politics and power can influence individual
and team behaviour and performance [P1].
Influence of culture, politics and power on team behaviour and performance:
The sole purpose of human resources is to convert the materialistic resources into products
while running an organization. Choices are bound to be made by the managers while using
the human resources and for a huge company such as TUI group; the managers will surely get
involved into internal politics in order to use their respective powers so that they can make
their decisions standing. Every company follows a certain work culture and depending on the
culture the managers take their decisions which can affect the performances of a particular
employee, eventually deciding the future success or failure of the organization (Schneid et al.
2015).
Classification of Culture (Power, Role, Task and Person):

In respect to organizational culture, “Charles Handy” described four kinds of it: “Power”,
“Role”, “Task” and “Person”.
Companies who uses power culture, they have power restricted to the necessary
commanding person. They are the only one who takes decisions and those are the ultimate
management word based on which the employees act (Astakhova, 2016). This is not a very
employee friendly atmosphere and employees do not enjoy working here as they are only
judged based on their performances.
The companies who follows role culture has different roles and responsibilities assigned to a
particular person and along with that role comes the power (Leroy et al. 2015). However,
internal conflicts are very common in this kind of cultural practice for organizations.
TUI group is the company who practices task culture where the employees work in a team
trying to accomplish a task and power shifts from one to another based on the priority of task.
This is the best way to get the most out of the employees by using their leadership quality,
personalities and skills which TUI group has done with ease.
In a person cultured company, people think they are superior to the foundation itself which is
the company. TUI group does not follow such culture as in this scenario; people do not
interact with each other.
The importance of Cultural Difference Awareness:
An employee’s way of communicating including dressing sense, behaviour depends
completely of different types of cultural values and practices and this is the reason why they
have difference of opinions based on their cultural differences (LeVine, 2018). TUI group
encourages employee’s opinions for the growth of the organization and that is the reason

different cultured people enjoy working over there. The managers are well aware of the
cultural differences and practices non-biased communication with all of them as the company
has a “diversity policy” which every employee practices religiously.
Hofstede’s theory of culture theory and application:
Being a multinational company, TUI group has to work with employees from different
culture and applying the “Hofstede’s theory” is very important due to that fact (Beugelsdijk,
Maseland and Hoorn, 2015). “Greet Hofstede” introduced five factors that could manipulate
workplace culture:
 Power: In TUI group, the managers are responsible and answerable for any mishaps
whereas in other organizations, every employee is responsible and answerable for
their own tasks. In case of TUI group, few employees enjoy the power and in the
second scenario, every employee is treated equally.
 Individualism: TUI group believes in team work and encourages employees to work
being a part of the team as different ideas will come up and productivity will increase
whereas few companies believes in employees performing individually.
 Masculinity vs. Feminity: Companies follow different policies based on the number
of male and female employees
 Long-term orientation: Like many other establishments, TUI group prefer to keep
long term communication with the employees as it increases the productivity as well
as employee loyalty and retention of skilled personals.
The rise of globalisation and digital technology and how they have influenced and
shaped organisational culture in the 21st century:

Globalization and technological advancement has significant impact on organizational
cultures. The globalization has made it possible that employees from different cultures can
work in an organization while with the help of technology they can communicate as well
(Crane, Kawashima and Kawasaki, 2016). TUI group allows employees to not to come to
office physically and work from home with the help of digital technology whereas companies
do outsourcing of processes due the globalization factor.
Principles of Network theory and Systems theory as frameworks to understand
organisations:
The communal form of relationship affects an “organization”, “individual” even a “group”
and the process of happening so is what the “Network theory” is based on. In regards to that,
TUI group follows the theory of focusing on the relationship between employees or positions
rather than their individual characteristics.
The “cybernetic idea” is followed by TUI group. Employees get the feedback based on their
performances from their managers and this affects the way the employees deliver their work.
However, this is a very complexed way of working but employees learn from their mistakes.
Organizational Psychology:
Organizational psychology aims to have smooth work culture so that the workforce can
perform efficiently for the success of the organization. It empowers the employees so that
they feel competent and perform more productively in order to fortify the organizational
structure (Johnson et al. 2017). This theory has been applied in TUI group which eventually
helped the managers to mitigate conflicts among employees.
Influence of politics:

It has already been discussed that organizational politics can be used for the betterment of the
organization and managers of TUI group understands the basic four types of organizational
politics to use them for the betterment of the organization.
“The weeds” are referred to a practice which the managers practices while they use their
personal connections informally for the betterment of the organization. In TUI group, the
managers have used their connections or influences for the betterment of the organization so
that it can earn more revenue. This is a useful way of improving the organization; however,
any employee can use the same to generate obstacles for companies to grow further. The
organization should keep the “Weed politics” in check and monitored in order to avoid such
circumstances (Rasmussen, 2015).
However, “Weed politics” is not the only way in which TUI group operates but the
individuals use their expertise and experiences to use their resources and build a team which
functions in a specific division of the organization. These are being called “The rocks” as
they provide strong foundation to the company.
“The rocks” are being backed up by the people with authority who build the structural
process by the administration of decision-making authority. These are being called “The high
ground”. TUI group makes sure that the high grounders are constantly generating innovative
ways to implement norms for the betterment of the company.
There are organizations that follow some off the books rules which falls into organizational
politics and are being called “The woods”. Monitoring the organizational shortcoming
through probing questions assists the organization to become a better place to work with.
Influence of Power:

In order to extract the best outcome from an employee, the managers of TUI group uses
owned powers based on their roles which comes from different origins and can be applied in
different ways. The role signifies the practice of lawful power, however, the employee might
not prefer using it but the compliances has to be there (Jo and Park, 2016).
Employees work hard for the organizational betterment and get rewarded in forms of
increment, incentives and promotions. The owners and the managers has that rewarding
power based on the performance of the employee.
Contrastively, organizations hold the power of punishing an employee for the mistakes made,
are being called “corrective power”. However, frightening an employee to fire them for every
mistake does not work in favour of organizational prosperity.
The powers gained from experiences are used to anticipate the need of the customers in order
to make the employees work on that in order to get the need of the company shorted to
deliver high quality output. This power is useful while having a futuristic vision.
Information in an organization is not available for every employees and one person equipped
with certain key information helps him to negotiate a deal. This is known as “Information
power”.
With the liking of a person in an organization comes the “Referent power” and this power
stays with those person who are widely liked or respected by others. Many managers in TUI
group enjoy the “Referent power” as they are liked amongst all the employees.

L02 Evaluate how to motivate individuals and teams to achieve a goal
Evaluating how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context [P2].
Extrinsic and Intrinsic Motivation:
The behaviour of a person which he or she uses in order to avoid punishment and receive
rewards can be accomplished by an activity which is called “Extrinsic motivation” or
“outside motivation” (Benedetti et al. 2015). Working hard signifies such behaviour of an
employee.
Such behaviour is inspired by the need of gaining reward or the need to avoid an adverse
situation. Hence, employees might not always enjoy what they perform with respect to that.
In TUI group, employees do overtime to get a promotion without liking what they are doing.
In contrast to that, when a person behaves in a feel good way about oneself, is called
“Intrinsic motivation” or “inside motivation” (Beal, 2017). Thereafter, behaviour of “Intrinsic
motivation” is not about doing something to avoid certain situation but performing something
which is self-satisfactory. For an example, in TUI group, when an employee works on a
creative project because he or she likes creativity, is motivated by “inside motivation”.
Motivational and Content Theories:
Herzberg Two factor theory of Motivation:
“Fredrick Herzberg” depicted that there are two factors dependent for satisfaction or
dissatisfaction in a job as:
 Hygiene Factors: This factor is associated with the positive points for job satisfaction
is a workplace where absence of which may cause dissatisfaction for employees
(Holmberg, Caro and Sobis, 2018). The factors are:

 Policies: Sustainability of employees cannot be achieved by strict administration
of unbending company policies.
 Fringe benefits: Corporation should provide health insurance an employee help
schemes for employees
 Working conditions: The workplace atmosphere should be safe and clean and the
equipments should be in good shape.
 Payment: The pay scale should be best in the industry.
 Job security: Employees should not feel that they can be fired at any point of time.
 Interpersonal relationship: There should not be any personal or professional
conflict in between employees and managers.
 Designation: Retaining of designation of an employee helps motivate the
individual.
 Motivational Factors:
Motivational factors are very crucial as it encompasses positive satisfaction as
they are rewarding in nature. The factors are as follows:
 Sense of accomplishment: Employees should be provided with the joy of
accomplishment.
 Responsibility: Employees should be given some responsibilities in order
to perform a task and managers should not order them but should monitor
them.
 Recognition: Managers should accomplish and praise an employee for his
or her achievements.
 Opportunities for promotion: A performing employee must be rewarded
with a promotion.
Maslow’s Hierarchy of Needs:

In the year 1943, “Abraham Maslow” came up with the “Hierarchy of Need” theory for
human motivation. The five needs are:
 Physiological needs: The basic needs of amenities are physiological needs such as
air, food, water, shelter and clothing.
 Social needs: In order to sustain in a society, friendship, affection and love is
important which a social need is.
 Safety needs: This includes various kind of security such as family security, health
security, job security etc.
 Esteem needs: The internal esteem needs includes self-confidence, respect and
competency whereas the external esteem needs includes power, recognition etc.
 Self-actualizing needs: It considers being creative, gaining knowledge and getting
into social activities.
Process Theories:
Expectancy Theory of Motivation:
This theory emphasises on results rather than the need. The theory believes that delivering
better performance will lead to rewards (Purvis, Zagenczyk and McCray, 2015). There are
three factors on which “the theory of expectance” depends. The factors are:
 The interrelation of effort and performance
 The interrelation of performance and reward
 The interrelation of reward and personal target
Equity Theory of Motivation:
This theory depends on balance, truthfulness and fairness of a company practiced by
management. The fairness of a company gets evaluated by an employee when he or she

measures the way a company compensates their efforts with comparison to other employees
holding same positions (Miner, 2015). There are four references an employee use in order to
evaluate the fairness of a company.
 Self-outside: The experience of the employee in a situation outside of the company.
 Self-inside: The experience of an employee in various position of the company
 Other-outsider: The position of an outsider employee outside the company
 Other-inside: One or more employees inside the current company.
The implications of motivational theory on management and leadership within
organisations:
TUI group follows some of the theories in order to achieve excellence. The managers keep
the hygiene factor as the utmost important parameter in order to maintain employee
satisfaction. In order to encourage the employees the company arrange stimulation programs
and rewarding strategy to keep the motivation level of the employees high (Bolman and Deal,
2017). As the company belong to service industry, administrating “equity theory” is not
possible all the time. The employees, which are hard working, get special treatment from the
managers.
Complying to “Maslow’s theory”, TUI group maintain a slandered salary structure which
liberates the employees to avail amenities beyond basic level. However, given the work
pressure, employees might feel suffocated. Along with that, there are sometimes conflicts
between managers and a senior employee which hampers the working conditions is TUI
group.
The managers of TUI group do not prefer controlling the employees but they let the
employees handle their own responsibility. The challenges of the job profile does not only

encourage employees to take on the challenge but also let them enjoy when the task has been
accomplished.
What is Emotional Intelligence?
The emotional intelligence helps an employee to control own and others emotion. The needed
skills are mentioned below:
 Self-recognition
 Emotional awareness
 Empathy
 Motivation
 Social skill
TUI group’s employees are expected to show emotional intelligence as the managers would
not like it otherwise.
Task vs. relationship leadership:
Two kinds of leadership qualities have been discussed below:
 Task-oriented leadership: Leaders who consider achieving tasks as their targets and
motivates employees to achieve the same are called task-oriented leaders. These
leaders are supposed to be organised
 Relationship-oriented leadership: These leaders are motivated and prefer to interact
with others. They are more approachable in nature.
In respect to these qualities, the managers of TUI group motivate the employees to achieve a
task within the time frame while being very approachable and communicative.
Psychodynamic Approach to Behaviour:

This approach is the combination of behavioural and functionality based on the
interconnection of cataleptic forces of a person and different personalities. Simplifying the
statement, it can be described that the behaviour of a person is based on unconscious motives.
The managers of the organization encourage and rectify the employees in order to move
towards betterment for the organization.
LO3 Demonstrating and understanding of how to cooperate effectively with others
Demonstrating an understanding of what makes an effective team, as opposed to an
ineffective team [P3].
Various kinds of organizational teams:
Many companies including TUI have a team-working culture where each employee works as
a part of different teams so that the productivity of the organizations increases by manifold.
The reason behind such work culture is that some of the directors believe that different
people who are working together come up with fresh ideas, innovation and creativity and
thus,the company prospers rapidly (Stout and Blair, 2017). Five kinds of teams can be seen at
a workplace in general.
Departmental teams: Departmental teams are responsible for working in a particular
department in which the team members are experts. For instant, TUI has teams for marketing,
corporate functions, sales, retail etc.
Problem-solving teams: These teams are formed when the company is going through a crisis
period and it wants to get out of the situation as early as possible.
Self-directed teams: Self-directed teams enjoy the ability of decision making on behalf of
the directors of the companies. Sometimes the managers of TUI work together as a team so

that they can make some informed and significant decision depending on their knowledge
and skill. This is an example of how self-directed team works.
Cross-functional teams: Even though the companies have separate teams for distinct tasks,
sometimes the members of various teams must work together to deal with specific events.
Therefore, though TUI has diverse teams for sales, corporate functions and marketing, while
taking some important decisions, the teams may have to work with each other as cross-
functional teams (Aime et al. 2015).
The influence of technology on teams of an organization:
Many companies depend on the teams of the organization so that the company can perform
well. The teams work as partners in order to introduce various resources that can offer better
production (Stone, 2015). TUI utilizes technological advancements and it also encourages the
employees to exhibit their skills because the company is changing its organizational approach
swiftly. The discussion will show the impacts of technology on a business:
Structure: Along with the evolving technology, the companies should update the systems
used in the organization to empower the staff. The employees must be trained properly as a
new software application is installed. TUI has adapted the modern structure based on the
requirements of each of the departments.
Significance: Different organizations have criteria for distinct specialized technology,
software and systems apart from the typical laptop or desktop. The organizations that apply
the significant changes notice a substantial growth in the business revenue like TUI have
noticed.
Expenses: Introduction of a new technology in a small concern can be risky because of the
expenses attached to it. Therefore, the small companies should asses the necessity of

implementing the new technology and the expense of the same. However, the companies
should also remember that important technology enhances the functions of the organization
and thus, the company earns profit.
Processes: As the technological development has taken place, the companies are now able to
install processes which help in the daily functions of the organizations. Processes like ERP,
HRMS and CRM assist the firms in maintaining a good relationship with the customers,
bookkeeping and handling the human resource within the organization. Processes that are
based on the Cloud assist the firms in storing their valuable data safely.
Teamwork and Team Dynamics:
When some people work together within a company, the group that is formed is called a
team. The in charge of the teams are either the team leaders or the managers. They make sure
that the team members are working in co-ordination with each other. The managers or the
team leaders are responsible for producing team dynamics that are the psychological powers
which alters how the team performs (Kozlowski et al. 2015).
Clear Purpose: For the best result, it’s very much necessary to know for the manager what
is the purpose of the team so that he/she can brief to his teammates.
Job satisfaction: Manager has to make sure that his or her team member has to satisfy with
job because this is people strive from company.
Creative ideas: For company’s improvement, encouraging team mates is very much
motivational so that they can come up with fresh and creative ideas.
Understanding: In company manager must be understanding and compassionate towards the
teammates so that it can create an positive environment and member feel boosted to work in
team.

Team Development Model of Tuckman and the impact of development stages on
individual development:
As per the Tuckman, a team needs to go through four phase to grow and develop:
Forming: For knowing strength and weakness people has to interact with each other. By
gathering knowledge of team members the TUI group team are formed. The objective of the
team has to be discussed by manager (Cross, 2018).
Storming: Different people is having different idea and working style and when it’s comes
together it creates an conflicts. TUI group team leaders is responsible for taking the right
direction to team during this phase.
Norming: Instead of conflicts, team has to start work together so that company can grow.
Manager of TUI group ensure to facilitate the process by leading the teammates during this
phase.
Performing: In this phase team knows about their goal and they has to start performing with
the help of team leader. Since, TUI is a huge organization, for success of team team leaders
reward the team members.
Tuckman has introduce another phase it’s called “Mourning” phase, when a team is broken to
create another ream teammates has to become friends within a time limit.
Belbin’s typology for management of effective teams:
Dr Meredith Belbin has introduce some team roles which helps to success in team.
Implementer: The team member of TUI group ensure that the ideas of team come into
actions. They must work efficiently and systematically (Tse et al. 2018).

Shaper: Shapers are the team member who is dynamic and outstanding. They have capability
to motivate others and increase the productivity.
Co-ordinator: Normally the managers who are the calm and confident people knows to
focus on teamwork to get most out of the teammates.
Complete –Finisher: Complete-finisher is the people who feel responsible to complete the
project with a minimum too no error. TUI group has come so far because of these type of
teams in the company.
Team Worker: In TUI group all team members are work with each other and support so that
team works efficiently.
Resource Investigator: In UTI group people always search for good resource because it can
be used for enhancing the performance of the team and for the company (Kinnear, Wilson
and O’Dwyer, 2018).
Plant: Plant are those people who can come up with new innovative ideas for the
development of team.
Specialist: Some people are expert in some field, they guide team with his valuable insights
and knowledge in TUI group.
Monitor-Evaluator: In TUI group team leaders evaluate their team members so that they
can strive for betterment.
Roles and Skills needed for effective teams:
To become successful every team needs a set of skills and roles.
Planning: TUI group managers is having responsibility to make proper planning how the
team is going to work on a process.

Deciding: In team some members are good in decision making so leaders consult with them
before they decide something.
Problem-solving: People who see each of problem as opportunity, they can always able to
solve the problem.
Communicating: TUI group each team member are give stress on communication skill so
that team will work smoothly.
Influencing and facilitating: The managers always appreciate the team members for coming
up with innovative ideas and achieving targets.
Proving feedback: Every team members has to provide feedback so that weak teammates
can act on their weakness after completion of project.
Hard and Soft Communication:
As many people think communication is a soft skill, but it may have a part of hard skill as
well. Technical writing is an communication form by writing on technology, computing,
engineering, health science etc. Some other form of communication is there for that soft sill is
not required like producing videos, creating websites, emailing etc.
TUI group of people are communicating via phones or video conferences so that they need to
have some technical abilities other than soft skills that help them in the communication
process. Communication requires all places but soft skill depending on the form it’s being
used.
Cooperation and Competition:
TUI group follows cooperation and competition method to get the most out of its employees.

This company follow incorporate cooperation so that employees can grow along with the
organization, all the departmental function can run smoothly as the employees carry on the
process of production and healthy work culture maintained.
Company encourage the healthy competition among the employees so that the employee keep
improving, innovative ideas, increase efficiency and managers can understand the potential of
each employee.
Advantages and Disadvantages of Teams in organization
TUI group teamwork is having some advantages and disadvantages within the company.
Advantages:
 Better production: For a particular project every team member works together so
they can give better production for the company. For boost up productivity some team
leaders encourage healthy competition.
 Better solution: When all team members sit and discus the solution of the problem
then the problem come up with best solution.
Disadvantages:
 Inter-team conflict: Sometime different team works with same project so conflict
can happen between the team because of their different work method which can
hamper the productivity.
 Intra-team conflict: Working together in team sometimes employees can get
different ideas which can be best for his/her but accepting that idea may create a
conflict between the team members.

Conflict Resolution: In TUI group managers are responsible for conflict resolution, they
follow certain method which are discussing below:
Identify the source: It’s important to search the source of conflict so that both parties can get
equal chance to convey their opinion.
Requesting solution: As soon as manger can identify the source he must provide solution
which should not be hurt for both the parties. Occasionally both parties can share their views
and can come up with solutions.
Agreement: When both the parties will agree for solution the manager has to make them do
shake hands and must ensure future they both avoid conflict.
LO4 Apply concepts and philosophies of organisational behaviour to a given business
situation
Applying concepts and philosophies of OB within an organisational context and a given
business situation [P4]
Path-goal theory leadership styles that improve team performance and productivity:
The behaviour of the leader is the focus point in the path-goal theory where the leaders tend
to modulate their behaviour in order to motivate the employees so that they can perform to
their fullest. The four types of path-goal leaders are mentioned below:
Directive: The leaders who falls into this category is tend to be much objectified and provide
proper directions to the employees in order to perform in projects and help to schedule the
timing (Yang and Lim, 2016). However, these leaders do not trust the capabilities of an
employee and tend to direct them in every perspective, makes an employee less motivated
and leads to unproductivity.

Achievement: These kinds of leaders tend to set targets for the employees which are hard to
get with the intention that the employee will perform well in order to meet the expectations.
However, working under such leader, might be troublesome for the employees as they might
feel burdened. These leaders evaluate the employee based on their achievements but not on
the basis of the effort they are making.
Participative: The leaders who concern with every employees before taking a decision and
makes sure everyone is involved in decision making is called participative leader. Working
under these leaders the employees can grow as they are open to portrait their innovative side
and that positive mindset improves the performance of the company.
Supportive: Leaders at time shows a communicative or friendly gesture and support every
employee at any stage. This boosts up the confidence factor in an employee as they are well
aware of the fact that their opinions are taken into account and they can make their own
decision. This empowering approach helps the organization to progress.
Leaders are judged on their nature and different styles of leading a team. An employee
reciprocates with their leader based on the power of controlling impulse, connection of the
leader as well as the capability of them as well. In TUI Group, few leaders practices a
supportive and participative in nature which helps the employee to perform, whereas the
other managers tend to be directive or achievement oriented. Employees at many time end up
practicing unethical claims from customer in order to meet up the target and eventually
affecting the reputation of the company. Thereafter, the employees working under a
supportive and participative leader outshine the other employees while performing.
Contemporary barriers to effective behaviour, situational resistance, social capital
theory and contingency theory:

Organizational conflicts are bound to take place as different people come together in a
company in order to get an employment. There are a few concerns which teams encounter
while working.
Effective behaviour:
While working on a project, different people have different opinions about where to start the
project from as all the teammates comes up with their own idea which might not be
comfortable for others (Montano and Kasprzyk, 2015). Along with this, the influential
members of the team will go to any extent to showcase their power and make sure that their
opinions are most valued and accepted. In continuation to that, all the teammates might not
give adequate effort so that the team perform to its level best. Leaders are liable for such
situations and should come up with a resolution to this in order to resolve the divergence.
Situational Resistance:
Often team members resist the approach of the leader which leads to situational resistance.
There are three easy ways in which the leaders can assign roles and task.
 Death ground: The leader imposes a situation during a project that the project is
either going to die or it is going to win the market.
 Contentious ground: Providing the employees the same supports which the
completive companies are providing.
 Dispersive ground: The adverse situations which the employees are facing should be
dealt with once at a time.
In a few particular cases, employees might require more supportive approach from the
organization.

 Bad ground: In a complex situation the support of the company towards an
employee’s behaviour.
 Deep ground: Adverse situations stimulates the behaviour of an employee, company
is not able to assist.
 Frontline ground: The support incorporated by the company is not adequate for the
employees.
In order to handle such situations TUI Group has successfully applied some factors.
 Focal ground: TUI Group has a complexly structured support system whereas the
employees require limited support system.
 Encircled ground: Leaders do understand the opportunity for the company and make
the information available for the employees in order to support them.
 Communicating ground: The prime factor is to support the employees for TUI
Group. However, the complexity of the structure supports the competitors of the
company.
Social capital theory:
Over the time, the competency and significance has been argued in regards to social capital
theory and the derived part is that five issues must be addressed by the organization. TUI
Group demonstrates a strict administration while encountering the social capital structure so
that no issue remain untouched in order to remove all obstacles for the company (Field,
2016). However, the brand has failed in many instances to justify the needs of social capital
as they have faced issues as a reason of the negative impacts of the theory. The issues have
been faced by the company both in terms of “individual social capital theory” and
“organizational social capital theory”.

Contingency theory:
The effectiveness of a leader in both situational and individual factors gets justified by the
contingency theory. As an example, the leadership quality is not the only parameter to judge
a leader’s quality but other factors such as degree of power, task structure and relationship
with the teammates also matters (Otley, 2016). However, psychologically matured teammates
are easy to handle for the leader. In contrast to that, team members work hard when the leader
is supportive. Hence it can be stated that the issue with teamwork can be solved by changing
the approach of the leader.
Conclusion:
The managers and leaders of TUI Group help actively an employee in order to achieve
improved targets and manage unnecessary conflicts between employees. The team leader
handles the dispute between teammates. The employees are rewarded for their achievements
and in order to assist them, TUI Group started using effective technology (Agyeiwaah,
McKercher and Suntikul, 2017). TUI Group values the voice of every team member and
emotionally controlled employees hold a special position in the eyes of the managers. Despite
of the cultural diversity, employees work with ease in TUI Group which displays the quality
and competency of the management of the organization.

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