Organizational Behaviour: Culture, Politics, Motivation, and Teams

This report provides an overview of organizational behavior, focusing on the influence of culture and politics on organizational culture, power, and performance. It analyzes motivation strategies for achieving goals, including relevant theories, and differentiates between effective and ineffective teams, emphasizing cooperation. The report also explores core concepts and philosophies of organizational behavior, highlighting the importance of context within the organization. Topics covered include Handy's culture model, power dynamics, motivational techniques such as communication and rewards, and the impact of positive versus negative work environments. The document concludes by emphasizing the need for fair power distribution to avoid discrimination and conflict within teams.

Organizational Behaviour

TABLE OF CONTENT
........................................................................................................................................................2
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
1.0 Influence of culture, politics on the behavior and organization culture, power influence on
the behavior and performance ....................................................................................................3
2.0 Motivation for achieving the goals and its related theories...................................................6
3.0 Effective team versus ineffective team and its cooperation ................................................9
4.0 Concepts and Philosophies of Organizational Behavior ...................................................11
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organization behavior helps in understanding the people who are working in a better way
also helps in developing the positive relationship between the employers and the organization.
Through positive organization behavior employees are creating the proper working environment
around their work environment. Apart from this, the organizational behavior helps to motivate
their employees by developing the organizational performance as the individual are differs from
each other and helps the managers for applying the appropriate the motivational tools for them.
The tools and techniques helps in achieving the goals effectively. The report is divided into
many different questions as it contains the culture, politics and behavior of the other employers
in the organization by influencing the team and individual performance. Further, the analysis of
how to motivate the team and individual in achieving the goals and the related theories and
techniques are identifying. Apart from this, the understanding of how to cooperate with the
others in the organization and the ways that makes the effective teams opposed to ineffective
teams in the organization. Moreover, the concepts and philosophies are identifying in this report
of the organizational behavior and these are such that the behavior is within the context of the
organization.
MAIN BODY
1.0 Influence of culture, politics on the behavior and organization culture, power influence on
the behavior and performance
Culture – Culture is the factor that decides whether the organization's climate is good or not.
Culture of an organization is created by the employees out there, as they are the one who creates
culture by their behavior. Top-level managers play a very important role in making organization
culture good. The organization runs effectively and efficiently if its employees deliver the best
culture to the company. Employees also work in those companies whose culture attracts them. If
any organization has to do work without or with fewer conflicts then it has to make the
organization culture very happy and joyful. People are always happy with those people who
make them feel happy so it is the same in the organization also if infirm there is a happy

environment then it will be very good for the organization as well as individuals. Tesco provides
a great culture to its employees due to which they work with their best efforts. Top-level
managers of Tesco give their best efforts in creating the culture very comfortable. It is a fact that
when organizational culture is good, employees feel motivated and also do all their work in a
very good manner with nice coordination.
Handy’s culture model explain four several types of culture that are present in any
company. The model has different impact on performance of individuals, teams and
organization.
Task culture: this is the culture in which higher authorities give task to people and ensure
that they utilize their skill properly to complete the work. This makes them comfortable and they
feel happy. This improves their working performance and company gets positive results. With
this type of culture organization individual and team performance improves as individuals feels
motivated and essential to fulfill the responsibilities given to them by authorities. As a result
overall performance of organization is also improved.
Role culture: Each person has different role which encourage person and raise their
professional skill. This improves their behavior and performance in business. With clarity of role
individuals becomes more accountable and responsible which is vital for the performance
improvement. However role culture can put a challenge for team outcomes as within teams it
can be difficult to find the accountability of people.
Power culture: This is the culture in which power is in hand of the superiors and lower level
employees have to work as per the direction of seniors. This sometimes create burden and people
do not work well hence they become negative in business. Power culture sometimes may impose
restrictions on individuals and teams and thus their performance may deteriorate. However in
terms or achieving organizational goals it can prove to be highly effective.
Person culture: each person works according to own norms and do not like to listen others
views,. This increases conflicts situation in business and team coordination gets affected. This
type of culture cannot be considered as good for neither individuals nor for the organization.
Since each individual work at their own it may create irregularities and thus it requires high level
of monitoring.
Tesco has role culture where each person work according to own guidelines. This
improves individual performance and positively affect company’s performance.

Politics – Politics in an organization is that thing that directly impacts the climate of it.
Politics is always played by those who want to get things without doing hard work, as they think
that they can achieve many things by making good relations with seniors and getting them on
their side. The top-level also giving promotion and rewards to those who are in good relation
with them, then they also become part of the politics. The main thing about the politics in the
organization is that it creates a big change in the nature and attitude of all employees either who
has got a promotion by politics or the person who deserved a promotion but didn’t able to get it.
Due to politics in the company, the behavior of other employees gets affected as they do not feel
good with the person who has played politics and the one which has supported such activity. The
person who is doing hard work for getting the achievement but wasn’t able to get due to politics
will change his attitude by ignoring high authority and also by not doing work with full efforts.
On another hand, the person who has got a promotion without giving big efforts in the
organization will also change his attitude towards the organization, as he will feel that hard work
is not necessary, the necessary thing is making good relations with top managers. If an
organization has to make their environment very effective then it should not keep those
employees which always do politics in the company, as they will one day become a reason for
the ineffectiveness of organizations by making firm climate bad by their politics (Khaola and
Sebotsa., 2015). Tesco is very serious about not getting such employees in its company which
completely changes the environment with negative vibes by playing politics in the company. The
person with a political mind in an organization always creates high conflicts and makes those
employees de-motivated which are doing hard work in the organization. The ineffective policies
can make it challenging for the teams to work in collaboration and thus their overall
performance may get affected in negative way. Contrary to this if Tesco will have productive
and motivating policies then it will encourage individuals to improve their professional
expertise. It will also helpful for the organization to accomplish its goals in more efficient
manner.
Expert power is used in Tesco where top management guide employees so that they can
work better. This develops team coordination and help the firm accomplishing its objectives.
Coercive power is another type of power where people are given punishment. Referent power is
the type of power in which people respect each other and admire their efforts. This improves

team coordination and creates healthy culture in business. Reward power is the type of power in
which rewards are provided by seniors so that people feel motivated.
Power – Power is that thing in an organization that is necessary to achieve big things.
Power is having two aspects with it positive and negative, when a person is using power for the
right problem then it will create a positive environment in an organization, but if the person uses
its power in the wrong manner like playing politics, or for dominating employees then it will
create very wrong and bad impact. Power is an organization mostly depends upon the position of
the person; a person with a high position in the organization always has high power. Many
employees use their power in negative things like making fun of those employees who are not in
a good and higher position. Power is something that provides respect and fear both also it is used
in the right manner that it will create and of in the wrong way than fear (Hilton., 2017). Power is
that thing which can be a delegate if top-level wants to delegate it, the different organization
uses a different style of leaders like some provide power to their employees but in some
organization, power is only with few people. Tesco has given powers to their supermarket's
managers which handle its supermarkets, but the main power is in hand of the owner then it goes
to the managers who are taking care of supermarkets. Tesco is that company which has given
power and role to every employee so that they feel like a vital part of the company.
Employees of Tesco are very happy, as top management gives power to all employees so
that they can get involved in decisions and put their views. This type of power help the firm in
motivating people and raising their performance in company. But if there is negative power then
it may increase issue of jealousy that may affect employee’ performance. Authorities have
positive power culture where people are being promoted on the bases of their performance, no
favoritism is here.
The positive and creative work culture helps organization to encourage creativity and
effective communication so that individuals in teams can perform efficiently. In order to build
and develop highly effective teams power must be distributed fairly so that team members does
not feel discriminated and team conflicts can be avoided.
2.0 Motivation for achieving the goals and its related theories
To motivate the individuals and team for achieving the goals of the organization is by
sharing the vision and setting the goals for the future. In this context, the managers make sure

that the employees are aware of their future vision and directly work towards the goals of the
organization. Further, it encourages everyone in the team to work together so that it can easily
achieve better results and the goals that are set must be clear and measurable. Likewise, if the
goals are measurable then it became easier for the organization in tracking the performance so
that the success of the organization is easily traceable. Also, this helps in identifying the products
and employees feel motivated towards their work. Apart from this, motivation is also provided
by having the proper communication with the staff as having effective communication means
there is a constant flow of communication between the employers and the customers. By
adopting this way, the employers feel motivated as they have the chance for sharing the details
of the work by sharing opinions, ideas and feedback (Burrell and Morgan., 2019). This will
create a positive work environment in the organizational s employers will work more and work
positively. Other than this, giving positive feedback and rewards to the team members inspires
the members of the team as they are progressing towards achieving the goals of the organization.
Moreover, offering opportunities for development as the team members feel more valuable and
help in enhancing the skills of the organization. Also, motivation and inspiration to the team
members and help in achieving better results as it provides opportunities to their employees for
further growth and development. The opportunities that are made by the managers depend on the
employers so that it will motivate the employers and they will work accordingly. The motivation
is the major part of any workplace also it will constantly make the team members feel motivated
and inspired.
Content theory
The content theory and the process theories of the motivation involve the Maslow’s
hierarchy needs, Herzberg’s motivator-hygiene theory, reinforcement theory and the Vroom
valence expectancy theory.
Maslow theory
Maslow’s hierarchy needs to range from the lower to the higher as the lower needs are
fulfilled there is the propensity for emerging the higher needs. Further, Maslow's theory helps in
maintaining that the person is not able to feel the needs until he/she is not satisfied with their
current needs. It explains which type of factors helps in motivating the work of the employees

causing satisfaction or dissatisfaction among the employers in the organization. In this context,
this theory is divided as the motivating factors as the achievement, responsibility, advancement,
growth, etc and the hygiene factors such as the supervision, salary, conditions of the work, and
policies of the companies (Isaacs., 2018). Tesco gives attractive pay and give them love. This
encourage people and make them positive towards the brand. One of the strength of this
motivation theory is that it is highly successful in terms of motivating employees as organization
provide motivation in terms of benefit which is required by the employer. However its
effectiveness is limited by its weakness that it may be challenging for the organization to
identify particular needs of employees and to use them for organizational productivity. Thus it
can be concluded that for assuring the long term success and efficiency of employees it is
mandatory for the organization to establish balance between needs of its employees and success
goals.
Process theory
Vroom valence theory of the process theory helps in identifying the employees to tesco
that are unmotivated and are not comfortable with their working conditions discourages the
management style. Such style involves that the employers are dis-liking the work and avoiding
the responsibilities that are needed to be directed.
The motivation techniques that help in achieving the future targets of the tesco is that
setting the daily activity schedule so that employers feel motivated again for their work also the
activities that are planned for the future must be completed correctly. Also, the ratings should be
given to the activities which are done on a particular day so that it can easily find out the focuses
on the work. Further, another technique is the disarming technique that helps in that although the
critics are having better advice so that the employers always stay motivated as whatever the
work they want to do they can do by staying motivated towards their work. Other than this,
pleasure predicting sheet is another technique that helps in finding out which activities are
enjoyed by the employers so that they can note down the list of activities for their satisfaction
and pleasure (Balmer and Burghausen., 2015). After the activities are done the employers can
easily identify their pleasure and satisfaction on a scale noted until 100 for their actual
satisfaction from the activities that are done by them. The motivations techniques are created so

that the employers easily identify their skills through which they can work motivated in their
organization and easily achieve all the targets.
Another popular theory which can be used by organization is equity theory. This theory
states that if employees feel any kind of inequalities in work or benefits then it discourage them
and adversely affect their performance. One of the advantage of applying this theory is that it
also help organization to maintain a uniform and justified work culture without any bias which is
helpful for long term success. However it may be challenging for organization to implement
such equity within resources and work sharing. For equity theory it can be stated that positive
work culture enables team to work effectively and thus organizations can use equity theory for
the development of such culture.
The behaviour of individuals is also influenced by motivational theories. The motivational
rewards and punishments encourages or forces team members to maintain good quality of work
and to complete tasks within time so that they can get appreciation or their needs can be
fulfilled. As a result of this organization is able to retain a highly talented work force which has
capability to achieve complex tasks as well.

3.0 Effective team versus ineffective team and its cooperation
To cooperate with others effectively- Give credit if they have done a good job – Giving
credit is a must need in any company to cooperate with others effectively. Employees when
getting credit for their work they fell very motivated, as they are getting something for their hard
work. The most important thing when employees give credit to other employees it makes a very
effective environment in the company (Darcy and Manzi., 2017). The cooperative environment
is very beneficial to the organization, as it provides a great environment in the organization and
employees love working with each other. It is a fact that when employees get credit for their
hard work, it creates high cooperation with others very effectively.
Display the right attitude – to make environments of the company very cooperative, the
employee should display the right attitude with other employees. Attitude plays an important
role in creating a good relationship with others, every person attracts from those people whose
attitude is being good to them. People with a positive attitude always get a good response from
others. Every employee in the company needs respect from their organization (Jacobs Manzi
and., 2019). Display of the right attitude is the only way of making an effective relationship with
other; if this quality is not in person then it will create a very negative impact on other
employees.
Being open to new ideas – to make a good relationship with others it is necessary to open
doors for new ideas. As the person feels very motivated then they gives an idea to the company.
So organizations should allow employees to give their ideas if this idea can make good changes
in the organization. Making good relationships with others gives so many benefits to the
organization as well as the individual. Organization environment becomes very effective when
all employees work will with full cooperation, the individual also feel motivated and happy, as
other people treat them with respect.
Tesco is facing the problem of conflicts of interest in business. Goal of individual
is different from organizational goal. Though company is paying attention to the individual
needs but sometimes it gets fail to meet their needs properly. Hence team coordination of that
pers9on get badly affected hence individual fail to work better in team.

What makes an effective team and ineffective team.
An effective team is created by the efforts of the individual as well as organizations. The
individual creates a great factor in making a team effective. If every individual will understand
that what is his role in the team and how he should perform his duties then it will create a great
impact on the team. The team leader is also one of the factors which makes teams an effective
team when the leader handles his team with so much grace it creates a very effective team. The
team leader is the one who decides what role will individual play in a team. If every individual
and team leader does their duties with fill coordination and commitment then it will lead to a
great effective team. Effective teams always give great output to the company, by giving their
100% to (Mostafa and Shen., 2019). They are also a great motivation for others, as they do all
their work on time with full coordination. The main thing about the most effective team is that
they do all their work with full motivation, and never hamper their work with their problems.
On the other hand, the ineffective team consists of those individuals who always do their
work without motivation and never do their work with effective coordination. The team leader
of an ineffective team is always aggressive and always shouts on his team members without any
big reason. Such types of team leaders are not able to make their teamwork with effectiveness.
All members of the ineffective team are very lazy and believe in making their work done
through others. Ineffective teams create ineffectiveness for the organization also, as they are part
of organizations. The organization wants effective team members, not ineffective team members
which becomes the liability of the organization. Ineffective team biggest problem is their
cooperation and coordination, they have very bad coordination and they never cooperate, as they
all feel superior to each other (Kitchin., 2017). It is a fact that if members of the team will not
cooperate then it will create a very bad impact on team and organization. Every team member
should perform his duty with full commitment otherwise team will always be ineffective only.
This all is the reason why effective teams are opposed to an ineffective team.
If an ineffective team wants to make them effective team then they should do all the work
as an effective team like doing work with full coordination, always support each other, never
think that one is superior to others and the most important thing they should respect their leader