Organizational Behaviour at P&G: Culture, Power, and Motivation

This report provides an analysis of organizational behaviour within Procter & Gamble (P&G), focusing on the intricate relationships between organizational culture, politics, power dynamics, and employee motivation. It explores how these elements influence team and organizational success, offering recommendations for improvement. The report examines the impact of organizational culture, power, and politics on individual behaviour, delving into motivational theories, concepts, and models to understand how to influence behaviour effectively. It evaluates process and content theories of motivation, such as Maslow's hierarchy of needs and equity theory, and their application at P&G to achieve organizational aims. Furthermore, the report critically analyses team development theories and organizational behaviour philosophies, highlighting their implications for enhancing performance and behaviour at P&G, with a focus on fostering leadership and ethical values to thrive in the international market.

ORGANIZATION AND
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
The relationship between culture, politics, power and motivation that enables teams and
organisations to succeed providing justified recommendations..................................................3
Influence of the organisational culture, power and politics on individual behaviour..................4
Influence the behaviour of others through application of behavioural, motivational theories,
concepts, and models...................................................................................................................6
Evaluating how process and content theories of motivation and techniques related to the same
enable effective aim achievement at P&G...................................................................................7
Critical analysis of team development theories, philosophies and concepts that influence
behaviour and productivity of the business.................................................................................9
Implication of theories to improve performance and behaviour at P&G.....................................9
Application of how philosophies and concepts of organizational behaviour inform & influence
within P&G................................................................................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES................................................................................................................................1

INTRODUCTION
Organisation behaviour refers to the behaviour of the individual for interacting within
group. The organisational behaviour is studied for the improvement of the job performance and
encouraging leadership among the employees of the company.
The current report will be based on Protector and gambles (P&G), which falls under the
category of leading international of consumer goods in UK (Products that make life a little
easier., 2022). It is an organisation that provides products of the personal hygiene. It deals in the
products such as personal health, consumer care, feminine, family care etc.
This report discusses relationship between culture, politics, power and the motivation that
helps an organisation in growing and surviving in the competitive market. Furthermore, it
describes about various models and theories of the motivation for achieving the goals and
objectives of the organisation. This report explains about the negative and positive impact of the
power and politics.
MAIN BODY
The relationship between culture, politics, power and motivation that enables teams and
organisations to succeed providing justified recommendations.
The organisational culture has great influence on the working of the employees. As
organisation culture refers to the value, ethics, belief of an organisation on which it works
(Akanji, and et.al., 2019). The culture of the organisation has a direct impact on the performance
of the employees as it defines the way in which employees will be motivate to give their best in
the organisation. Power of the person can have negative or positive impact on the employees of
the organisation. If the power is used in correct way than it will help in the accomplishing the
goals. But if authority misuses this power than this will have negative impact on the employees.
And it will lead to the organisational politics. The politics among the peer members will affect
the productivity of the employees. For the success of the organisation it is recommended that
protector and gambles should provide training to its employees for adapting the changes and
learning new techniques that will lead to the professionalisation in the working of the employees.

Influence of the organisational culture, power and politics on individual behaviour
Organisational culture of the protector and gamble company is generally to encourage the
leadership under the firm. According to the Charles handy culture there are four types of the
culture that an employer must follow. These are.
1. Power: power refers to the authority of the person to take decisions. These provide a
special privileges to the individual. The person who hold these power has important place
in the organization as they are person who will delegate the duties to the individual.
2. Task culture: in this type of the culture teams are formed for the achievement of the goals
or for solving the critical problems of the company.
3. Role culture : role culture is the type where employees are delegated roles according to
their expertise. For extracting the best out of his performance.
4. Person culture: where individual feels themselves to be more important than the
organization. The effectiveness of the employees is affected under this type of the
organization.
The protector and gambles uses the task culture in its organisation, as it assign the work
to its employees according to their expertise in their field. The company is known for their
ethical values and the way they delegate the task and responsibilities to the individuals. It helps
(P&G) in exhibiting the leadership qualities that leads to explore the work in the international
market.
Power
Power refers to the position of the person or title of the person to influence or give
directions to the individual subordinate to them. (Card, and et.al., 2020). According to French
and reven there are five forms of the power that can be defined as follows:1. Coercive power: It refers to the person who threatens the individual subordinate to its
authority, if they fail to perform the task assign to them (Foucault, 2020). This fear can
be generated in the mind of the employees of (P&G) by threatening them to demote, loss
of job, giving bad review on their performance. This power is used by the protector and
gambles leaders when, it is in financial crises. As there is shift in the management and
transition.

2. Legitimate power: Under this the lower level employees are under the obligation to
perform certain task and it is believed that such person is boss or may be a leader of the
firm. And they have power to order the person subordinate to them. The manager of the
protector and gambles has overall authority of making decisions and to identify the
requirement of the resources in the firm. This will guide the employees in working
effectively.3. Reward power: This power helps in the motivating employees of the company by
rewarding them for their performance. This is another way of providing incentives to the
employees of the P&G. This can be done by providing bonuses, promotion, extra time
off, public praises etc. Protector and gamble used this power to bring more productivity
and for the performance of the work in team effectively.4. Referent power: The power is established when the person s being trusted and respected
in the enterprises (Scott, 2018). The protector and gambles leaders have gained much
respect and trust by trusting their employees in return and this has resulted in the high
turnover. This will generate efficient team and will motivate employees to work hard.
5. Expert power: this refers to the power assigned to the person who are expert in the field
in their field. Protector and gamble appoints those individual that has knowledge about
the products of the personal care and hygiene, so that they can guide others with their
experiences in this field, this help in bringing productivity of the employees.
Politics
Organizational politics refers to the self-interest and the objects of the individual
without thinking about the organization as whole (Odor, 2018). There are some personal
advantages which an employee can get from the politics. That can be accessing to tangible assets
of the company, or for getting the benefits of the higher status. organization politics are the part
of the organizational life, as the organization is made up of different individual and there
interests are also different from each other. The politics has the negative influence on the
employees of the (P&G) as they might sometimes feel that, their colleagues are important then
them and they will feel demotivated. organizational politics of the (P&G) will reduce the
concentration of the employees if they feel that their colleagues are getting more money for the
same work. Individual engaged in the politics will do more mistakes and this will lead in spoiling

of their image in front of the seniors. The politics in the office will generally result in the
negative environment for the individuals.
Influence the behaviour of others through application of behavioural, motivational theories,
concepts, and models.
Maslow's hierarchy of needs refers to theories of motivation that are motivated by the
actions of the physiological needs (Haag, and et.al., 2021). It provides various needs to be
fulfilled in this hierarchy of needs. This theory states that the basic needs of the employees
should be fulfilled before moving to the advanced needs of the person. There are five different
levels of the mallow's hierarchy of needs. The lowest level in this hierarchy is physiological
needs.1. Physiological needs: this need is the most basic of the employees as it includes the basic
need of survival. The protector and gambles satisfy this need by providing them with the
salary as per their position.2. Security and safety needs: this need comes after the physiological needs as once these
needs are satisfied the needs for the security and safety becomes the utmost important.
Protector and gambles for motivating their employees by providing financial security,
insurance facility to its employees, social stability etc.3. Social needs : The fulfilment of these needs are essential for the growth of an individual,
it involves the creation of sense of belongingness among the employees of the firm. The
protector and gamble are provides flexibility to its employees for making connections and
friendship in the organisation.4. Esteem needs: it includes two categories for providing motivation to the employees.
These are esteem for themselves and the desire for achieving a status in the organisation,
the protector and gambles has the policy of recognizing its employees on time to time
basis.
5. Self actualization needs: this is last stage in the maslows hierarchy, as this stage involves
the realization of the self worth. At this point the individual focuses on the personal
growth in the organisation. This will be implemented by individual own their on.
Equity theory of motivation

This motivation theory can be external or internal in the nature such as money, status etc.
this theory tells that an individual will feel demotivated if they found that their employees are
getting more for the same work in the protector and gambles. The adam's theory depends upon
the quality among the individuals (Kokkoniemi, and Isomöttönen, 2020). This theory define
input and outputs of an individual for making the contribution towards the achievement of the
goals and objectives. It provides that if the individual feels that their inputs are more than their
output, then this will demotivate them and it will affect their effectiveness in the organisation.
The employees of the protector and gambles compare their work with their colleagues so, they
can evaluate their performance and work in better a way for the improvement in the work. So,
for motivating and inspiring them to work effectively and efficiently the Protector and Gambles
assess each individuals performance on the monthly basis and provides them with the monetary
incentives.
Evaluating how process and content theories of motivation and techniques related to the same
enable effective aim achievement at P&G
Maslow's Hierarchy of needs is a motivation theory which may help the organization to
focus upon the needs of different individuals to increase motivation in employees and may
improve their effectiveness which may help in achieving the organizational goals efficiently.
Physiological needs : The needs that covers under this category are quite basic but
effective in the case of employee retention. As when management fulfil basis needs of employees
they may motivate them and retain with P&G for longer (Bruder and Kunert, 2022). P&G may
fulfil the needs of employees for their retention and it may maintain a proper workplace to
increase their motivation levels which may lead to their increaser productivity towards the
organizational goals.
Safety needs : This concept refers that employees needs security to work without
pressure in a business environment and the work environment and motivation comes from the
need for a proper law for the protection from dangerous conditions. In order to fulfil them, P&G
provides their employees with certain perks and insurance policies to take care of their security
needs.

Love and Belonging Needs : This level of hierarchy explains about the needs of
friendship, intimacy, love and family for the people and the P&G provides a hospitable
environment to the employees in order to meet their social needs.
Esteem needs : This term refers to the need of a person to gain reward, recognition and
status comes under the esteem needs (Goede and Boshuizen‐van Burken, 2019). P&G may
recognize the potential of their employee by providing them with various perks and motivate
them in order to increase their efficiency.
Self-actualization needs : After achieving all the needs the employees it is required to
work at their full potential and the company provides their employees with access to certain skill
development programs in order to grow and contribute more towards the organization. The P&G
may fulfil self actualization needs of employees to retain the best performers to increase
productivity.
Vroom expectancy theory defines that the employee behaviour is based upon individual
factors like personality, skills and knowledge and the performance is influenced by variable
factors like expectancy, instrumentality and valence. It may help the P&G to improve its
performance by providing alternatives to get the best output.
Expectancy : It refers to that an increase in efforts may lead to increased performance of
employees. The P&G takes this factor into consideration and provides the right resources for the
right job and motivates their employees to achieve their organizational goals effectively.
Instrumentally : It states that a better performance of the employee may lead to a better
outcome which is increases the productivity of the organization . The P&G tries to maintain a
clear relationship between the performance and outcomes of the employees by establishing
transparency in the business environment which may motivate the employees.
Valence : Valence is the degree of importance that individuals may give to work in order
to get an expected outcome. P&G focuses on emotional orientations of employees to understand
their needs and providing them with support to meet the organizational goals.

Motivational Techniques
Motivational techniques may help an organization to increase the involvement of the
employees towards the work and improve their efficiency towards aim achievement. P&G uses
many motivational techniques in order to increase the employee engagement to reach the
organizational goals effectively, and they are :
Flexibility : A rigid environment in the organization can often put pressure on the
employees so the management tries to create a flexible environment where the people can work
effectively according to their requirements. The P&G provides facilities like rotational shifts and
work from home which helps employees to work to their full potential.
Rewards : The company provides certain promotions, rewards, extra holiday to the
employees as an appreciation for the hard work done by them towards the company (Ghatak and
Singh, 2019). This helps in increasing the morale of the person has increases his involvement
towards organizational goals and that has helped P&G in securing the place in the global market.
Critical analysis of team development theories, philosophies and concepts that influence
behaviour and productivity of the business
There may be different theories which influences the behaviour of employees in the
workplace in order to improve their productivity and performance. The team development
theories builds up the trust in the team and helps in increasing the motivation levels of the
employees.
Tuckman's team development model : It refers that as the teams develop ability and
maturity to establish relationships in order to change the leadership style. The five stages of team
development helps the organization to improve its productivity and performance and motivates
the leaders to change leadership styles according to the team's maturity (Coetzee, 2018). It makes
the group comfortable with difficult situations and motivates them to work better with each
other. It maybe beneficial for the leader to understand the behaviour of employees in the
workplace and take decisions in order to improve their productivity. The downsides of this
theory maybe the increase of conflicts which can be uncomfortable for some people which may
create an unhealthy work environment.
Belbin's Team roles : The theory states that there are nine possible team roles defined by
Belbin which need to be occupied with any group. It helps a team or group of individuals to gain

benefit from knowledge and benefit the company by identifying the behavioural strengths and
weaknesses of people (King and et.al., 2022). It focuses on the development of individual team
members and helps in improving the internal communication of the organization which will lead
to increased productivity. The negative impacts of this theory are that it is not suitable for
individual development.
Implication of theories to improve performance and behaviour at P&G
The analysis of how different theories can be applied to improve the performance of P&G
and ensure the achievement of goals effectively. These theories are:
Effective Team:
A group of individuals in an organization which may be able to turn their efforts
productively and give better results than their competitors.
Ineffective Team:
It is defined as a group of individuals which may not meet the required deadlines or make
mistakes in their work regularly.
Characteristics of teams:
 Teams have clears goals and plans.
 They have strong leadership skills.
 The conflicts may be resolved constructively.
 Members may directly contribute towards the success of the business.
Benefits and risks of developing an team:
There may be several benefits of teams such as good problem solving, soft and hard
communication and co-operation. It may also include certain risks which may include
competition and new entry.
Differentiation between effective and ineffective team:
Effective teams may give better output than the ineffective teams and have better
decision making skills than the ineffective teams. This may be the reason the effective teams are
said to achieve more success than ineffective teams.
Tuckman's team development model : The model describes the process of initial formation of
a team for completion of the work and focuses on the tasks that may be tackled by the
employees. It consists of four stages of group development which are commonly known as
storming, forming, performing and norming. This theory may help in solving the team build

challenges and increasing the effectiveness of the members of the group (Rhodes, McEwan and
Rebar, 2019). The different stages help in understanding that how the teams evolve and work
together effectively.
The four stages are as follows:
The four stages are as follows:
Forming : It is the initial stage in the model where the group is formed to complete the
tasked assigned and achieve the organizational goals effectively. The P&G focuses upon
building better relationships for motivating the employees under this stage.
Storming : Organization takes ideas from all the employees under this stage and team
leaders prepare plans when helps the organization in developing effective strategies(Vroom and
Massey, 2022). This may help the leaders and employees to be effective and improve their
performance in P&G.
Norming : The another stage where the problems may be solved for the team leaders and
the P&G may start recognizing the potential in the employees which helps in achieving the aims
effectively.
Performing : The members under this stage are able to focus on other goals as the
company is performing well and other new areas can be identified which needs focus of the
employees of the P&G.
Belbin's Team roles : This theory states there are nine roles which should be occupied
within any team to increase its productivity and achieve goals which is set by the organization. It
helps the organization in the management and leadership development may improve the internal
communication in the company (Kumar and Prabhakar, 2018). The roles referred in this theory
are designed in a way to divide the leaders of different personalities which contributes towards
reaching the goals of the P&G effectively. The roles are as follows:
Team worker : According to this role team member may contribute to build an effective
team in term of conducting collaborative practices which provides benefits to the organization. It
helps a team to work together and achieve its goals.
Resource Investigator : This role may be played a leader in order to allocate the
resources properly and bringing new ideas in order to achieve the deadlines set by the business
which will help in maintaining the workflow.

Co-ordinator : The members of the higher authority like managers and team leaders co-
ordinate in order to manage the tasks that are assigned to the employees to ensure an effective
outcome.
Specialist : It refers to an individual who works with its whole potential and has achieved
success in his efforts by consistently delivering the best output benefits the company by
increasing its productivity and improving the performance of P&G.
Plant : According to the following, the role of a team is to promote creativity and
decision making in the business which promotes a free thinking environment in the company
and helps in achieving the goals of the organization.
Monitor Evaluation : By the following it has been explained that they are the people
which are serious and ensure that any decision is completely thought through before taking
which helps P&G to take effective outputs.
Implementer : According to this, the leaders may get the things done for the
organization and turn the teams ideas into plans which leads towards the success of the plans
made by the management by giving the desired output.
Shaper : It tells about the people who provide challenges for the team to improve as they
are dynamic and extroverted which helps the organization to improve its existing quality of work
(Li and Hensher, 2020). It provides the company with motivation to work with their best
potential.
Completer Finisher : They are the leaders to make sure that the tasks are thoroughly
completed and there are no errors which are to made, this helps the organization to conduct a
stress free work environment and create an effective output for the efforts that are put in the
work.
These theories can be applied to improve the behaviour and performance of the
organization by working upon the key factors that the company lacks and it may help P&G to
satisfy the employees and increase the productivity in the organization. These theories were
specially designed in a manner to attain the best output in an organization by the efforts of the
individuals and be effective (Lin, Chiu and Liu, 2019). Both of the theories are applied to work
effectively within a team and it helps the company to improve their productivity and get an
optimum output which will definitely take the business to succeed. They help P&G to improve
their performance and the decision making of the company as the employees feel motivated

when they work uniformly in a team. They benefit the company by motivating the employees to
work with their full potential to achieve their organizational goals. The team development
theories helps in forming an effective team which helps the organization to increase its
productivity in the business.
Application of how philosophies and concepts of organizational behaviour inform & influence
within P&G
In the context of varied organizations, there are different forms of concepts and
philosophies related to OB applied in effective and appropriate manner (Döbler and et.al., 2018).
The best example of these two categories are Path goal and contingency management.
Concept and Philosophies:
People:
The perception of the people to be aware about the organizational behaviour and the
individual differences and motivation levels may be able to improve the productivity of P&G.
Organizations:
The mutual interests and social systems in the organization may help in improving the
motivation levels among the employees at the organization and improve its organizational
behaviour and structure of the P&G.
Philosophies:
There may be different philosophies such as autocratic, custodial and supportive which
may the help P&G to improve its leadership and understand the organizational behaviour.
Path goal theory-
The term encompasses that a leader's motivation is determined by the desire to get
an effective outcome for the organization and make the decisions which puts a positive impact
over the business. This theory is beneficial for the P&G to deal with critical situations as it
provides a framework for leaders to working properly in the dynamic business environment. It is
the concept of organizational behaviour that identifies four types of organizational behaviour,
and they are :
Participative- This terms suggests that leadership behaviour involves discussing
important decisions with the employees which helps in developing new ideas and improve
effectiveness of the business. It impacts the business positively by increasing the productivity of
the employees. It suggests consulting with the employees for taking important decisions in order

to increase the involvement of the employee in the decision making process of the P&G. An
open environment is created by the leader where the suggestions from various employees are
welcomed to improve the decision making ability in the individuals.
Supportive- The leadership behaviour leaves a positive impact on the business as it
suggests that the leader should focus on the needs of the employees which removes pressure
from them and helps in increasing their productivity (Path Goal Theory of Leadership, 2022). It
helps to overcome the psychologically challenging tasks or decisions by creating a supportive
environment for the employees which helps in decreasing the pressure of work from them in the
P&G. The leader tries to create a friendly environment for the employees which increases the
empathy and job satisfaction levels of the employees which helps in overcoming various
challenges like low morale and motivation.
Directive- This shows a positive impact on the employees by giving clear guidelines for
the procedures and processes and with this leadership style employees are supervised closely
which helps in increasing the efficiency of the inexperienced workforce. The leader may focus to
provide the employees with proper training and segmenting the work into smaller goals which
helps the employees to reach the goals of the P&G effectively. This type of leadership structure
helps the organization to manage its operations properly and increasing the effectiveness of the
employees. It leads towards developing the outcome of the organization by maintaining a strict
environment for the achievement of goals.
Achievement oriented- According to this leadership style the employees who are
conformable in working independently may develop strong problem solving skills which has a
positive impact on the P&G by increasing its productivity and providing better results. The
leader may continuously motivate the employees in order to increase their work achievements
and accuracy.
Contingency management theory-
This term falls under the category of concept of OB, that stated there is no best approach
to organize a venture, lead an organization and make decisions (Gunarathne and Lee, 2021). It
may put positive impact on chosen company in term of driving managers and leaders attention
toward conducting those strategic practices that in turn provide key benefits to individual
candidate that are working within P&G. The implication of this organizational behaviour concept

may provide several benefits to organization in form of providing realistic views of
administration and firm that tend to reach desire outcomes and gain competitive advantages
(Contingency Approach or Situational Approach to Management, 2021). It may state that leaders
and managers existence in the workplace play vital role as they both contribute to make venture
productive and profitable in form of adopting several approaches that in turn provide
unpredictable benefits to business.
Contingency management theory also inform behaviour within P&G, in form of
providing better understanding to managers about organizational situation that may lead to
increase awareness of risk and challenges (Christen and Lovaas, 2022). Each challenge and risk
may put negative impact on success and progress of brand, which is not suitable and appropriate
for its position in the market. It can be said that contingency management concept may help
managers to obtain comprehending about enhancing employees performance and effectiveness as
they may utilize certain methods to do that which are available in the world of business.
CONCLUSION
The report concluded that after critically analysing the power and politics it is said that
certain degree of the power is essential for the development of the organization. And the political
behaviour in the organization may lead to the unethical behaviour that leads to the destruction in
achieving goals and objectives of the protector and gamble. In addition to the power and politics,
motivational theories also plays and important part in the effectiveness and efficiency of the
employees. For working in a team the report has laid emphasis on the tuck-man and belbin
theory. Under this theory the leaders focuses on the way of tackling the individual for the
completion of the task on time.

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