Analyzing Organizational Behavior: Uber's Transformation and Theories

This report provides an in-depth analysis of Uber's organizational behavior, focusing on its transformation from a toxic culture to a healthier work environment. It examines the impact of organizational culture, politics, and power dynamics on individual and team performance, referencing Charles Handy's cultural classifications. The report details the evolution of Uber's mission and vision statements, and the influence of leadership changes on the company's values and employee motivation. Furthermore, the report explores motivational theories and techniques, particularly Maslow's hierarchy of needs, as applied within Uber. The analysis encompasses the role of rewards, coercion, and legitimate power in influencing employee behavior and achieving organizational goals. The report highlights the importance of understanding and addressing organizational politics to foster a positive and productive work environment, ultimately contributing to improved employee retention and overall organizational success.

Organizational
Behavior
By
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Table of Contents
Contents.................................................................2
Introduction............................................................3
Main Body..............................................................4
P1 Influence of organization's culture,
politics and power on individual and team
behavior and performance..............................4
P2 Motivational theories and techniques....14
Conclusion...........................................................23
REFERENCES...................................................25
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Introduction
organizational behavior is a
multidisciplinary field that seeks the study and
application of knowledge of how people
behave in an organizational setting. It is
undertaken to make business process and
operations more effective (Chou and et.al.,
2019). It is not only concerned with a particular
organization but incorporate societal behavior
as well. It relates to the expected behavior of
an individual in comparison to expected
organizational behavior. It includes research
areas such as improving job performance,
promoting innovation, enhancing job
satisfaction and motivating leadership.
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This booklet includes organizational
behavior, culture, power and politics in context
of Uber Technologies Inc. (herein after
referred as Uber). It is company that facilitates
on-demand transportation through network in
many countries of the world. This booklet
discussed its transformation from toxic culture
to healthy work culture. This report will also
touch upon the motivation and the needs for
motivation in employees to excel. Various
motivational theories that are applied by Uber
management have also been discussed.
Main Body
P1 Influence of organization's culture,
politics and power on individual and
team behavior and performance
Background of company
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Uber Technologies, Inc. (commonly
referred to as Uber) is an American
multinational on-demand transportation
networking company. It has its headquarters in
San Francisco, California. It offers services
such as vehicle for hire, peer-to-peer ride
sharing, food delivery, micro mobility system
with electric bikes and scooters, etc. It offers
its services through its mobile applications and
websites. Its main business of operation is
providing vehicle for hire. It does not provide
transportation services itself rather works as a
facilitator determining the terms between
independent drivers and customers. For it,
Uber uses dynamic pricing model i.e. prices
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vary according to demand-supply traffic at the
time of service.
A company's mission statement is what
drives it i.e. core objectives of the business
(Cosenz, Qorbani and Yamaguchi, 2020). It
also shapes the company's culture. Uber's
mission is to bring transportation for
everyone and everywhere. They believe in
igniting opportunity by setting world in motion.
Vision statement of a company is the
statement that gives it direction and purpose
as to what and how it wants its direction to
future is. Uber's vision is smarter
transportation with fewer cars and greater
access. Transportation that's safer,
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cheaper and more reliable; transportation
that creates more job opportunities and
higher incomes for drivers. Uber is primarily
in transportation so their mission is perfectly
actionable. Their vision dives deeper into their
insights as to how they want transportation
services to create greater good to everyone.
Impact of culture, power and politics on the
motivation for team behavior
organizational Culture - It is defined as
the collection of shared values, beliefs and
behavior that acts as guide to employees'
behavior in an organization (Junaid and Haar,
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2015). It is inspired from company's vision and
mission statement and the systems and habits
decided by leadership of the company. It helps
leaders forming cohesive teams which prove
as asset for the organization. Such teams
comprises of members which are given
operation flexibility which helped them learn
accepting responsibilities. Performing
responsibility with authority increases their
confidence and help them develop into skilled
and competent professionals. Every
organization is different and operates
differently. Charles Handy defined four
different kinds of culture which are listed
below:
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 Power culture – In this kind of
organizational culture, power is
concentrated among few individuals
(Clegg, Kornberger and Pitsis, 2015).
They decide what will happen within the
organization. Employees are judged on
their achievements rather than the
process with which they achieved. This
culture is suitable when quick decision-
making is needed but in long run, can
lead to toxic organizational culture just
like the case of Uber.
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 Role culture – Organizations with this
kind of culture work as per the laden
rules (Hayward, S., 2015). Such
organizations have hierarchical
bureaucracy within a highly defined
structure. Employees have delegated
authorities and derive their power and
work scope from that authority. Long
chain of command results in slow
decision-making. This also leaves little
scope for employees to develop
creative expertise in their job. For
example, Waitrose.
 Task culture – This culture is formed in
organizations when teams are formed
to address specific projects or tasks.
With primary focus on completion of
project, power keeps shifting within the
mix of the team members depending
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upon the expertise required. Its success
depends largely on team dynamics.
Team formed with a right mix of skills,
personalities and leadership are more
likely to succeed. For example, NASA.
 Person culture – In organizations with
such culture, individuals consider
themselves superior from the
organization (Morgan and Barden,
2015). They believe as if organization
exists in order to work for them. In other
words, an organization with a person
culture is really just few professionals
who are working together for same
organization. For example, lawyers,
architects, etc.
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Under the reign of former CEO, Travis
Kalanick, Uber prioritized growth over ethics,
and doing whatever it took to win, even if that
included sacrificing morals and ethical values.
It became company's organizational culture as
well in the nature of toxic power culture. Such
negative outlook of management resulted into
poor workplace culture in the company and
invited negative outlook of media and people
all over world. Employees were either indulged
in organizational politics or were leaving
organization on being at the receiving end of
the power politics. Uber was once considered
a prime example of toxic company-culture. It
was colored by misogyny rooted in the “Bro
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