Organisational Behaviour Report: Unilever's Culture, Power, and Teams

This report provides a comprehensive analysis of organizational behavior within Unilever, a multinational consumer goods company. It begins by examining the influence of organizational culture, politics, and power dynamics on individual and team performance, using Hendy's cultural model and exploring the impact of different power types. The report then evaluates content and process theories of motivation, including Maslow's hierarchy of needs and Vroom's expectancy theory, to assess how motivational techniques enable achievement within Unilever. It critically analyzes strategies to influence employee behavior and examines the relationship between culture, politics, power, and motivation to determine how these factors contribute to team and organizational success. Furthermore, the report delves into the characteristics of effective teams and applies relevant team and group development theories to support cooperation. Finally, it applies key concepts and philosophies of organizational behavior to the Unilever context, evaluating their impact on behavior and team dynamics to provide a holistic understanding of the organization's approach to managing its workforce. The report culminates in justified recommendations based on the critical analysis.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analysing organisation’s culture, politics power influence individual team behaviour and
performance.................................................................................................................................1
M1 Critically evaluating culture, politics and power of an organisation....................................3
P2 Evaluating how content and process theories of motivation and motivational techniques
enables achievement....................................................................................................................4
M2 Critically analysing how to influence the behaviour of others .............................................6
D1 Critically evaluating the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations....................6
TASK 2............................................................................................................................................6
P3 Explaining what makes an effective team as opposed to an ineffective team........................6
M3 Analysing relevant team and group development theories to support the development of
cooperation...................................................................................................................................8
P5 Applying concepts and philosophies of organisational behaviour.........................................8
M4 Evaluating how concepts and philosophies of OB inform and influence behaviour............9
D2 Critically analysing and evaluating the relevance of team development theories, concepts
and philosophies.........................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
It is very important for the managers of the organisation to build and maintain food
relationship with the employees at the workplace. It will directly give benefits to the organisation
as they become able to generate more productivity in the course of actions (Balwant, 2018). This
also helps to maintain a healthy work environment. For this report, Unilever organisation has
been undertaken into the account. It is a British multinational consumer goods company that is
situated in the London, England. They are providing variety of grocery products to the customers
such as ice cream, beauty products, cleaning agents etc. In this report, there will be the
discussion about the organisational culture, politics and power which influences the team
performance to a great extent. After that there will be the evaluation of the motivational
techniques in order to achieve more success in the future. Along with that there will be the
analysis of the relationship between the politics, power, motivation and culture of the
organisation. There will be evaluation of that how effective teams can be made. At the last stage
of the report, various concepts and theories of the organisational behaviours will be applied in
relation to the organisation.
TASK 1
P1 Analysing organisation’s culture, politics power influence individual team behaviour and
performance
It is very important for the leaders of the organisation to build and maintain healthy work
environment in so that employees can produce more productivity at the workplace. Employees of
the organisation can learn new ways and skills in order to carry out the operational activities.
There are various elements present in the organisations which are mentioned below in relation to
the Unilever company:
 Culture: There are various elements that should be considered by the upper level of the
management in order to maintain good working environment at the workplace (Rashid
and Barron, 2022). Work culture should be remain positive through which employees of
the company can remain positive and motivated. In relation to the Unilever they ensures
1

that they maintain positive work culture. One of the model is mentioned below in relation
to the culture:
Hendy’s Cultural model
 Role culture: In this part of the culture employees are given specific tasks according to
their capabilities and knowledge. Role culture mainly focus that professional people will
carry out the work at the workplace.
 Power culture: In this part of the culture model, leaders of the organisation delegate
some power to the employees in order to carry out the particular tasks (Wood, Zeffane
and et.al., 2019). It helps the employees to effectively take decision regarding their
specific tasks.
 Task culture: It is one of the most common and effective culture that is being
implementing by most of the companies in today's time. In this type of culture,
employees are given their specific duties and task with the deadline. This helps the
organisation to carry out the activities within the given time period. Implementation of
this culture helps the organisation to achieve the goals and targets.
 Person culture: In this culture, organisation focus on to develop the skills of the
individuals at the workplace through which they can fulfil the goals of the company.
It has been evaluated that Unilever organisation follow task culture through which they
become able to achieve the goals and targets in a given period of time (Gillam and Cosford,
2021). This work culture helps in maintaining the productivity of the employees.
Power
It can be defined as one of the major elements at the workplace in order to carry out the
activities in a effective manner. Leaders of the organisation generally exercise power elements
by distributing the tasks to the employees in the company. It facilitates the employees to
accomplish all the activeness in a given time period. Various types of this are mentioned below:
 Coercive: leaders of the organisation has power to fired the employees if they do not
perform well as per the expectations. This power of the leaders make the employees more
attentive towards the accomplishment of the goal.
 Reward: In this part of the power, employees are rewarded for better performance in the
workplace. Leaders have the power to give rewards to them according to the
performance.
2

 Legitimate: In this part of the power element, higher authority of the organisation
distributes roles and responsibilities to the employees at the workplace. In this part of the
model, upper level of the department gives orders to the staff.
In relation to the Unilever organisation, they should use reward elements in order to increase the
motivation level of the employees (Montminy, Russell and Holley, 2021). This will helps the
organisation to achieve the goals and targets of the company in a effective manner.
Politics
This part of the organisation culture is also important one in which upper level of the
organisation can analyse the performance of the employees. They help them to increase their
efficiency. They can influence the activities of the workplace. Various kinds of politics is
mentioned below:
 The weeds: There are various kinds of individual at the workplace which affects the
operational activities of the organisation.
 The rocks: These people of the organisation during a specific period of time.
 The high demand: It is important for the staff to consider each and every rules of the
workplace.
 The woods: There are various norms and guidelines that is to be followed by the
employees.
It has been seen that politics increases the negative impact on the culture of the organisation and
therefore it is important for the Unilever to provide more opportunities to the employees (Jacobs
and Goodman, 2018). They focus on to treat each and every employees equally.
M1 Critically evaluating culture, politics and power of an organisation
It has been evaluated that culture, politics and power is the important aspects of the
organisation. These concepts of the organisation helps in increasing the performance which
ultimately results in increasing the revenues of the company. In relation to the Unilever
organisation, there work culture is flexible and they mainly focus on to achieve the goals and
targets of the company. This facilitates the organisation to accomplish the goals in a given period
of time. On the other side, each and every employees of the company is treated equally at the
workplace in order to provide equal opportunities to them (Du, 2021). This helps the employees
3

of the organisation to stay more motivated towards the accomplishment of the goal. It has been
analysed that Unilever is mainly focusing on to eliminate the bad politics from the workplace
through which productivity of the employees can be maintained at the workplace. It helps the
organisation to make effective teams and they become able to achieve the desired goals in a
effective manner. It has been analysed that task culture is beneficial for the organisation.
P2 Evaluating how content and process theories of motivation and motivational techniques
enables achievement.
Motivation is very important for an individual to work effectively and efficiently within
an organization. It must be sustained by an entity and is the duty of higher authorities to look
after it (Anwar and Et. AL., 2020). It is their responsibility to motivate the employees on a
regular basis so that they can work effectively and give the best possible results to the
organization. In order to enhance the performance of employees, motivational theories are used
by the entities. Intrinsic and extrinsic motivation are the two types of motivation generally
categorised and is discussed below: Intrinsic Motivation – Self motivation is known as intrinsic motivation which is initiated
by the employees usually for the development of their skills. Unilever employees
believes more in intrinsic motivation. Extrinsic Motivation – Extrinsic motivation is referred to such a motivation where the
employees feel motivated when they are being rewarded or punished by the management
of Unilever.
CONTENT THEORY
Maslow's need hierarchical theory
Maslow's hierarchical theory is applied by the entity to analyse the changes taking place
in the level of satisfaction of employees. In context to Unilever, the 5 levels of the theory has
been discussed below: Basic need – Food, cloth and shelter are referred to as the basic human needs and
Unilever takes it as a responsibility to provide its employees such remuneration which
can satisfy at least their basic needs. These needs are extremely important for the survival
of human body on the planet.
4

 Safety need – Once the basic needs of an employee is satisfied, they expect the fulfilment
of their safety need. Unilever provide job safety and security to employees which
increases their satisfaction. Further the medical insurance provided help the entity to
retain the employees as they feel safe and secure from the health point of view too. Social need – Individuals cannot live alone and need some quality time with their loved
ones. These loved ones include friends, families or any other person who make the
individual feel like home and comfortable. Unilever is very particular about this need of
its employees and try to provide them a friendly working environment. Such an
environment will help the employees to work comfortably. Esteem needs – In this forth need of Maslow's need of hierarchy is based on self worth
like dignity, independence or reputation in society. Unilever has good employment
engage policy that provides better working culture and quality of life. Self actualisation needs – This refers to the highest level of Maslow's hierarchical need
and includes the fulfilment of ones desires and their personal experience or growth.
Unilever always work in direction which provide their employees a self actualisation
experience at work place.
Vroom Expectancy theory -
This theory is based on assumptions only that if employees have more focus on results
than their level of motivation increases (Cheong and Et. AL., 2019). This theory refers to the
level of individual motivation depends on their future desires. This theory has three variables
which are explained below -
 Expectancy – This term shows the expectation of employees in accordance of completing
their task. Unilever's manager can motivate their employees through the proper use of
tools and use time efficiently. They have effective strategies which can help in motivating
their employees and team members. Unilever has management team that is supportive
and encourage their team to achieve certain goals set by organisation.
 Instrumentality – This element of vroom expectancy theory refers to the motivated
employees does not achieve expected results from company. Unilever should be clear
about their rewards before assigning projects to employees in order to overcome the issue
of unexpected outcome.
5

 Valence – This component of motivation theory is depends on the out comes and values
set by organisation. Unilever provides positive environment for its employees and
support their mental, physical and emotional health. It also helps in achieving their self
desired goals.
M2 Critically analysing how to influence the behaviour of others
From the detailed explanation of different motivational theories and concepts in
accordance to Unilever company (Deserti and Rizzo, 2019). It includes various strategies and
tactics which can be used as tool to motivate their employees to achieve set objectives by
company. Unilever can adopt any strategy whether it is from Maslow's hierarchical need or
vroom expectancy need. They can motivate their employees by rewarding them, providing them
better work place, good remuneration according their work, give the benefits of health insurance
and help them in attaining self desire goals. All these techniques will work in more effective
manner to motivate individuals in business environment and get the work done by them.
D1 Critically evaluating the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations.
Through the above illustration of organisational culture, politics and power in business.
Unilever's work force and managers plays vital role in business which can affect the
organisational culture, politics and power. Motivational theories and principles can be used by
Unilever in order to make their employees and team members to achieve their tasks and
complete their work in more efficient manner.
TASK 2
P3 Explaining what makes an effective team as opposed to an ineffective team.
Effectiveness of team refers to the group in which all members work in one direction to
accomplish their objectives set by administration level of organisation.
Ineffective teams are those which is made of individuals that does not coordinate with
each other (Goede and Boshuizen‐van Burken, 2019). They also don't have sufficient skills to
perform good in team as well they are not trained properly.
Here's the Tuckman model of team development used by Unilever company to identify their
effectiveness are as follows -
Tuckman Model of team development
6

This model has explained the five stages of team development which help them in
achieving the objectives and to survive in long term process of business (Inyang, Agnihotri and
Munoz, 2018). Some brief explanation about stages that are being followed by Unilever as
follows -
 Forming – This is first stage of Tuckman model to develop a team and members get
introduce themselves with each other. While formation of team takes place in Unilever,
they should be more focus on skills, interest and based on their potential. All these factors
are important as they enhance the productivity and motivation level of employees in
Unilever. It also clarifies the time line and goal of assigned task to team members also it
contains rules and regulations that has to be followed by every team member.
 Storming – In this stage, team leaders has to face the situation where completing task
seems more difficult and complaints from members have started. Unilever has effective
team leaders which ensures their members to have faith in them and motivate to achieve
set target by higher authorities.
 Norming – This is the situation of calmness and things got sorted out. Team members of
Unilever worked together in direction to achieve common goal. Unilever gives their
employees a good working environment which help them in achieving their objectives.
 Performing – At this stage, team members are confident enough and highly motivated.
Unilever's team are now well understood by the mission and operation of task and does
not need any further supervision in their work or some one who guide them.
 Adjourning – This is the last stage of Tuckman's model of team development theory. It
reflects the step where project of team is near to end. This is stage where task of
formulating team has been achieved in Unilever and it creates positive impact on other
employees experiences.
Differentiation between Effective and Ineffective Team
Basis of Differences Effective Team Ineffective Team
Objective of formation Purpose of making team has
been declared to each and every
members at formations stage
(Noltemeyer and Et. AL.,
2021). All the tasks and
In the ineffective team, there is no
specified goals and other order
which specify time limit of
completing task in business. It
makes the more sense of making
7

objectives and time lines and
rules regarding this developing
team should be well understood
by every member.
confusion between team members
and leads to miss communication
in team members.
Decision making process Managers have good decision
making skills in order to
accomplish goals with effective
decisions making strategies in
organisation.
Ineffective teams have no specific
objective and had decision making
skills that cause demotivation
among team members.
Team members In effective teams, there is
leader who guide his entire
team to achieve objectives.
Effective managers uses the
strategy of getting suggestions
from his team members and
take their feedbacks on desired
mission.
In this team, leaders does not
consider any involvement of
employee in discussion. It reflects
the dominating nature of leader in
setting his goals and rules of
project.
M3 Analysing relevant team and group development theories to support the development of
cooperation
Unilever can adopt the different stages defined by Tuckman's model of team development
in formation of effective team which is self motivated and goal oriented. Unilever should analyse
all the factors related to the development of team for example objectives, time frame, rules and
regulations. Unilever should analyse every aspect like skills and competency level of employees
before engaging them in team. They should provide proper motivation which could result in
increasing level of their productivity and ensures the overall growth of business organisation.
P5 Applying concepts and philosophies of organisational behaviour
Organisational behaviour includes the study of human behaviour in organisation and how
these interact and help management become more goal oriented. It also help in analysing the
culture as well help employees by improving their productivity in business (Razak, Sarpan and
8

Ramlan, 2018). The main purpose behind this strategy is to improve job performance, to give
level of job satisfaction, promoting creativity and innovation among employees.
Path Goal Theory -
This theory is based on factor which includes the impact of leaders behaviour on its
employee's effectiveness, satisfaction, motivation and performance. This theory has been
developed by Robert House in the year 1971. Some of key consideration of this model has been
mentioned below in chosen organisational context -
 Characteristic of employees – This includes factors like employees focus, their needs,
level of satisfaction and experience at company. Unilever should be aware of their
employees need and preferences that could them towards new growth opportunities.
 Task and environmental characteristic – This element includes those factors which are
beyond the control of employees. Unilever should implement their strategies at
appropriate task.
 Leadership style – In this step, leadership styles used by any company to lead their team
projects. Unilever's strategy to implement any new diversification of product or
technology could be defined through this methods Here's some type of leadership style
that should be followed by Unilever are as follows -
Directive – This type of leadership approach, leaders provide proper guidance (Serenhov
and Kaldera Hollu Pathiranage, P.P., 2021). Unilever has effective team of leaders which
increases the level of motivation, employees performance through the use of rewards and
corrective actions of them.
Supportive – These leaders are more supportive and have friendly nature. Unilever's
leaders always care about the personal concern of their employees and well being of them at
work place.
Participative – These leaders have more believe in making decisions based on discussion
between the team members and them. Leaders of Unilever always take suggestions from the
team members and shares the detailed plan of project and consult every aspect related to that
topic.
Achievement orientated – Unilever has leaders who had used this type of leadership in
his company. This includes the set of goals and then encourage employee to reach at the level of
achieving high level of performance in company.
9

M4 Evaluating how concepts and philosophies of OB inform and influence behaviour
From the all above explanations regarding different concepts and philosophies of
organisational behaviour and it had some impact on the behaviour of team as well group member
(Subramanian, Seetharaman and Maddulety, 2020). Unilever has adopted the strategy of
motivating their employees with Path goal theory. This theory has helped Unilever to achieve
their certain tasks and objectives through the motivation of employees. Employees desires, needs
and experience are major factor which had influence on behaviour of each team member. Rather
than this, some characteristics of business environment also had impact on behaviour of
individual member of team.
D2 Critically analysing and evaluating the relevance of team development theories, concepts and
philosophies.
Tuckman's theory of team development has been effectively managed by the leaders of
Unilever in implementing change in business (Tang, 2019). Development of effective team can
result in high growth rate of business and will improve the work performance of each member in
team. Path goal theory also explains the importance of leader's behaviour and how it drives the
level of satisfaction in team members.
10

CONCLUSION
From the above report, it has been concluded that organisational culture, power and
politics have influence on the behaviour of employees in business. This report also evaluated the
various type of motivation theories and concepts which can be used as source to increase the
level of motivation among employees and get work done effectively. Maslow's hierarchical need
and vroom expectancy need has been explained in the context of chosen organisation to maintain
the motivation factor in team and group members. Further this report demonstrates the difference
between effective and ineffective team in organisation. At last of this report, it include different
philosophies of used to examine the behaviour of employees and how these affects the behaviour
of employees.
11

REFERENCES
Books and Journals:
Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education, 42(3), pp.389-401.
Du, S., 2021. The Organisational Behaviour of LVMH Group during the Period of Covid‐19
Based on the Stakeholder Theory and Social Contract Theory. Frontiers in Science and
Engineering, 1(8), pp.1-7.
Gillam, S. and Cosford, P., 2021. Organisational behaviour. In Leadership and Management for
Doctors in Training (pp. 32-39). CRC Press.
Jacobs, C. and Goodman, S., 2018, September. Understanding the Working Student: a focus on
positive organisational behaviour outcomes. In 30TH ANNUAL CONFERENCE OF
THE SOUTHERN AFRICAN INSTITUTE OF MANAGEMENT SCIENTISTS (SAIMS)
(p. 696).
Montminy, N., Russell, E.J. and Holley, S., 2021. Applying organisational behaviour theory to
aid emergency staff retention. Journal of Paramedic Practice, 13(11), pp.466-471.
Rashid, F. and Barron, I., 2022. Jehovah’s witnesses response to child sexual abuse: a critique of
organisational behaviour and management policies (1989–2020). Journal of Sexual
Aggression, pp.1-22.
Wood, J., Zeffane and et.al., 2019. Organisational behaviour: Core concepts and applications.
John Wiley & Sons Australia, Ltd.
Anwar and Et. AL., 2020. The effect of principal’s leadership style on teachers’
discipline. Journal of Talent Development and Excellence, pp.100-110.
Cheong and Et. AL., 2019. A review of the effectiveness of empowering leadership. The
Leadership Quarterly, 30(1). pp.34-58.
Deserti, A. and Rizzo, F., 2019. Embedding Design in the Organisational Culture: Challenges
and Perspectives.
Goede, R. and Boshuizen‐van Burken, C., 2019. A critical systems thinking approach to
empower refugees based on Maslow's theory of human motivation. Systems Research
and Behavioral Science, 36(5). pp.715-726.
Inyang, A.E., Agnihotri, R. and Munoz, L., 2018. The role of manager leadership style in
salesperson implementation of sales strategy: a contingency perspective. Journal of
Business & Industrial Marketing.
Noltemeyer and Et. AL., 2021. The relationship between deficiency needs and growth needs:
The continuing investigation of Maslow’s theory. Child & Youth Services, 42(1). pp.24-
42.
Razak, A., Sarpan, S. and Ramlan, R., 2018. Effect of leadership style, motivation and work
discipline on employee performance in PT. ABC Makassar. International Review of
Management and Marketing, 8(6). p.67.
Serenhov, O. and Kaldera Hollu Pathiranage, P.P., 2021. Team Development in Global Virtual
Teams: Application of Tuckman’s Team Development model.
Subramanian, A., Seetharaman, A. and Maddulety, K., 2020. CRITICAL REVIEW OF BINGE
WATCHING BEHAVIOUR THROUGH THE PRISM OF VROOM'S EXPECTANCY
THEORY. Academy of Marketing Studies Journal, 24(3). pp.1-11.
12

Tang, K.N., 2019. Team Development. In Leadership and Change Management (pp. 37-46).
Springer, Singapore.
13