Organisation Behaviour Analysis: Culture, Motivation and Team Dynamics

This report provides a detailed analysis of organisational behaviour within Unilever Plc, examining the influence of organisational culture, workplace politics, and power dynamics on individual and team behaviour. It evaluates content and process theories of motivation, including Maslow's hierarchy of needs, McClelland's acquired needs theory, and Vroom's expectancy theory, and discusses motivational techniques for achieving organisational goals. The report differentiates between effective and ineffective teams, referencing Tuckman's stages of team development, and applies key organisational behaviour concepts to various business situations within Unilever Plc. The analysis aims to provide insights into improving employee performance, engagement, and overall organisational effectiveness.

Organisation Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
P1. Analysation of influence of culture of organisation, politics and power on individual as
well as team behaviour ................................................................................................................1
P2. Evaluation of content theory of motivation and motivational techniques for achievement of
goals of organisation ..................................................................................................................3
P3. Explanation of what makes a effective team opposed to ineffective team............................6
P4. Application of concept and philosophies of organisation behaviour in context of
organisation and business situation..............................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Organisational behaviour refers to study of behaviour of people in an organisation about
how they interact in group (Baeza and Wang, 2016). This study helps business in improving
performance of employees, enhance satisfaction of job, promotion of innovation and many other
things. This project report includes study of Unilever Plc which is established in the year 1929 in
UK by William Lever. This organisation is offering personal care, health care product, food and
refreshment products to their customers. It is a multinational organisation which is providing
their products and service in different country. This project report includes analysation of
influence of culture, power and politics of organisation on individual behaviour and team
behaviours. It consist evaluation of content as well as process theory of motivation and
techniques to enable effective achievement of goals in organisation. Explanation of different
among effective team and ineffective is also discussion in this report, Moreover, it includes
application of different concept and philosophises of organisation behaviour in context of
organisation in different business situation.
MAIN BODY
P1. Analysation of influence of culture of organisation, politics and power on individual as well
as team behaviour
Organisation culture:
Organisation culture is one of important thing for success of company as it provide
support to structure and strategy of company. Organisation culture refers to collection of
expectations, practices and values which inform and guide action of different team members.
Good culture of company includes positive traits which helps to improve performance and also
contribute in success of organisation (Kao, 2017). Organisation culture is important for Unilever
Plc as it helps them in transforming employee, increase engagement of employees and improve
employees turnover of company. Charles handy is one of philosopher who define four types of
organisational culture which are mentioned below:
Power culture: In power culture, power is centralise in hand of some people and they
has authority of make decision in business. These people get special privilege at workplace in
organisation and are considered as important who are responsible for making decisions.
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Task Culture: In some organisation team are formed for purpose of achieving targets or
providing solutions to problems. These individual are working for common interest and having
specialisation for their work.
Person Culture: In some organisation employees are feeling important and in which
individual are concerned for individual interest in compare to organisational goals. These
organisation culture are considered as power culture.
Role culture: Role culture refers to one of culture in which employees are delegating
various responsibilities and roles according to their specialisation, interest and skills. In such
types of organisation culture, employees are giving their best and ready to accept challenges.
Workplace Politics:
Workplace politics refer to behaviour and process in which interaction of human includes
authority as well as power (Krishnaveni and Monica, 2016). It is one of tool which is used to
assess production capacity as well as balance of different views of different parties. This politics
includes social networking and power at workplace in order to attain change which provide
benefits to organisation. There are various reason behind workplace politics in Unilever Plc
which are as follows:
Lack of trust: Lack of trust among employees also creates problems for company as it
reflect their employees does not have faith on company. This lack of trust does no allow them to
work with their efficiency and also to build relationship with other people. This make them to
involve in politics at workplace.
Gossips: Basic reason behind politics is unnecessary politics which includes leg pulling,
hatred and backstabbing in organisation.
Personal relationship: Personal relationship among employees also lead of workplace
politics can this situation arise when employees become friends and take support of their friends.
Power
Power refers to ability of an individual to influence others person as well as group. It is
an ability through which things get done and also includes informal and formal group (Mousavi
Gilani, Mousavi and Asli, 2016). Power includes ability of influencing or affecting behaviours of
others. There are different types of power which can be used by leaders of Unilever Plc.
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Legitimate power: Legitimate power cam with position of a person in an organisation as
managers has power to manage subordinates and other activities in business. Legitimate power is
developed, granted as well as changes within formal organisation structure.
Reward Power: Reward power is extent to which an individual can ensure control over
rewards of other person or which are valued by others person. These rewards includes
promotion, values and pat of person.
Coercive Power: Coercive power refers to those power which includes control over
punishment like suspension, demotion and dismissal.
Expert power: This power refers to those which create influence which results as
experience, knowledge and skills of a person. This power come is assistance when a person
threat to other person for withholding their skills and knowledge.
Referent power: This is one of power in which a person who is getting respect from
other people can exert this power (Peltokorpi, Allen and Froese, 2017).
P2. Evaluation of content theory of motivation and motivational techniques for achievement of
goals of organisation
Motivation: Motivation refers to process of encouraging others in order to ogive them their best
which helps firm to attain their goals and objectives (Stiglbauer, 2017). It includes process of
initiating, guiding as well as maintaining behaviours of people towards attainment of goals.
Motivation is important for employees of Unilever Plc in various ways which are as follows:
 Motivation helps to improve level of performance of employee in an organisation which
is beneficial for company.
 It helps in change indifferent attitude of employees and also helps to implement change in
organisation.
 It helps to get mote and more acceptance of employees for change to be introduce in
business which is beneficial for productivity of company .
 It also to reduce employees turnover of company as is allow managers to retain
employees for long period of time.
There are two types of motivation include extrinsic motivation and intrinsic motivation
which are as follows:
Intrinsic motivation: Intrinsic motivation is one of act for doing something which does not
include any rewards. This act is performed by person for their enjoyment and interest without
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any pressure and incentives. Intrinsic motivation is related with personal growth, recognition ,
sense of duty.
Extrinsic Motivation: Extrinsic motivation is individual behaviour in order to perform various
task and also learn different new skills with external rewards and punishments. In this
motivation, a person is involve in any work not because of enjoyment but for external rewards
which satisfying their needs. Extrinsic motivation includes financial status, public recognitions
and status.
Motivational Theories:
Content theory: Content theory of motivation refers to those theory which is focusing on what
in motivation and also on different things which is requires by people in order to fulfil their
needs (Swab and Johnson, 2019). This theory includes that people are motivated on basis of
acquiring different things they need. In this, managers can motivate people working in
organisation by understanding their needs and wants. It includes different theories which are
mentioned below:
Maslow's theory of Motivation: Maslow's theory of motivation is give by Abraham Maslow in
the year 1940. Their theory emphasis on different types of needs and different category of needs
in hierarchy. This theory categorise different needs of human in following ways:
 Psychological needs
 Safety needs
 Social needs
 Self esteem needs
 Self actualisation needs
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McClelland's theory of motivation: This theory of motivation is given by David McClelland
which consist that human has only three emotional needs (Srivastava and Dhar, 2016). This
model of acquires needs of motivation is also knowledge as value motivation theory. It includes
different need which are as follows:
 Power
 Achievement
 Affiliation
Process theory: Process theory of motivation refers to those theory which is focusing on how in
motivation as it focusing on behavioural and psychological process followed by humans. With
this theory, a person can understand action, content and interaction which motivate behaviour of
individual. It includes various theories which are mentioned below:
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Vroom's theory of motivation: This theory of motivation is introduced by Victor Vroom which
is known as vroom theory of expectancy as it is emphasised that motivation of an individual is
affected with expectation of a person related to future (Morales-Sánchez and Pasamar, 2019). It
includes Different factors which are mentioned as below:
 Valence
 Expectancy
 Instrumentality
Locke and Latham’s Goal Setting Theory: This theory is given by Locke and Latham in the
year 1968 who are studying goals setting. This theory is consisting that a person is motivated wit
appropriate goals as well as feedback. This theory includes various factors which are as follows:
 Clarity
 Challenges
 Commitment
 Feedback
 Task complexity
P3. Explanation of what makes a effective team opposed to ineffective team
The term team refers to group of people which comes together for completion of
particular task or project. For attainment of business goals, organisations divides their whole
work force in small teams and allot separate projects to them. Organisation consist effective as
well as ineffective team.
 Effective teams – Effective team refers to those team which contains same visions,
attitude, mindset. Unilever plc can get various benefits by having effective team in their
organisation as it allow them to complete work on time with highest efficiency and
effectiveness (Salas-Vallina, Alegre and Fernandez, 2017). The main quality of an
effective teams is their team members which recognises their work as responsibility not
burden. It always try to maximise productivity and minimise the cost.
 Ineffective teams – Ineffective teams refers to those teams which is filled with distrust,
conflict and unfocused towards business goals. These are not aware about the companies
goals and policies. Unilever plc needs to face various problems by having ineffective
team in their organisation as these team are unproductive, less returns, lack of clarity.
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Members are intolerant at any issue and always think negative aspect of the project. This
type of members are taking work as burden on them.
Tuckman theory of team development
This theory of team development is first given by Bruce Tuckman in 1965. In this theory,
tuckman discuss about development of team in different stages such as Forming, Storming,
Norming, Performing and adjourning.
 Forming – This is the first stage of tuckman theory and under this stage, employees of
the Unilever plc stuck together and become team (Aderibigbe, Nwokolo and Oluwole,
2019). Members in this stage reflect sense of belongingness and goodwill as everyone is
unaware about the vision, attitude and behaviour of other. The activities related to
planning and bonding are performed in this stage.
 Storming – Next stage in this model is storming and is considered as important stages as
it contain various uncertainties. This stage includes discussion on assigned task or project
among team members which increase chances of conflicts between the members. It is not
essential that every member has same vision about the particular project. It decreases the
productivity and effectiveness of project assigned by Unilever plc because the relations
of members in this stage may or may not broken due to conflicts.
 Norming - When team is passed through the storming it enters in norming stage, after
the solution of all the problems, disagreements and conflicts team members starts
working together on the common goals of Unilever plc. Members of team start tolerating
each other in this stage. The serious problem in this stage is all team members is trying to
tolerate with each other which includes one is reluctant to agree on other's suggestion.
 Performing – As the team is reached on the performing stage of team development all
the members become well knowledge and motivated about the particular task or project
assigned by Unilever plc. In this stage every member is well established and work hard
for the achievement of common goals.
 Adjourning - This stage is regarded as the final stage because all the task or projects
assigned by Unilever plc is completed and the team is separated again.
Different between effective and ineffective team
Effective Team Ineffective Team
Effective team work in dominating informal Ineffective team is one which is dominating
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atmosphere. stressful atmosphere.
It includes wide numbers of participants in
their team discussion allow them to share their
ideas and views (Enyioko, 2021).
It does not allow many participants as decision
is made by one or two individual.
This team has clear goals, objectives as well as
task.
It includes unclear objectives, goals and tasks.
Team members has mutual understanding and
listen to each other.
In this, team members are not listening to each
other.
P4. Application of concept and philosophies of organisation behaviour in context of organisation
and business situation
Path Goal Theory:
Path goal theory refers to one which helps in specifying style and behaviour of leaders
that suits to employees and working environment in order to attain business goals (Lee and Lu,
2020). This goals helps to increase motivation, empowerment and satisfaction of employees.
This theory includes various steps which are mentioned below:
 Determination of environmental and employees characteristics
 Selection of style of leadership
 Focusing on various factors of motivation which helps in success of employee.
This theory provide various advantage and disadvantage to organisation of Unilever Plc which
are as follows:
Advantage Disadvantage
 This model is best suited in emergency
situation where there is lack of time for
business.
 It is one of theory which is flexible.
 This theory is easy to understand for
members of organisation.
 Path goal theory is democratic in
nature.
 This method is not suitable in situation
were leader has failing.
 This theory create collapse in business
if much freedom has too much
freedom.
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Situational Leadership Theory: Situation leadership is a one which includes different style of
leadership which helps business to increase probability of success of company in various
situation (Prior, 2021). It includes various task that helps to perform, willingness to perform task
and many other work. Different styles of leadership included in this theory is mentioned below:
 Telling, directing, guiding: This style of leadership is one which is applicable to
situation where there are limited experience and skills in followed. In this, employees
feels insecure as well as unmotivated in order to perform task of company.
 Selling, coaching, explaining: In this style of leadership is implemented in situation
where there is lack of experience among employees for performing any task but they has
confidence and motivation for development of skills and working ability.
 Participating, facilitating, collaborating: Participative leadership style is applied in
situation where there is low task behaviour as well as high relationship behaviour among
employees.
 Delegating, empowering and monitoring: It is one of approach which is used by
business where there is low relationship behaviour. In this situation, employees are
completing work with acceptable level of motivation, confidence and ability.
This theory provide various advantage and disadvantage business which are as follows:
Advantage Disadvantage
 This theory recognise flexibility needs
in their organisation.
 It helps to develop friendly
environment for their worker.
 It consider different phase of
development.
 It focus on immediate needs in compare
to long term needs.
 This theory is not suitable in task
oriented environment of organisation.
There are various situation where Unilever Plc can adopt various theories which helps
them to improve quality, engagement and performance of employee. There are different theories
which is used by business in order to understand concept and philosophise of organisation which
helps them to overcome of present situation of business. There are various situation occur in
business in which, they are facing problems including confit, new product development and
many more. These different situation where philosophies can be adopted are as follows:
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Conflict in team: Team members in Unilever Plc are working in team for attainment of
common goals but there are conflicts occur between these team members which create problems
for business. These conflicts among team members divert their attention from work to non
productive activities. There are various reason due to which conflicts occur among team
members like lack of trust, lack of mutual understanding, wrong leadership, different attitude of
workers and employees. For solving these conflicts problem in organisation, managers can adopt
path goal theory.
Introduction of new product: Unilever Plc has lack of innovation in their products and
for this they are planning to introduce innovation in their products and service which helps them
to get competitive advantage in market. For this, business require contribution of team members
which helps them to get success in market. In order to attain this goals, managers of Unilever Plc
can adopt Situation leadership theory in their organisation.
CONCLUSION
From above mentioned project report it can be concluded that organisation behaviour is
study of human behaviour working in organisation as how they interact and work. Power,
politics and culture of organisation create influence on individual and team behaviours. Politics
create negative impact on productivity of employees, Culture of company should be established
in manner which increase engagement of employees. Motivation refers to process of influencing
behaviour of people working in an organisation. It helps to provide direction to employees and
also enhance their productivity. There are various theories to be used by managers of company in
order to improve motivation of employees including Maslow theory of motivation, Vroom's
theory of expectancy, McClelland theory of motivation and many more. There are two types of
team working in an organisation including effective team and ineffective team. Effective team
provide various benefits to a business and provide them to opportunity to get success and growth.
On the other hand, ineffective team is liability on business which create threat for business.
Focus of these ineffective team is on non productive work of company and is not concentrating
on goals and objectives of business. In order to develop effective team business managers needs
to adopt some theories like tuckman theory, belbin theory and many more.
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REFERENCES
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