Organisational Behaviour Report: Unilever's Culture and Effectiveness

This report provides an executive summary and in-depth analysis of Unilever's organisational behaviour. It begins with an introduction to organisational behaviour and its significance, particularly within the context of a multinational consumer goods company like Unilever. The main body of the report addresses several key tasks, including identifying Unilever's culture using Handy’s model, exploring how culture enhances organisational effectiveness through communication, evaluating the role of culture in employee motivation, and assessing how the company can leverage its culture to further enhance its success. The report delves into the dimensions of Handy's model (Power, Task, Person, and Role) to understand Unilever's cultural orientation, emphasizing the importance of person and role cultures. It examines how effective communication within the organisation can boost employee engagement, productivity, and reduce turnover. Furthermore, the report evaluates the impact of culture on employee motivation, highlighting the significance of equality, valuing employees, a positive workplace atmosphere, and effective leadership. Finally, the report discusses how Unilever can use its existing culture to drive further success and growth, concluding with a summary of the key findings and recommendations. The report provides a detailed examination of the role of organisational behaviour in a real-world business setting.

ORGANISATIONAL
BEHAVIOUR

EXECUTIVE SUMMARY
Organisational behaviour is the study of human mind that are performing their job in
different roles and responsibilities in the company. It is very important for an organisation that
they should focus on culture of workplace as it gives a great impact on employees. Culture is
very necessary to improve in order to promote employees’ performance and productivity. With
the help of some important models organisation is able to understand the culture which can be
impact positively or negatively on their employees’ behaviour ant nature.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
TASK...............................................................................................................................................4
Identify its culture in line with a theoretical model of your choice.............................................4
Explore how culture improves organisational effectiveness with a focus on communication....5
Evaluate the role of culture on employee motivation..................................................................7
Evaluate how the company could use the culture of the organisation to further enhance its
success.........................................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
Books & Journals:......................................................................................................................11

INTRODUCTION
Organisational behaviour is an important study that every organisation needs to
understand because it is related to the nature and behaviour of employees or human resources.
When employees are working in an environment then it is called organisational culture.
Organisational culture is a place where employees are working for achievement of organisational
goals and objectives (Bezuidenhoud and Geldenhuys, 2019). The culture is made up of
organisational values, policies, and business ethics. People who are working within organisation
of working environment should be e considered ethical standards while they are performing their
duties and responsibilities. It assists them to both organisation as well as people who are working
in the company. In this context, Unilever is undertaken which is the British multinational
company that deals in consumer goods. They organised into three divisions that are home care,
food and refreshments and personal care. The headquartered is situated in London, England. This
report is emphasised on the understanding of culture with the help of theoretical models. It also
explains the role of culture to improve organisational effectiveness with the help of
communication. This report covers the use of culture for the success and growth of organisation.
MAIN BODY
TASK
Identify its culture in line with a theoretical model of your choice
Organisational culture is defined as about environment which is made with values,
behaviour and actions of employees or people who are working in the company. It is identified
that culture ultimately shapes employees’ behaviour and decision making process which can be
both positive and negative impacts (Moyo, 2019). Organisational culture is the attitude that treats
with employees, stakeholders and customers. Unilever is the large organisation in which there
are many people who perform their work together. It is identified that Unilever never always
focus on right equilibrium for developing effective culture that means they are not focusing on
extreme cultural orientation. That's why they build a strong organisational culture which is

embedded with highly diversified workforce. It can be more understand with the help of using
model that is Handy’s model of culture. It has four dimensions which are mentioned below:
 Power: Many organisations cannot delegate and distribute powers to everyone in the
organisation because they wanted to remain only in few hands which are authorised for
taking decisions (Haslan, 2017). In this type of culture, subordinate has not option to give
their suggestions but they have to strictly follow the instruction which is provided by
authoritative person.
 Task: In this culture organisations form teams so that they can achieve the targets for
resolving critical problems. Individual has common purpose or interest because they are
work in a team. It is identified that four to five members are and located in a team.
 Person: It is another type of culture which identified that employees are important for
organisation and that's why they always tried to feel important to employees. Those
organisations that perform activities in order tomotivate their employees come under
person culture.
 Role: This is the last culture where every employee has certain rules and responsibilities
because it is delegated by organisation according to their specialisations, interest and
education qualifications. It is very effective for organisation because every member is
specialising in their own field so they are able to accept challenges.
On the discussion of culture, it is identified that Unilever focuses on person and role
culture because they thought that the success and growth can only be achieved with the help of
human resources. Their organisational culture is supported with the help of HR practices and
leadership that's why they are on top. It is also identified that they give full focus on
performance, quality and efficiency of their employees. That's why it is identified that Unilever
always encouraging employees innovation, increasing in the efficiency and productivity.
Explore how culture improves organisational effectiveness with a focus on communication
It is already known by every person that organisational culture plays a very important
role in organisation functions and operations. At the same time, organisational culture improves
effectiveness of organisation functions and operation with considering communication (Oklu,
2019). That means if culture use effective communication in the business practices that definitely
it improves organisational effectiveness. Effectiveness in terms of leadership style, managing of

operations, dealing with challenges, performance of employees, etc. can be improved with the
help of using communication in culture. It is necessary for organisation that they should
understand the importance of culture because it just not improve effectiveness of organisation
but also achieve the goals and objectives which are set by them. Communication helps to build a
culture or workplace environment. When employees are working in a common place then they
need to talk each other because without communication no assignment or task can be completed.
For example, Unilever wants to increase their production but it cannot be done with the help of
communication. That means if top management of Unilever convey thus message to subordinates
than subordinates need to talk so it helps in reducing duplication of production and what can be
done effectively (Sweeney, 2017). There are some points which shows that how culture improve
organisational effectiveness with a focus on communication:
 Increasing engagement: It is analysed that if organisation culture has effective
communication than it ultimately increase the engagement of employees. With the help
of communication, it creates better culture because every person is able to understand
other perception and behaviour which improves their engagement activity in the
Unilever’s functions and operations.
 Increasing productivity: Culture of organisation is giving a great impact on productivity
which can be improved with the help of using communication. That means if top
management of Unilever can effectively communicate the goals and objectives to
subordinates so they are able to increase their productivity and efficiency level which
ultimately improves organisational effectiveness (Cheema and Asrar-ul-Haq, 2017).
Culture of Unilever is made up of many things such as values, behaviour, etc. It also
considers communication because without conversation between employee and
employer, employee to employee, etc. they are not able to work for a common goal.
 Decrease turnover of employees: It is the most important agenda that every organisation
needs to understand and value for them. Unilever support their employees and that's why
they always want to reduce employee’s turnover ratio which helps them to achieve their
goals and objectives. It can be done with the help of using effective communication in
which they take feedback from employees regarding their problems and issues which
makes a better culture. It improves organisational effectiveness.

Above discussion on organisational effectiveness it is not clear that communication in
culture plays a very important role because it improves with the help of effective
communication. It reduces conflicts and misunderstandings between employees which boost
organisational culture that assists them to improve organisational effectiveness.
Evaluate the role of culture on employee motivation.
Culture does not only improve organisational factor but also motivate Employees with
the help of positive environment. It is identified that organisational culture plays the vital role in
maintaining and managing the motivational level of employees (Bezweek, 2017). With the help
of positive culture and workplace environment employees get motivated towards company’s
goals and objectives. General it is identified that employees get motivated by money and that's
why companies focuses on the promotions, rewards and recognition. But it is also analysed from
the culture of Unilever that culture plays a very important role in employee’s motivation. That
means culture of organisation is similarly important as their rewards and recognition for
motivation. It is necessary for Unilever that they should provide a positive culture or
environment to employees so that they get motivational factors from positive environment. For
maintaining employee’s motivation, Unilever should consider some important points which are
mentioned below that focuses on culture which motivate their employees:
 First thing that should be considered by Unilever is equality. That means company need
to understand the importance of equality. It is analysed that when employees feel that
they are equally behave by your organisation in the workplace environment then they
definitely motivate towards their work which ultimately improve their efficiency and
productivity level (Sánchez-Corcuera and et. al., 2021). That's why Unilever should focus
on equality in terms of wages and salaries, rewards and recognitions, duties and
responsibilities, etc.
 Another important thing that should be considered in their business culture environment
is valuing for employees. It is identified in the case of Unilever that they already work on
them as there supporting their human resource which can be seen from their tagline. They
always give credit to their employees for success and growth of the company. So it is not
tough for Unilever to maintain this value in the company. They already doing a great job

in valuing of their employees and that’s why the position of company is in top of the
organisations.
 Workplace atmosphere is also playing a very important role in the employee’s
motivation. It is identified that if water is atmosphere is positive then definitely give
motivation to the employees. For example, Unilever always try to do something for
making the workplace environment positive such as they provide small facilities to their
employees like refreshments during their work which helps to relax their employees and
increase respect for organisation. They are not just respect to the organisation but also get
motivated towards goals and objectives of Unilever. In this way, workplace environment
plays a crucial role for employee’s motivation.
 Leadership is also a part of culture as it shows the nature and behaviour of the leaders. It
is already discussed that culture is made up of with behaviour so it include leader’s
behaviour as well. Leadership plays a very important role in motivating employees. In
reality, leaders are the person that always does anything for motivating their employees
towards company’s goals and objectives (Kondalkar, 2020). They perform their job role
in order to integrate company’s goal with individual goals. It is very necessary for an
organisation to use effective leadership style. In the case of Unilever, the already perform
very well in the leadership style because it can be seen from the success of company.
They use supportive leadership style which always stand for their employees and never
pressurised towards goals and objectives. Due to this behaviour, employees get motivated
towards company’s goals and objectives. They are ready to integrate their goals with
organisation and perform accordingly.
The discussion on employee’s motivation shows that culture plays an important or a vital
role in motivating their employees. It is analysed that motivation is the factor which every
individual need time by time so that they can put their all efforts while they performing their
duties. That’s why companies need to make an environment which always ready to support their
employees that reflects the culture of organisation. It’s just not motivating employees but also
ensure that employees give their best in order to achieve goals. Companies need to understand
the cultural importance towards employee’s motivation.

Evaluate how the company could use the culture of the organisation to further enhance its
success.
Success and growth of organisation is depend on many things such as employee’s
performance, strategies, selling of goods and services to the consumers, satisfaction of
consumers, etc. Along with this, culture also plays a very important role in the success and
growth of a company. Actually culture reflects the success of an organisation. That means
anyone can understand by seeing the organisational culture that they will get a success or not.
Culture ensures the growth of company because it motivates their employees and increases the
effectiveness of organisation functions and operations (Bae and Grant, 2018). Culture of an
organisation reflects strong communication and higher performers. Unilever is one of the
organisations that has a positive culture environment which shows the success and growth of a
company. It is one of the organisations that give their best in order to improve the cultural or
workplace environment which helps in in improving their functions and operations. Some
important traits of a strong culture of corporate which are mentioned below:
Charismatic company leader
Charismatic company leader is concerned with innovative solutions and are able to
simplify the difficult task. That means charismata company leader has a capability to
communicate technical details in a simpler or easy way. It is identified that companies who have
charismatic leader we can achieve the success because it improve the culture of organisation. It
gives positivity to every member in order to increase the productivity and efficiency level.
Employee enthusiasm and Pride for organisation
If organisation has a strong culture then it is definitely shows the employees enthusiasm
and pride for organisation in whichthey tried to best performanceswhich ultimately give the
success in growth of organisation. If employees of Unilever perform with full of enthusiasm then
did definitely achieve organisation success and growth.
Focus on innovation
Innovation is very important because it becomes a key of success. It is identified in the
market that that organisation that uses innovative and creative method they get success more as
compared to other organisations. In the same way a Unilever should focuses on innovation in

manufacturing and distribution facilities so that they can provide the best quality of products at
reasonable prices which results sustainable development. Organisation need to focus on
innovation which gives them a success and a growth that sustainability in the market.
Investment in employees’ training and development
Employees are the important resources of an organisation which should be effectively
used by company in order to achieve their objectives (Marques, Valente and Lages, 2018).
Employees are the living resources and that's why company need to focus on their emotions and
sentiments which cannot be harmed by activity of an organisation. It is very necessary for
Unilever that they have to satisfy their customer as well as their employees. For the satisfaction
of their employees, Unilever need to fulfil their basic necessities such as salary and wages,
insurance and security, etc.
CONCLUSION
It can be concluded from the above discussion that organisational behaviour is the study
which should be understand and evaluate by every organisation so that they can encourage their
employees in order to achieve the goals and objective. It is also analysed that culture is very
important for an employee’s performance because it directly impact on their productivity level.
That's why company need to focus on improving their cultural environment or workplace
environment which always motivate and encourage employees. It is also analysed the role of
culture in employee motivation and organisational effectiveness.

REFERENCES
Books & Journals:
Bae, H. S. and Grant, D. B., 2018. Investigating effects of organisational culture and learning on
environmental collaboration and performance of Korean exporting firms. International
Journal of Logistics Research and Applications, 21(6), pp.614-630.
Bezuidenhoud, L. and Geldenhuys, D., 2019. Identifying organisational climate elements that
can be used to detect and prevent management fraud. Southern African Business
Review, 23, pp.28-pages.
Bezweek, S. A., 2017. The Impact of Organisational Variables (Structure and Culture) On The
Quality of Communication.
Cheema, J. R. and Asrar-ul-Haq, M., 2017. Effects of staff participation, morale, and shortage on
organisational performance: An international survey. Issues in Educational
Research, 27(4), pp.677-696.
Haslan, R. H., 2017. Coping with organisational change in an Indonesian state-owned
enterprise: the role of personality traits and emotional intelligence (Doctoral dissertation,
University of Nottingham).
Kondalkar, V.G., 2020. Organizational behaviour. New Age.
Marques, C. S., Valente, S. and Lages, M., 2018. The influence of personal and organisational
factors on entrepreneurship intention: An application in the health care sector. Journal of
nursing management, 26(6), pp.696-706.
Moyo, N., 2019. Testing the Effect of Employee Engagement, Transformational Leadership and
Organisational Communication on Organisational Commitment. J. Mgt. Mkt.
Review, 4(4), pp.270-278.
Oklu, E. M., 2019. The Effect of Organisational Structure on the Effective Management of the
Ministry Of Defence (Doctoral dissertation, University of Ghana).
Sánchez-Corcuera, R., and et. al., 2021. Analysing centralities for organisational role inference
in online social networks. Engineering Applications of Artificial Intelligence, 99,
p.104129.
Sweeney, K., 2017. Emergence, complexity and organisational development. In Organisational
Development in Healthcare (pp. 143-166). CRC Press.