Organizational Behaviour Analysis: Unilever's Culture Report

This report delves into the multifaceted aspects of organizational behaviour, examining how culture, politics, and power influence individual and group dynamics within a company. It uses Unilever as a case study to illustrate these concepts, exploring the impact of organizational culture types, the role of politics in decision-making, and the various forms of power within an organization. The report further analyzes motivational theories, including content and process theories, to understand how they can be leveraged to achieve company goals and enhance employee performance. Additionally, it examines the factors that contribute to effective teamwork, exploring different team types and the stages of team development according to Tuckman's model. The report also evaluates the relationship between culture, politics, power, and motivation, providing a comprehensive overview of organizational behaviour principles and their practical applications.

Organisation
Behaviour

Table of Contents
Introduction......................................................................................................................................4
TASK 1............................................................................................................................................4
P1: How organisation's culture, politics and power influence individual..............................4
M1: how culture politics and power of organisation can influence individual or group:......6
Task 2...............................................................................................................................................6
P2 Content and process theories of motivation enable achievement of company's goals......6
M2 Evaluation on influencing behaviour of others the motivational theories.......................8
D1 Relationship between culture, politics, power and motivation.........................................8
Task 3...............................................................................................................................................8
P3 Factors which make an team effective..............................................................................8
Tuckman's model of team development.................................................................................9
Difference between effective and ineffective team..............................................................10
M3 Analysing relevant team and group development theories............................................10
D2 Evaluating the team development theories.....................................................................10
TASK 4..........................................................................................................................................11
P4 : Philosophies and concept of organisational behaviour:................................................11
M4 How concept of philosophies effect behaviour of individual in positive and negative way:
..............................................................................................................................................12
CONCLUSION..............................................................................................................................12

Introduction
Organizational behavioural refers to elements having impact on individual, structure and
employees behaviour in company. Human behaviour is unpredictable in nature thus these
strategies helps managers to formulate certain policies and decision making can be done. It is
mainly related with understanding behaviour of individuals who performs different task and
increased profitability of organization (Alasousi and Alajmi, 2017). In business there should be
effective communication between employees and Manager to ensure effective carrying out
activities thus it should also focus in achieving set goals. Unilever, is consumer goods company
which includes foods, beverages, cleaning agents, personal care products which is located in
United Kingdom. Company has various stores across in UK London. Further different theories
of motivation that Managers of Unilever can adopt to motivate their employees for efficient
productivity . Companies should practice innovative practices for encouraging workers for
increasing profitability and for stability of company. Motivation helps employees to attain set
goals.
TASK 1
P1: How organisation's culture, politics and power influence individual.
Organisational behaviour is the concept of human behaviour in organisation setting, the
interface between human behaviour and organisation, and the organisation itself. It is researchers
study of behaviour of individuals primarily in their organisation roles. One of the main goal of
organisational behaviour is to revitalise organisation theory and conceptualization of
organisational life. Culture , politics, and power is major factors that influence a individual or
group behaviour. It is very important for the manger of Unilever, to understand the factors that
effect employees of their organisation. Below is the detail description of these factors for better
understanding .
Culture: organisational culture reflect proper way to behave within the organisation. It involve
company's mission, objectives, expectation and values that guide their employees. Businesses
with structured culture tend to be more successful than less structured companies because they
have system in their organisation that promote employees performance, productivity and
engagement and organisation's culture have great impact on their performance.
Types of organisational culture that influence behaviour of employees:

Power culture:
A power culture is usually a storage culture. In an organisation with power culture,
power is held by just few individual whose influence spreads throughout the organisation. There
are few rules and regulation in this culture, that influence behaviour of individual and group in
the organisation (Brandstätter and et. al., 2018). It is very important for manger of Unilever to
understand this power culture, because the power distribution in organisation should be equal or
same categories of employees.
Role culture:
organisations with role culture are based on roles, they are highly controlled with every
one in organisation, knowing performance, roles and responsibilities of their workers. This
cultures are builds on detailed organisation structures, which are typically tall with long chain of
command. Disadvantage of this culture is that employees do not feel free to do their work,
because of it they could not be able to preform well.
Task culture: Task culture forms when teams in an organisation are formed to address specific,
problems or programs. Task is important in organisation, and power in teams eventually sifts
according status of problem or project. Task influence employees for work hard to achieve their
organisational objectives.
Person culture: In organisation with person cultures, individual very much see themselves as
unique and superior to the organisation. An organisation with this culture is relay on the
performance and work of individuals .
Thus manager of Unilever is adopting power culture to preform effectively and efficiently.
Politics:
politics in organisation is making of common decision for group of people, that decision
is apply same for all the members of group. It is also involve use of power by one and effect the
behaviour of another. Furthermore, politics is the study or practice of distribution of power and
resources within given community. Work policies is element which effect the behaviour of
individual or group. In every organisation there should be positive politics by which employee's
behaviour could not effect. Positive politics helps in making good relationship between staff and
team leaders. Thus every organisation should follow politics which could not effect the
behaviour of individual and group.

Power: power is ability to influence the behaviour of others to get what someone want from
others within organisation. Power is visible to others within organisation. Below is types of
power is explained in organisation.
Types of power
Reward power: it is a ability one holds to gain incentives and compensation in organisation.
This includes salary raises and bonus, prises, recognition and promotions. Mangers in
organisation influence employees to work hard for reward power (Cobbinah and Bayaga, 2017).
This type of power influence behaviour of employees to work hard and achieve rewards.
Expert power: this power is another way to earn respect and influence independence of
hierarchy of organisation. With expert power individual have ability to influence others because
of recognized talent, ability and knowledge.
M1: how culture politics and power of organisation can influence individual or group:
culture, politics and power is important part of every organisation. It effect differently to every
individual or group, more power to one employees can demotivate other employees and decrease
their work satisfaction. On the other hand culture of organisation can effect when culture is
negative and employees can not perform effectively, every organisation has different kind of
culture and respected company, Unilever has power culture which effect employees positively.
Politics in organisation should be positive otherwise it could effect the performance of their
employees. Thus there many factors that influence the behaviour of individual and group.
Task 2
P2 Content and process theories of motivation enable achievement of company's goals
Motivation defines individual's willingness to perform a action which improves their
well-being. Thus it refers to strength and behaviour of an individual influence them to behave in
a certain way (Elsmore, 2017). In this external and internal elements plays an important role in
encouraging individuals.
Intrinsic motivation : It refers to when an individual is motivated by internal factors to achieve
its goals. It is said that a person is motivated when internal desires are being fulfilled while doing
the certain action.

Extrinsic motivation :When an individual is motivated by external factors to execute an activity
which is being assigned by others to them. Thus an individual is compelled to do some work as it
is fulfilling their external desires.
Motivational theories
Content theory of motivation
Maslow's hierarchy of needs : It is a model which defines human needs which comprises of five
layers in a hierarchy within a pyramid. Satisfaction of one need leads to the level up which
encourages an individual that gets fulfilled. It has focused more on physiological needs of
person.
Physiological needs :The biological needs for an individual's survival like air, food , drink,
shelter, clothing are considered as crucial necessity. To fulfil this need of employees working in
Unilever, it is important for managers to check that company is offering satisfactory
remuneration to all employees which satisfy their basic needs.
Safety needs :It includes security, stability and freedom from any kind of fear which should exist
in the company. Managers of Unilever require to provide appropriate training to employees
which can help them to handle risky objects in the organization and can be safe environment can
be maintained.
Belongingness and love needs :This level involves feeling and belongingness which explains
need for interpersonal relationships motivates an individual's behaviour (Fallatah and Syed,
2018). It includes several elements like friendship, trust, acceptance. To fulfil this need of
employees, managers of Unilever requires to encourages working of the teams which increases
sustainability of company.
Esteem needs : Maslow has divided it into two parts one is esteem for oneself which includes
achievement and recognition. The other aspect is based on prestige and status of individual. In
order to provide proper growth and opportunities to the employees managers should implement
this need for better working process.
Need of self-actualisation : This is last level of Maslow theory of motivation which involves
self-fulfilment, seeking personal growth and peak experiences. Managers Unilever should
encourage employees for better productivity of company.
Process Theory of Motivation

Vroom expectancy theory of motivation explains that behaviour of an individual is a
result of conscious choices, its primary objective is to increase pleasure. Vroom use Valence,
instrumentality and expectancy factors to describe these sections.
Expectancy :This theory is applied to increase efforts of an individual which results in better
performance. It includes certain elements like having proper skills and resource to perform a
specific job in company.
Instrumentality :It refers to that when an individual performs well in the organization then a
valued outcome can be achieved. There should be a transparent relation between final result and
performance.
Valence : In this factor it has been explained that in order to make valence positive, the person
should perform to attain the outcome.
Managers of Unilever should encourage employees to every situation in which an individual can
take certain steps in order to achieve expected outcomes.
M2 Evaluation on influencing behaviour of others the motivational theories.
Unilever company can work effectively after implementing motivational theories which
helps in motivating employees at workplace (Jain and Ansari, 2018). Organization should
provide better remuneration and recognition to workers for keep on boosting their skills. They
should also provide appreciation to them for contributing in job which will encourage them to
learn new skills.
D1 Relationship between culture, politics, power and motivation
In companies the power culture is described as set of structure of human activity within
the company. Politics is behaviour in human interactions involving power and office politics.
Motivation refers to encouraging others to perform a certain task. These three plays vital role in
any organization to enhance employee satisfaction for contributing in the business.
Task 3
P3 Factors which make an team effective
Teams are the group of individuals which come together to achieve set goals which helps
in finding appropriate solutions and ensures optimal usage of available business resources.
Managers of Unilever can encourage working in teams in company to increase their skills,
productivity and growth of company.

Different types of teams work into company are discussed below :
Problem solving teams :This team has been formed to solve a specific problem in which all
members identify issues arise at the company thus find effective solutions (Johnson, 2016).
Unilever can remove these kind of teams to enhance productivity and focus on customer needs.
Project teams : These kind of teams are made to execute a specific project and expertise from
every field comes together to resolve issues to perform task without delay. Managers of Unilever
can make project teams in the company to enhance complexity of task thus completes within the
period of time.
Functional teams : In this type of team every individual perform different role for completing
overall business activities on time. Managers should direct employees and assign them specified
duties to achieve organizational goals.
Virtual teams : It refers to team when employees interact to each other through different
technologies. Managers can interact with all employees digitally which will cut down unwanted
cost in company.
Tuckman's model of team development
By developing effective teams at workplace will improve productivity and task will be
performed in specific time thus resolve arising issues in the task (Spigel and Harrison, 2018).
Managers of Unilever should encourage development of teams to enhance profitability by
satisfying target customer needs. Managers of Unilever should practice Tuckman Model of
making teams to improve efficiency. Steps are further discussed below :
Forming :In this stage all individuals interact with each other thus depends on leaders for
guidance. The roles and responsibilities remain unclear by team members hence leaders should
be communicative regarding objectives, purposes and set goals.
Storming :The team members make efforts to develop relationships with other individuals thus it
is important for individuals to focus more on set goals.
Norming :In this all members take decisions with discussions as they discuss working patters,
better decision making to perform the task.
Performing :The team members have all information about their task and are clear about it
decision making is based on leaders set criteria which makes increase in autonomy thus members
look for each other.

Adjourning :This is the last stage in Tuckman model which explains after completing task
individuals move to the new things. Elements elaborated below which makes an team effective
Communication :It is an effective element in company as proper communication ensures
carrying out all activities on time. In Unilever proper communication should be done for
effective performance of the employees.
Size of team :It explains number of individuals in a team which determines the effectiveness. It
is determined that small teams have a better communication rather than other teams.
Difference between effective and ineffective team
Basis Effective Team Ineffective Team
Communication In effective team there is
proper communication
between the teams which helps
in performing roles and
responsibilities effectively.
Under this they don't have
proper communication
between the departments
which effects the business
efficiency as employees are
not able to perform task.
Decision Making In this decision is being taken
by acceptance of all members.
In ineffective decision making
is done without consent of all
members which creates
conflicts between departments.
M3 Analysing relevant team and group development theories
Unilever has made distribution of teams as per their skills and knowledge to contribute more to
the organization (Yeheyis and et. al., 2016). It enhances their and development and completes
task in given period of time.
Group development theory works as they make groups into the company which are working on a
common cause. It encourages employee for development task functions and personal relations.
D2 Evaluating the team development theories
Unilever has adopted team development theory of Tuckman which includes Forming,
storming ,norming, and performing model which team develops to enhance the ability,
relationship, and the leadership styles.

TASK 4
P4 : Philosophies and concept of organisational behaviour:
Various philosophies and concepts in organisation behaviour the manger of Unilever
can use to influence their employees to work hard and give their best to achieve goals and
objectives of company.
Path goal theory:
the model is based on specifying leader's style or behaviour that best fits the employee and work
environment to achieve goals and objectives (Yoes and Silverman, 2020). The goal is to increase
employee's motivation, empowerment and satisfaction so they can become protective member of
organisation. With this theory manager of Unilever can enhance employee's moral and improve
work satisfaction. Below is the three steps that is includes in this theory .
Employees characterise:
employees interpret their leaders behaviour based on their needs, such as the degree of structure
they need , affiliation, received lever of ability and desire of control. In this situation manger
provide more than an employee want and then employees become less motivated. So manager
should understand the behaviour of their worker in order to encourage them to work effectively
and efficiently.
Leader behavioural style: The independent variables of path goal theory is leader's behaviour,
the leader adjust their style of behaviour to the employee and task characterise so that the
employees motivation can excel to their goals. There are four types of leader's behaviour that
could influence and encourage employees.
Directive: In this type of behaviour leaders inform their employee the expectation of
organisation from them. They give information about what to do, how to perform task, and
schedule work and how to coordinate it. This behaviour of leader is very important in every
organisation to educate employees about task and work they have to do in order to achieve goals
and objective of organisation.
Supportive: The leaders makes work pleasant for workers by showing them concern and by
being friendly and approachable. It is very effective for organisation to make their employee
comfortable with their work and leaders. Employees could have effective work environment for
them that make them motivate towards their work.

Achievement: the leader set challenging goal for their workers and expect them to perform at
their highest level, show them the confidence of ability to meet this expectation of leaders. Iot
most effective way to motivate employees and make them believe in themselves.
Participative: under this, leaders consult with employees before making decision about how to
proceed. It is more effective when employees are highly involved and trained in their work.
Barriers in effective performance: there are many berries in organisation which can effect the
performance of their employees.
Lack of trust: in many organisation there are lack of trust between employees and leaders that
could be the reason of ineffective performance of employees. Manger of Unilever should work
on the improvement of trust issues in their company. It could improve the level of performance
of worker and motivate and encourage them to work hard for better growth. They can
communicate with them for better understanding of problems they are facing in organisation.
Poor communication: Better communication is known as the key of growth of every
organisation. Poor communication can develop misunderstanding between worker and team
leaders. It could be the reason of ineffective performance of employees. Thus manger of
Unilever should know that their employees are not facing same problem. Manager can arrange
staff meetings weekly to know about the working situations of employees.
M4 How concept of philosophies effect behaviour of individual in positive and negative way:
There are many philosophies in organisation that can influence behaviour of individual or
group in both positive and negative aspects. When leaders are supportive they can motivate their
employees to perform well enough to achieve goal and objectives. They can encourage them by
giving them reward for excellent performance like bonus, promotion, and incentives so that
employee can work hard and stay motivated. On other hand if manger is not supportive and has
poor communication with subordinates they could have complexion within organisation. Thus
manger of Unilever should be supportive and should has good communication with
subordinates.
CONCLUSION
From the above given information it can be conclude that concept of organisational
behavioural can influence the behaviour of group and individual within organisation. there are

different types of factors which influence the behaviour of individual and group in the respected
organisation Unilever like culture, politics, and power . The manger of respected company can
use motivation theories to encourage their employees for effective performance. Company is
power culture organisation, which is the reason of successful growth of organisation. Thus,
organisation behaviour is very important study and preparation for any organisation and
Unilever is using organisational behaviour very effectively and efficiently. This is the reason
why they are growing very fast.

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