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Introduction Of Organizational Behavior
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With the increasing globalisation and competition in the business environment organisations are facing several issues in managing the human resource. Increasing cultural diversity is also increasing issues for the HR department for managing the employees(Woodet. al.2019). The present report focuses on a business situation in which XYZ company is facing issues related to lower employee motivation and job satisfaction. For addressing these issues, the report will focus on explaining the different important topic such as employee motivation, organisational culture, power and politics and its influence on the performance of firm. In this report the researcher would explain the relationship between culture, power, politics, and its influence on organisational behaviour. Along with this the report will discuss the different
INFLUENCE OF CULTURE, POWER AND POLITIC ON INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE
Organisational culture is playing a major role in the success of the company as it is having an influence on the behaviour of employees and their performance as well. In general terms it is being referred as the beliefs, values, assumption on which the entire psychological environment of the firm is developed(Odor, 2018). The case company is facing issues related to thelack of job satisfaction and employee motivation. These issues are also affected due to the organisational culture(Ductoc, 2020). In the present business world, the organisations are having diverse workforce which is difficult to manage. The case company needs to focus on creating an effective organisational culture in which all the employees should support each other and should develop better interpersonal relationships among them. Also, the company needs to focus on creating a culture in which no discrimination should be faced by employees based on any of the factor.
Power is also an important factor that affects the behaviour and performance of employees within the workplace(Tarakciet. al.2016). The leaders and managers need to use their power in an effective manner only they would be able to manage the firm and solving the issues appropriately. In the case company the CEO is developing new policies by using their power but that is having negative influence on the workforce. The CEO needs to focus on understanding the organisational culture and then based on it they can develop effective strategies for bringing change in the workplace(Taylor, 2018). Along with this politics is also an significant factor that affect the businesses. The organisation needs to ensure that no partiality needs to be practices in the firm on the basis of any of the factor otherwise it would have an negative impact on behaviour of employees in the workplace.
CRITICAL ANALYSIS OF INLFLUENCE OF CULTURE, POWER AND POLITICS ON EMPLOYEE BEHAVIOUR AND THEIR PERFORMANCE
All the three factors culture, power and politics are having a significant impact on the behaviour of the employees and their performance with the firm. Businesses needs to ensure thatthese factors should not affect the behaviour of employees in negative manner. If the organisational culture is not positive, then it would increase the risk of conflicts and issues among the employees(Erthaland Marques, 2018). This would affect their motivational level and will affect their performance in a negative manner. If the issues such a cultural diversity and discrimination are present in the work environment, then it would demotivate them and will affect their performance negatively. The CEO of the case company needs to understand the culture and then have to develop effective strategies that can help them in managing the firm in an appropriate manner(Kitchin, 2017).
The CEO have to use the power wisely and in the right direction for the betterment of the company. It is important for the firm to ensure that no favouritism and discrimination needs to be practices otherwise it would demotivate others. When such practices are present in the workplace then it influences the behaviour of employees in a negative manner(Larijaniand Saravi-Moghadam, 2018). The company should focus on the rights of employees and should ensure that top authorities should not use their power in a negative manner. Also, if politics is being played in the firm, then it would decline the overall performance of employees and the entire team as well.
PROCESS THEORIES OF MOTIVATION AND GOALS
Motived employees are expected to better for the firm and it is important for them to have highly motivated workforce that can deliver better work to them. The case company is facing issues related to the low motivation level of employees and job satisfaction. They should focus on applying effective theories than can help them in addressing this issue in an appropriate manner.Process theories of motivation are effective theories that can help the firm in influencing the behaviour of employees and motivating them to perform better. Adam’s equity theory and vroom expectancy theory are effective process theories of motivation that can be used by the case company.
Vroom’s Expectancy Theory
According to the Vroom expectancy theory the employees are motivated if they are receiving their expected outcomes. This theory explains that the behaviour of the employees is based on the alternative choices made by them that can maximise their pleasure and can minimize their pain. This theory focuses on three factors expectancy, instrumentality, and valence(Pembi, 2019). If all the three factors are managed effectively by the case company, then it would help them in influencing the behaviour of employees and motivating them as well.
Figure 1: Vroom's expectancy theory
Adam’s Equity Theory
According to the Adam’s equity theory if the businesses are focusing on motivating the employees, then it is important for them to develop a fair relationship between the performance and rewards(Chenget. al.2020). If the company would offer better rewards on the basis of the performance of employees, then it would help them in keeping the employees motivated and inspiring them to work effectively for the company.
CRITICAL EVALUATION OF EFFECTIVENESS OF CONTENT THEORIES OF MOTIVATION
Content theories of motivation are also effective and if the organisation focuses on applying these theories in an effective manner, then it would help them in motivating employees properly. Two content theories and their application are mentioned below that can be used by the case company.
Maslow’s Motivational Theory
This theory is an effective motivational theory that explains that businesses need to focus on fulfilling the needs of the employees. If all the needs of employees are satisfied than it would motivate them to perform better and deliver high quality work in the firm. According to Maslow’s theory there are five human needs which are required to be fulfilled(Hopper, 2020). While applying this theory the company needs to fulfil all the different needs of the employees. Five major needs of employees are mentioned below such as:
Figure 3: Maslow's theory of needs
- Physiological needs: this need include the need for food, clothing, shelter and all basic needs. The case company should focus on offering better pay to their employees for satisfying these needs.
- Safety needs: this need include the need of having job security and a safe workplace. For satisfying this need the company should focus on offering a safe, secure, and hygienic workplace to their employees.
- Love and belonging needs: for fulfilling this need the company should focus on developing positive relations in the workplace and including them in the decision-making process. This would help the employees in feeling loved in the workforce and will also fulfil their belonging needs of trust, acceptance and friendship which is required by them in the workplace.
- Esteem needs: these needs deal with the need of self-worth, respect, and accomplishment. For fulfilling this need the organisation needs to ensure that they are respected in the firm.
- Self-actualisation needs: these needs deals with the realisation of the personal potential and personal growth. For addressing this need the company should offer better training to their employee for developing their skills and knowledge that would lead to their personal growth.
Herzberg two factor theory
According to this theory there are two different factors that can affect the motivation level of the employees. Businesses needs to work effectively on both the factors which are the motivational factors and the hygiene factors(Kotniand Karumuri, 2018). The case company needs to focus on increasing the motivational factors and managing the hygiene factors than it would help them in motivating the workforce.
RECOMMENDATIONS FOR DEVELOPING EFFECTIVE RELATIONSHIP BETWEEN POWER, POLITICS AND CULTURE AND MOTIVATION FOR ORGANISATIONAL SUCCESS
The chosen company is facing issues related to employee motivation. It can be recommended that the company should focus on creating an effective and positive organisational culture in which power is used in an appropriate manner. Along with this the company should focus on applying the above-mentioned motivational theories in an appropriate manner by developing effective strategies.Thus, it can be said that company should provide their employees with adequate culture and with better use of power and should not have any kind of politics in the firm. Also applying the motivational theories would help them in influencing the behaviour of employee in a positive manner and motivating them to perform better for the company.
CONCLUSION
As per the above-mentioned report it can be concluded that the case company needs to understand the impact of culture power and politics on employee behaviour and their performance. Also, they need to develop effective strategies that can help them in managing all the factors in an appropriate manner so that it can affect the behaviour of employees in positive manner. Moreover, the company should also apply the content and process theories of motivation as well which would help them in addressing the issue of job satisfaction and employee motivation in an effective manner.
References
Cheng, B., Zhou, X., Guo, G. and Yang, K., 2020. Perceived overqualification and cyberloafing: A moderated-mediation model based on equity theory. Journal of Business Ethics, 164(3), pp.565-577.
Ductoc, A., 2020. Relationship Between Employee Opinions About TheirPerformance Appraisals and Their Motivation (Doctoral dissertation, California StateUniversity, Northridge).
Erthal, A. and Marques, L., 2018. National culture and organisational culture in leanorganisations: a systematic review. Production Planning & Control, 29(8), pp.668-687.
Hopper, E., 2020. Maslow's hierarchy of needs explained. ThoughtCo, ThoughtCo, 24.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A group and multicultural approach. Routledge.
Kotni, V.D.P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for motivating retail salesforce. IUP Journal of Organizational Behavior, 17(1), pp.24-42.
Larijani, F. and Saravi-Moghadam, N., 2018. The effects of positive organisational behaviour on entrepreneurial personality and innovation. International Journal of Productivity and Quality Management, 23(2), pp.247-272.
Odor, H.O., 2018. Organisational culture and dynamics. Global Journal of Management and Business Research.
Pembi, S., 2019. Vroom’s Expectancy Theory and its Application in Management of Incentives Scheme in Adamawa Plastic Company, Yola, Nigeria.
Tarakci, M., Greer, L.L. and Groenen, P.J., (2016). When does power disparity help or hurtgroup performance?. Journal of Applied Psychology, 101(3), p.415.
Taylor, S.P., 2018. Organisational behaviour, leadership and change. International Journal of Housing and Human Settlement Planning, 4(1), pp.21-36.
Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Morrison, R.R., Factor, A. and McKeown, T., 2019. Organisational behaviour: Core concepts and applications. John Wiley & Sons Australia, Ltd..
