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Essay: Influence of culture/politics/power on performance / motivational theories / effective teams

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Task 1:

P1. Analysis of how TCC’s culture, politics and power influence individual and team behavior performance

In every organization, there are some tactics which is mostly influence the organizational behavior. Those are cultures, politics and power.
Organizational Culture: This is the values, beliefs, attitudes which influences how individuals in the organization are to behave and do behaves. Different organizational culture belonged different rules and regulation (Beauregarda, 2017). However, every organization follows a unique culture, The running of the organization is done based on the culture.

Geert Hofstede’s Cultural Dimension:

Every organization follow some various cultural theory before all the employees come from various culture, they were not motivated appropriately. That’s why they feel bored to do the same work continuously without appropriate motivation. TCC also follow some different cultural theory to motivate their employees. Geert Hofstede’s dimension of cultural theory are six categories.

Power Distance:

The first theory of Geert Hofstede’s dimension of cultural theory is power distance. This is applied on employees who are not able to express their ideas and thoughts. The power distance within TCC is high which has reflected in the case. Employees used to group together and have a gap with other groups and they maintain this distance due to cultural difference and qualifications. However, now they have change their culture because they faced a huge turnover rate of employees which caused a huge loss to them, this influenced the decision to introduce a different culture, where every individual get opportunities to share their thoughts and ideas (Markoulli, 2017).

Indulgence Vs Restraint:

Indulgence Vs Restraint is the second cultural theory of Geert Hofstede’s dimension, which meters capability to gratify the instant wishes and individual needs of an organization’s employees (Beauregarda, 2017). TCC also follow this dimension on their employees to fulfil their instant need. Employees are not satisfied in working at TCC which results in high turnover in the organization. This dimension has high rating on the workforce due to which the employees are less likely satisfied with their job. But management have decided to increasing flexibilities towards working periods to reduce turnover.

Long Term Vs Short Term:

The third cultural theory of Geert Hofstede’s dimension is long-term orientation vs short-term orientation, which defines a culture’s time prospect. In TCC Centers, they follow this cultural method on their employees to achieve their goals. Short-time orientated cultures are old-style system where takings a substantial quantity of period to construct associations and long-term cultures are goal-orientated system, which understands time as linear way.

Masculinity Vs Femininity:

The fourth cultural theory of Geert Hofstede’s dimension is masculinity vs femininity, which measures confidence, spirit, control and greediness of human relations. In TCC Centers, have no gender discrimination, not in previously or now. They always do priority towards the work of the employees. All the male and female treats equally over there, they never create any discriminate issues (Brandon & Seldman, 2004). Thus, the masculinity vs femininity index is low in TCC.

Tolerance of Uncertainty:

Tolerance of uncertainty is the fifth cultural theory of Geert Hofstede’s dimension, which measures the policy with unidentified conditions, sudden happenings and the pressure of alteration. TCC Centers always alert for any kind of unexpected situations. Therefore, to avoid their sudden uncertainty they always conduct research with the current market situation which made its uncertainty tolerance index high.

Individualism Vs Collectivism:

The last and final stage of Geert Hofstede’s dimension cultural theory is individualism vs collectivism, which have no governmental implication and mentions to the group rather than the individual. For proving the top customer, service is their main purpose of the organization; they develop their selves to work as teammate because the result of teamwork always comes efficient and effective (Brandon & Seldman, 2004). Collectivism within the workforce of TCC is very high which allows them to group together and perform altogether as a group.

Organizational Politics: In an organization, politics are informal and unofficial which improve the power of the organization and let that organization to attain the objectives and goals. Political power influence the decision making process of an organization (Grumana and Saks, 2011). Organizational politics has both positive and negative influence towards the productivity of TCC.

Influence of Politics:

• Politics control access to material in an organization. In TCC, the politics within the groups of people who are culturally embedded, try to influence the operational actions in accessing the organizational materials.

• It grows the unsuitability of supports in TCC as the politics among the employees let the others to maintain a distance which distorts the supportive culture in the organization.

• Presence of politics in TCC allow the employees to divert the decision making of the management in their beneficial way which is not productive for organization.

• Politics bring oneself more powerful than the others. In TCC, this scenario has been seen where power is unequally distributed due to political influence.

• It increases a foundation of support in TCC which is a positive sign for the business. The foundation of business gets stronger with this political influence.

Organizational Power: To influence people must be needed power. This affects the behavior of the minors, to control the resources of an organization (Grumana and Saks, 2011). There is a complete transaction between the agent and the target. Agent uses the power, whereas, target takes attempt so that they can use the power.

Influence of Power:

  • Power can be used in an organization both positively and negatively. In TCC, power is applied for both purposes. Positive influence of power increases the communication and productivity among the employees while negative influence often take place due to forcing power against other in getting benefit.
  • To motivate the employees in an organization, managers use power. For example, in TCC the managers apply power to develop flexible working plan so that employees get motivated and work according to their ease.
  • To dominate others, sometime anyone can use power in TCC. This is the negative influence of TCC where the employee or employer having power try to impose it to others.
  • Power strongly helps the management to take proper decisions for TCC.
  • Influence of power often lead the business to achieve organizational objectives. If power is properly applied in TCC by the manager to enhance the productivity, the organizational objectives will easily be achieved.

M1. critically analysis how politics and power also influence individual and team behavior and performance.

The influence of these factors in both individual and team behavior and performance of an organization discussed below-

Influence of Politics:

Most of the time organizational politics are unplanned and unofficial and effect an organization in many ways. It can rise individual power, and other stressed purposes. In TCC, the politics within the groups of people who are culturally embedded, try to influence the operational actions in accessing the organizational materials. Presence of politics in TCC allow the employees to divert the decision making of the management in their beneficial way which is not productive for organization. Politics in TCC is higher due to different groups of people who are culturally linked. So, cultural background of the employees is the main concern based on which the politics is developed in the TCC influence their operations.

Organizational politics is the use of dedicated and power to touch the areas and guidelines of the organization organizational politics is the behavior of the members that is self-absorbed. Politics always anxious with attaining or obtaining power. It ensues lower employee promise, lower job satisfaction and performance, job anxiety as well as sorrow. Therefore, politics are now a portion of organizational lifecycle. It increases internal struggle as well as generates center fight. Therefore, it has so many negative effects for an organization (Levy, 2011). They should provide high motivate managers to deliver high level of response to their employee for reducing politics and increasing employee confidence and work performing.

Influence of Power:

If managers want to grow employees and to do something, they can follow the power tactics. Power is related with expert and motivational. Power can inspire in an organization both positively and negatively. In TCC the managers apply power to develop flexible working plan so that employees get motivated and work according to their ease.

The management has the power to run the organization according to the company’s objectives. To create a good connection with the employees, managers can positively activity their power. It supports to return the company’s output and revenue. In an organization, different types of power present such as: legitimate power, reward power, expert power, coercive power, and referent power (Markoulli, 2017). All of these powers can be used for an organization not only for favor but also for bad will.

Task 2:

P2. An evaluation of how content and process theories of motivation and motivational techniques enable effective achievement of goals in an organizational context.

An organization achieve their specific target by proper motivation. In business sector 3 types’ motivation present such as content theory, process theory and reinforcement theory (Gladwell, 2017).

Content Theories:

Content theory describes the positive issues of motivation. It is important on what motivates the individuals. It explains the clarifications of impulses of human needs as well as time and many psychologists strived to describe these needs. There are some theories include in content theory such as Maslow’s hierarchy of needs, McGregor’s Theory X and Y, ERG theory, Herzberg’s Motivational theory, and McClelland’s theory of needs.

The main advantages of content theory that it can make employees be positive. Here motivator motivates each employee individually that’s why employee do their work very easily and correctly. For this theory, employees are fulfilled their basic needs (Hall, 2017).

Though this theory have some advantages, also have some disadvantages in this theory. If any organization apply this theory in their employees, it can take huge time to motivate them. Here individually motivate the employees that’s why expense much time.

Process Theories:

The theory, which contracts with the method of motivation and distinguish how motivation happens is process theory of motivation. Vroom’s Expectancy Theory, Equity Theory, Goal Setting Theory, Self-efficiency Theory and Cognitive Evaluation Theory are the process theory.
In process theories, some advantages includes like this theory gives clarification about how individual have behavior energized, aimed at, continued and stopped. It describes the individual behavior. It also maximize the pleasure and minimize the pain.

In process theory, there are also some disadvantages. Every employee don’t carry same mentality. For this reason same motivation cannot apply on all employee. Here employee can distress from their personal needs also. Individually wants to motivate from leader but in an organization follows a specific motivation style. That’s why every employee cannot be motivated properly. And it should be taken more time to motivate.

How these two theories are effective to attain of targets in TCC Centers are discussed below-

Sources: (Collingsa and Mellahi, 2017).

Maslow’s Need Hierarchy

Abraham Maslow planned a theory in 1943, which is known as Maslow’s needs hierarchy. To define the figure of human he used the terms-psychology, safety, belonging, love, reverence, and self-actualization. Need Hierarchy are described below-

Sources: (Collingsa and Mellahi, 2017).

Physiological Needs: Physiological needs are the basic need for people. When anyone feels physical obligation of human is known as physiological needs. There are some physiological needs like air, water and foods. TCC Centers always provide the basic needs towards their employees.

Safety Needs: Safety needs are also the basic need for people. After completed the physiological need then safety needs take this place immediately. TCC Centers always provide the safety needs towards their employees. There are some safety issues, like personal safety, financial safety, job security, insurance policy security etc.

Social Needs: After fulfilled the safety needs, TCC Centers provide the social needs to their employees. It is a physiological need for people. People need to love and be precious from others. There are some social needs like as friendship, intimacy, family etc.

Esteem Needs: Esteem needs are also physiological need for people. After fulfilled social needs people want esteem needs to feel appreciated. They wish to be accepted and appreciated from others (Michael, 2005). There are some esteem needs are recognition, high status, responsibilities etc. which are provided by TCC Centers for their employees.

Self-Actualization: This needs are self-fulfillment need for people. The final stage of hierarchy needs theory is self-actualization. In this stage people are highly imaginative and they some sense of humor and they accept themselves and others for what they are. Here some needs are training, advancement, growth, creativity etc.

Adams`s Equity Theory

J. Stacy Adams developed the equity theory of motivation which is closely related with the organizational culture and behavior of TCC. According to the Equity theory, individuals in the organization are motivated with the perceived fairness of the opportunities and existence of inequality in spreading resources (Lewis & Heckman, 2006). Employees used to measure the input output ratio of their effort and thus identify the relative equality in different perspectives compared to their coworkers.

In TCC, application of this theory might motivate the individuals by developing the understanding that they will be treating equally by the organization and negative influence of politics and power will be minimized. Application of this process theory will be effective for TCC.

M2. Critically evaluate how Herzberg’s two-factor theory (content theory) and Vroom’s Expectancy theory (process theory) were used in TCC Centers in motivating its employees to achieve goals in an organizational context.

Herzberg’s Two-Factor Theory of Motivation:

This theory helps the employees to work too hard and make consistency as well. This theory also helps to avoid the dissatisfaction of the employees. Manager also makes sure that all of the employees give their best performances and doing hard work as well (James & Cohen, 2001). Herzberg theory provides emphasis on job enrichment to encourage and motivate the employees. They also focus on the reward process as well, to improve the skill of employees by maximize the motivation. TCC Centers always follow this theory to identify the skill of their employees also let them know how to utilize them with proper motivation (Lewis and Heckman, 2006). Herzberg theory provides emphasis on job enrichment so that employees get motivated and encouraged as well. They also focus on the reward process as well, to improve the skill of employees by maximize the motivation. TCC Centers always follow this theory to identify the skill of their employees also let them know how to utilize them with proper motivation (Lewis and Heckman, 2006). Maximize the pleasure and minimize the pain is the main purpose of TCC now which was not before. As the performance of employees depends on the skills, knowledge, personality, abilities, experience and so on, that is why TCC always tried their best to hire employees of these qualities and all these factors have a link with the level of motivation.

Vroom’s expectancy theory: The main purpose of this theory is to maximize the pleasure and minimize the pain. The performance of employees depends on the skills, knowledge, personality, abilities, experience and so on and all these factors have a link with the level of motivation. This theory helps the employees to work too hard to get the appropriate result along with that make consistency as well. To avoid the dissatisfaction of the employees this theory helps a lot in TCC Centers. In TCC Centers Manager also makes sure about all of the employees so that they give their best performances and doing hard work as well. TCC centers always arrange various motivational theories to enhance the power of individual (Jones, 2013).

Task 3:

P3. Explain what makes an effective team as manifested in the case study as opposed to an ineffective team. (PowerPoint slide)

In every organization, employees work hard and try to achieve the organization goals. Some employees work individually and some work as a team wise. Here no employees can prove themselves as effective. Both effective and in effective employees present in an organization. Now discuss about some way to make effective team from ineffective team. There are some way are discussed below-

  • Every successful team in organization start their work to achieve their targets at any cost. Effective team knows the main task of their achievement. What is the main task to achieve goals should be known this question and find the proper answer to the ineffective team and must be need help from the effective team or the top management of the organization.
  • In every working discussion in effective team must be joined. They can gather proper knowledge from this discussion about their tasks. Ineffective team cannot take a decision easily. Basically they carry low knowledge. That’s why they need an effective team for supporting them.
  • They must listen each other. The all team member and top management must take every decision. That’s why they must need to discuss with each other. They discussed about every idea after listening from top management. This can make them an effective team.
  • Many time ineffective team don’t take many work. But it cannot make them effective. Effective team do not have any disagreement about any topics. Comfortable with each task and avoid all kinds of conflict.
  • Must be maintain the leadership of the team. Moreover, team leader must be strongest and careful about their task and lead all team members as a friendly and helpfully. If an ineffective team should maintain their leader decision, they must make an effective team.

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