Student Assignment Covering Form

Course/Unit Information
Course Pearson BTEC Level 5 Higher National Diploma
Unit No. Unit 20
Unit Name Organizational Behavior
Unit code A/618/5064
Batch OBONLRM2211A

INSTRUCTOR INFORMATION
NAME
PHONE
EMAIL

Assignment Information
Full/ Part Assignment Full
Date Assignment Issued 21-November-2022
Date Assignment Due 17-December-2022
Turnitin Class ID
Turnitin Password

Student Information
(To be filled by the student prior submitting the assignment)
Name
Email
Date of Submission

Student Assignment covering form is an integral part of the assignment document and should be
submitted along with all submissions.

Student Declaration
I, hereby confirm that this assignment is my own work, not copied or plagiarized. It has not previously
been submitted as part of any assessment for this qualification. All the sources, from which information
has been obtained for this assignment, have been referenced as per the Harvard Referencing format. I
further confirm that I have read and understood the Westford University College rules and regulations
about plagiarism and copying and agree to be bound by them.

Students Signature :

Student Name :

Date :

Turnitin Report should be Uploaded on LMS along with the Assignment

Achievement Feedback Summary

Assessor’s Name Ms. Sufia Munir

Pass Merit Distinction Grades Awarded

LO1 Reflect on own personality and perceptions to
understand how individual difference informs and
influences management approaches
P1 Assess own P1 Achieved/Not
personality traits & Achieved
attributes in terms of them
having a positive or
negative effect on M1 Challenge own P2 Achieved/Not
management approaches perspectives & individual LO1 & LO2 Achieved
and company performance. traits & attributes to
influence & improve D1 Adapt personal
P2 Reflect on the value managerial relationships. perspectives, traits, M1 Achieved/Not
and importance of and attributes to Achieved
personality and justify improvements
perception for effective that influence and P3 Achieved/Not
managerial relationships. enhance employee Achieved
motivation and
LO2 Apply content and process theories of motivation
create an effective
to create and maintain an effective workforce
workforce. M2 Achieved/Not
Achieved
P3 Apply content and M2 Critically assess the
process theories of extent that employee
motivation for enhancing motivation can be D1 Achieved/Not
and maintaining an enhanced and maintained Achieved
effective organizational by practical application of
workforce, providing content and process
specific examples. theories of motivation.

P4 Achieved/Not
LO3 Participate in a group team activity for a given Achieved
business situation to demonstrate effective team skills

M3 Achieved/Not
P4 Contribute to the LO3 Achieved
creation and management D2 Revise personal
of effective teamworking in M3 Reflect on personal contribution and skills D2 Achieved/Not
a given business situation. contribution to group for effective teams to Achieved
behavior and dynamics make justified
P5 Explore the relevance of in the creation and recommendations
group behavior and team management of effective for own improvement.
theory in the creation and teamworking.
management of effective
teamworking.
LO4 Examine how power, politics, and culture can be
LO4
used to influence employee behavior and accomplish
D3 Make justified P6 Achieved/Not
organizational goals.
recommendations on Achieved
P6 Examine how the M4 Evaluate how the
how power, politics,
operation of power, operation of power,
and culture can be M4 Achieved/Not
politics and culture in an politics and culture affect
used effectively to Achieved
organization affects
employee behavior and
employee behavior and
the accomplishment of
the accomplishment of influence and direct
organizational goals.
organizational goals. employee behavior D3 Achieved/Not
towards the Achieved

[To Achieve a PASS, all P grade descriptors

PASS/MERIT/ should be achieved; To achieve a MERIT, all Date:
DISTINCTION/ P and M grade descriptors should be
Overall Result/Grade
REDO achieved; To achieve a DISTINCTION, all P,
M, and D grade descriptors should be
achieved.]

Summative Feedback:

Overall Feedback on current

work with an emphasis on how
the student can improve and
achieve higher grades in the
future.

General Guidelines
(Please read the instructions carefully)

1. Complete the title page with all necessary student details and ensure that the signature of the
student is marked in the declaration form.
2. All assignments must be submitted as an electronic document in MS Word to the LMS (Use 12
Times New Roman script).
3. Assignment that is not submitted to the LMS by the prescribed deadline will be accepted ONLY
under Westford's REDO and RESIT submission policy.
4. The results are declared only if the student has met the mandatory attendance requirement of
75% and/or a minimum of 50% under extenuating circumstances approved and ratified by the
Academic Director. The student has to repeat the module (with additional fees applicable) if the
attendance is below 50%.
5. The assignment should not contain any content including references cited from websites
like www.ukessays.com, www.studymode.com, www.slideshare.net, and www.scribd.com.
6. Turnitin report is mandatory and should be attached to the assignment report.
 7. Submit the assignment in an MS Word document with the file name being:
First Name Last Name_ abbreviation of the subject.
Example: John Smith_OB.

Mandatory Quick reference Checklist for the Students before submitting the assignment:
1. Adherence to the deadline of submission date.
2. Original cover sheet and format retained and the Turnitin Report is to be attached.
3. Student information and signature intact.
4. Font style and size used as instructed.
5. Harvard Referencing System and Citations are strictly followed.

Assignment title Organizational Behavior

LO1 Reflect on your own personality and perceptions to understand how individual difference informs
and influences management approaches
LO2 Apply content and process theories of motivation to create and maintain an effective workforce
LO3 Participate in a group team activity for a given business situation to demonstrate effective team
skills
LO4 Examine how power, politics, and culture can be used to influence employee behavior and
accomplish organizational goals.

Note - The submission is in the form of an individual written report. This should be written in a concise,
formal business style using single spacing and font size 12. You are required to make use of headings,
paragraphs, and subsections as appropriate, and all work must be supported with research and
referenced using the Harvard referencing system. Please also provide a bibliography using the Harvard
referencing system. The recommended word limit is 4,000 to 5,000 words, although you will not be
penalized for exceeding the total word limit.

Scenario
You are currently working as a Graduate Trainee Store Manager in a retail store that operates in multiple
countries including the UAE. You are responsible for leading, motivating, and developing the team of
store employees to ensure consistent delivery of standards, customer service, and product knowledge,
maximizing the store’s sales potential and profitability. You ensure that the delivery of the brand is in
line with all visual merchandising guidelines and with creative flair, you proactively drive store
performance across all departments.
As part of your graduate training, the retail company provides “Master- Class” management training
sessions led by the Executive Team. In each session, you will carry out individual and group activities
with your peers. You are to record what you do and use the information gathered to reflect on your
contribution and make justified improvements for self and towards creating an effective workforce.

*Select an appropriate retail company that meets local needs.

Task 1 – Personality and Perceptions

Provide an introduction to the organization and a general understanding of personality and perceptions’
role in organizations.
● Complete a personality and attribute evaluation that audits your skills and personality traits
using any one psychometric test (eg. Myer’s Brigg Type Indicator).
● Discuss whether the outcomes are positive or negative in terms of the culture of the chosen
organization and the management approaches prevalent in it. discuss how you will adapt your
perspectives, traits, and attributes to ensure you are a valuable member of the team.
● Reflect on the value and importance of personality and perception for effective managerial
relationships keeping in consideration your role as the graduate manager.

Task 2 – Motivation
As part of the training, you have been asked to provide solutions for addressing low morale, lack of
focus and productivity of employees on the shop floor. Staff work long shifts often dealing with
challenging customers and work can be repetitive. They often work in isolation.

● You are to prepare an activity for your team to take part in. You should fully participate in the
creation and management of this activity. The activity should underpin the content and process
theories of motivation.
● Discuss the expected outcome of the activity with your peers to critically assess how successful
the application of motivation theories can be.

Task 3 – Effective Teamwork (Movie/series Review Presentation)

Working in groups of 3 and 4 you must choose a movie that is based on teamwork and review the movie
applying concepts and theories of teamwork discussed in the class. You must prepare a PowerPoint
presentation that must include a group charter to demonstrate the contribution of all individuals in the
group. The duration of the review is 15 to 20 minutes, and the recording (ZOOM) must be included as
part of your final submission along with the PowerPoint file.
 ● In the review you must explore team and group behavior and its relevance to making an
effective team in the context of the movie.
● You must discuss how the teams in the movie were formulated using Tuckman’s Team building
theory and justify the allocation of tasks using Belbin’s Team Roles.
● Reflect on your personal contribution to team behavior and dynamics in the movie review process and
provide recommendations to improve individual (your own) and team performance in future
projects/tasks.

Task 4 – Culture, Power and Politics

● Review academically published concepts, theories and philosophies of culture, politics,

power and motivation to critically analyze how they ‘individually’ impact/influence an
individual in an organization, team behavior and performance.
● Make justified recommendations on how power, politics and culture can be used
effectively to influence and direct employee behavior towards the accomplishment of
organizational goals by citing cases and examples from global organizations.

The submission will be as a zip file that contains a report (tasks 1, 2 and 3), PowerPoint presentation,
group charter and video recording (task 3).

You are required to make use of headings, paragraphs, and subsections as appropriate, and all work
must be supported with research and referenced using the Harvard referencing system (or an
alternative system). You will need to provide a bibliography using the Harvard referencing system (or
an alternative system). Inaccurate use of referencing may lead to issues of plagiarism if not applied
correctly.
Task-1

1.1 NIKE

Fig.1 (Nike, 2022)

Nike, Inc. is an American multinational athletic corporation located in Beaverton, Oregon. Nike was formed in
1964 by Bill Bowerman, a coach at the University of Oregon, and his previous pupil Phil Knight. It found its
first store in 1966 and introduced the Nike brand sneaker in 1972. Two years after changing our brand’s name
to Nike, Inc. the business went public. By the 21st century, Nike has more than 170 countries with distributors
and retail outlets, and our logo, which features a curved check mark, is widely recognized. (Britannica, 2022).
Nike is engaged in the design, research and development, manufacture, marketing, and sales of garments, shoes,
accessories, tools, and services on a global scale. The company alone was worth $19 billion in 2014, making it
the fastest-selling brand among sports enterprises. It employs more than 44,000 individuals globally. In addition
to its own brand, Nike offers various goods like the Nike Pro, Nike+, Nike Golf, Air Jordan, Air Max, and other
products as well such as Jordan, Hurley International, and Converse. Nike’s purpose is to foster brand
development for sportsmen worldwide. Numerous concepts are also tried to improve performance, reduce
injury concerns, improve vision and comfort, and deliver unique goods to athletes (Nike company, 2015).

1.2 Personality and Perception role in Nike’s organization:

The company represents courage, transcendence, conquering one’s personal boundaries, and the achievement of
a goal. The phrase "Just Do It" refers to achieving one's highest potential, removing obstacles, and going on
bravely, boldly, diligently, and resolutely conjures core principles required for one's thriving, advancement, and
existence, and so it powerfully connects with its customers who've been presented with the demand and desire
for self-transcendence. In addition to advocating and enhancing the voice of the disabled community, it seeks to
establish a workspace free from restrictions. Through unique and accessible goods like FlyEase and positive
community relationships, Nike builds a culture that motivates athletes with disabilities (Chew & Sharma, 2005).

1.3 How do Personality and Perception affect the workplace?

Well, In order to achieve synchronicity in Nike group work, the activities entail the participation of people with
various personalities which must be harmonized. An individual’s personality includes the traits that set them
apart from other people. In order to achieve its aims and objectives, it has thus developed a number of
techniques that aims to build personalities that sustain the organizational climate. The efforts are designed to
take into account the crucial elements including the environment, personnel, and attitude that influences how its
employees behave (Krystal Chung, 2022).

Its perception is to assist employees in interpreting circumstances and planning their actions from before. Its
company employee perception is heavily impacted by its values, beliefs, and cultural variances. Both external
and internal influences might have an impact on someone's perspective. When its management cannot
determine the precise source of an employee's behavior, it assumes causes to establish a cause-and-effect link.
Managers too are not expected to ignore the outside factors influencing an employee's conduct. They need to
become aware of and challenge their prejudices, biases, and preconceived ideas. Nike’s employee evaluations
must be based on both objective criteria and contextual elements. It also should refrain from making reckless
decisions (Nelson, Debra L, and James C, 2008).

1.4 How Nike impacts motivation, satisfaction, performance, and teamwork?

Motivating employees is the key focus of the company. Nike offers a collection of inspiring quotes to get its
individuals moving. It also makes sure to inspire employees. Nike encourages and influences workers to accept
challenges, like the majority of businesses. Nike believes that every worker has a lot of potential. It provides
executives with proper training and also empowers them to make smart decisions. Nike's motivating strategy is
a major factor in the performance of the business. It also promotes group exercise as one of its business's most
powerful motivational tools. Sustainable business practices is another successful strategy in the company.
Incentives and awards have been shown to motivate people to work more. Positive workplace practices,
employment stability, and prestige all have a significant impact. Product discounts, paid time off, retirement
benefits, and insurance are among the benefits Nike provides to its employees. This increases the appeal for
employees working in the firm. Managers are also instructed to develop their staff members' potential, and these
motivating strategies will definitely succeed (Elenya, 2016).

Teamwork is among the most important elements for a company's success. When members of a group have
similar interests and goals, groups can work well. Employees from the firm's operations, marketing, finances,
and other departments interact with each other. Nikes product creation is so distinctive not just because of the
architects and marketing experts, but also because of the athletes and customers. The creators behind the
thriving earnings are the several teams, which include Designing, Communications Networks, Media and
Technologies, Accounting, Distribution Network, and all other parts of the organization. (Elenya, 2016)

1.5 Personality and Attribute evaluation test

5 Big Personality Tests:
 The Big Five Personality Test is a questionnaire that assigns points based on a person's performance on five
personality dimensions (or qualities), each of which offers a distinct portrait of personality. The openness,

conscientiousness, extraversion, agreeableness, and neuroticism aspects make up the big five personality
test. (Professional Leadership Institute, 2021)

Fig. 2 (Big Five, 2022)

Neuroticism (74% high)
Neuroticism is your approach to dealing with emotions. High neuroticism is associated with sensitivity and a
propensity for nervousness. Lower neuroticism scores tend to be more confident and steadier. I scored 74%
which indicates that I respond negatively to stressful conditions and occasionally view tiny grievances as
difficult and see everyday events as dangerous, and occasionally view tiny grievances as insurmountably
difficult.
Extraversion (67% low)
Extraversion refers to interpersonal style. Extroverted individuals are lively and gregarious. Low extroversion
individuals tend to be more introverted. I scored 67% which shows that I am reserved, calm, and low-key and
do not really require attention to be pleased.
Openness To Experience (78% high)
Being interested and open to new ideas and information is what it means to be open. Openness-scoring
individuals are innovative and attentive. Low openness individuals are reliable and reserved. I scored 78%
which shows that I am quite interested and open to new ideas around me.

Agreeableness (95% high)

Personality variations in attitudes towards participation and social harmony are reflected in agreeableness. High
agreeableness prioritizes getting along with others. Low agreeableness is more analytical and disconnected. I
scored 95% which shows that I put other people’s needs ahead of my own.
Conscientiousness (95% high)
Being conscientious means being reliable and well-organized. High conscientious are productive and well-
organized. Low conscientiousness tends to be more laid-back. I scored 95% which shows that I have a strong
sense of responsibility and moral obligation and am extremely trustworthy (Big Five, 2022).

Nike’s Cultural analysis

Nike has been fostering a corporate culture that encourages teamwork and employee commitment. By doing
this, its business fosters an inventive culture among its workers, encouraging them to create experiences,
services, and products that not only meet the demands of today's athletes but also find answers to issues that
may cause challenges for the next generation. Nike’s culture demonstrates care for both employee loyalty and
consumer happiness, particularly in the sports industry. Its firm's objective supports providing inspiration and
modernity to each and every team member worldwide and it highlights the importance of innovation in its
company, which has established worldwide recognition as one of the leading apparel suppliers in both clothing
and shoes. Nike views its staff members as "players," emphasizing the value of teamwork in achieving the
organization's objectives. In a similar manner, managers are compared to "coaches" who lead teams to
achievement. Meetings were viewed as "obstacles" that needed to be surmounted in order to finish first in the
fiercely competitive market in an effort to continually provide answers to the organization's problems. The
company's motto, "Just Do It," further assures that it places equal emphasis on establishing a favorable
reputation among customers and staff as it does on promoting its products. (Young, 2016)

Positive Outcomes
 As a consequence, it is evident that I have developed a number of ways to foster personalities and preserve the
organizational culture in order to achieve my aims and objectives.
 I also consider myself an important team member since I am always there when it comes to motivating my
colleagues and I also believe that without me, a lot may go wrong.

Negative outcomes:
 I sometimes can or cannot open up my own ideas to my member due to self-doubt and lack of confidence.
 Although I don’t particularly despise being with all of my coworkers in a room, I have a much higher need for
alone time and privacy than individuals being in huge crowds and also particularly drawing attention.

Personal Reflection:
As a graduate manager I am the most essential figure in the workplace when it comes to having an influence on
the success of our firm. I must assist each and every member of my team to advance professionally and become
a good leader because I must not only delegate tasks to my team but also understand their short- and long-term
objectives. This is really essential to me so that I can provide my team members with the mentoring and tools
they need to reach their professional goals. I also need to manage our budget while managing my team in order
to obtain the best results (Sheehan, 2022).
Furthermore, I took a Myers-Briggs personality test online, and I found out that, of the sixteen personality
types, I am an Advocate (INFJ-T). It stands for Introverted, Intuitive, Feeling, and Judging. INFJ-T
personalities are referred to as stormy advocates because of their T function. Advocates who experience
turbulence frequently see problems in their personal lives. In addition, they require human interaction and can
empathize with others who are suffering. They have big expectations. and, if necessary, is able to make crucial
judgments. INFJ-Ts do best in organizations that encourage creativity and uphold their firmly held beliefs. They
are best suited for careers that make use of their creative thinking and drive to alter the world in significant
ways. High academic and professional achievement characterizes these individuals. We may infer that they take
a very meticulous approach and put a lot of work into whatever they accomplish. Their coworkers describe

them as diligent, upbeat, and kind. They require a private area to themselves at work in order to rejuvenate
(PsycReel, 2020).
Fig. 3 (16Personalities, 2022)

Task-2

2.1 Motivation
Motivation is a psychological factor that influences how someone behaves, how much they exert themselves,
and how persistent they are when facing challenges (Lauby, 2005). Motivation is what drives you to earn that
promotion at work or helps you lose additional weight. Simply said, motivation pushes you to do actions that
move you toward your goals. The physiological, emotional, societal, and cognitive variables that drive human
action are all included in motivation. Moreover, motivation encompasses elements that drive and sustain goal-
directed behavior. Even so, these motivations are rarely plainly visible. This means that we frequently have to
extrapolate from observable actions to determine why people act as they do (Very Well Mind, 2022).

Types of Motivation:
 1. Intrinsic Motivation
When you do something because it is rewarding to you, you are doing it for its own reason. The act itself
is a reward in and of itself, rather than just receiving a reward from someone else (Very Well Mind,
2022). For eg:
 Exercising to reduce stress.
 Cleaning the house makes me feel more organized.
2. Extrinsic Motivation
Extrinsic motivation occurs when we act in a certain way or indulge in a certain activity because we
desire to get something in return or avoid getting something in return (Very Well Mind, 2022). For eg:
 Getting ready for an exam by studying a book.
 Cleaning your house in preparation for guests.
2.2 How motivation impacts employees:
Motivated employees are committed to their company and see worth and social prestige in their work.
Businesses may offer their staff the proper benefits and acknowledgment while also hiring new individuals to
sharply boost total productivity. Customers are kept happy as they receive the greatest things for their money
with high-quality products and excellent customer service. Customer happiness is essential for every company
(Recognize App, 2022).

2.3 As a graduate manager, I have seen a significant downturn in our Nike, and it is my duty to pay attention to
it. I've seen that most of the time, employees are fatigued, which may have negative effects on productivity,
raise absenteeism, increase the risk of workplace accidents and also cause many losses. It can result in a serious
mishap or an error that cannot be corrected. Employees’ lifestyles at work and at home will be impacted by
fatigue, which is a severe problem. Although there are many potential causes, insomnia or extreme tiredness is
the main one. Other potential causes include a heavy workload, stress, a sedentary lifestyle, poor health, and
lack of physical activity (Glotzbach, 2020). Employees frequently struggle to do jobs that need prolonged
mental effort. When the body is exhausted, it is challenging to summon the motivation to complete tasks.
Workers who are exhausted may also be more vulnerable to becoming sick from viruses they could encounter at
work. They have the potential to cause nearly half of all accidents at work. An exhausted worker can miss
something they would have typically spotted or respond more slowly to a situation. Workers who are fatigued
are less attentive to their surroundings and fail to recognize dangers (KiriIlgn, 2022).
Additionally, I've observed a lot of new workers having trouble working with their coworkers, which lowers the
company’s productivity well. Nevertheless, despite the tremendous losses caused by the workplace, it's time for
me to take a stance. In order to avoid such mishaps in the future, I've decided to motivate them by conducting
games every once a month which will help them in bonding with their teammates which would not only
enhance their productivity in work but also deliver them the best time of their lives.

Herzberg two factor theory:

The two-factor theory describes the elements that have an impact on a person's motivation level and
contentment. These are the two elements:
 Job satisfaction (affective/hygiene)
  Job dissatisfaction (motivational) (Wrike, 2022).
Fig. 4 (Lumen, 2022)

If management wishes to improve employees’ performance and happiness, they should focus on the quality of
the project itself, and the opportunity it provides for employees to earn status, assume responsibility, and
achieve self-realization. However, if management wants to lower employee dissatisfaction, it must concentrate
on the workplace environment, including rules, practices, monitoring, and conditions of employment. Managers
must focus on both sets of job characteristics to ensure a healthy and effective staff (Lumen, 2022).

Game 1: What’s on your desk?

The ‘What's on Your Desk’ game was inspired by Herzberg's two-factor theory. It attempts to boost worker
satisfaction and efficiency. To come up with the best answer possible, players must use all of their cognitive
abilities. Employers must improve the quality of their personnel as they may improve the quality of their
projects. It strives to ensure a healthy and productive workplace, as well as lower turnover and sick days. It will
improve colleague morale and may be helpful in a number of ways, such as reducing absenteeism and turnover
rates and increasing productivity and profitability (Susanna, 2017). The winner will be awarded a 500 Dhs gift
voucher, while the runner-up will be awarded a 200 Dhs gift voucher, and the other participants will be awarded
a 50 Dhs gift voucher. This is done to inspire individuals to do well in upcoming event
 Fig. 5 (Betterteam, 2022)
How to play:
 Request that one object be taken from each staff member's desk.
 Separate the teams into groups of the same size.
 Tell them to pick one desk object to represent their "product" in. Give them roughly two minutes to
make a choice.
 Give them a deadline and ask them to name the product, design a logo, and come up with a marketing
strategy.
  Then later, they have to discuss the advantages and disadvantages of each product and marketing
strategy and come up with suggestions for how to make them better (Betterteam, 2022).
Feedback:
It’s really nice I like how this way it kind of brings out the creativity of employees and showcases their level of
knowledge and skills. But you could make the activity more specific with having all the teams bring out similar
type of products or competitors of the products and this way when they come up with the whole strategy it'll
show who's people would be willing to buy more

Locke and Latham’s Goal Setting Theory:

For an individual and a business to operate in a systematic manner, clearly defined goals must be established.
Setting goals reveals a person's discontent with their circumstances at the moment and their desire to improve
them. Goals and self-efficacy have a cascading influence on a variety of possible motivational factors, including
open-ended conversation, job autonomy, and financial incentives (Locke &
Latham, 2006).

Fig. 6 (Güzelsevdi, 2021)

Game 2: Murder Mystery

Herzberg's two-factor theory served as inspiration for the layout of the game 'What's on Your Desk', which aims
to increase employee productivity and happiness and also to ensure a productive and healthy workforce.
Employers can enhance their project's quality as they must utilize their brains to the fullest in order to come up
with the finest solution possible. It also provides them status, takes on more responsibility, and realize their own
potential. In order to accomplish the activity, each member brings one object from their desk. The thing will
serve as their product, and they have a timeline to come up with a name, logo, tagline, and marketing strategy. It
will make the workplace enjoyable for coworkers and may be beneficial in a variety of ways, from lowering
turnover rates and sick days to boosting productivity and profitability. This will improve both the employees'
innovation and their capacity for problem-solving (Susanna, 2017). The winner will be awarded a 500 Dhs gift
voucher, while the runner-up will be awarded a 200 Dhs gift voucher, and the other participants will be awarded
a 50 Dhs gift voucher. This is done to inspire individuals to do well in the upcoming events or even to
participate since it will the colleagues get to know each other better.

Fig, 7 (Epic Escape Game, 2022)

How to play?
The game features a murder or other crime committed by one of the players, as well as the demise of a victim
who may be either unidentified or another player. There will be various hints provided as to who is the murderer
and the victim. For e.g., He/she is the most hilarious person in this office. As the game progresses, the body
count may gradually rise and whichever team identifies the murderer or the victim within the allotted time will
be gifted the newest collection of shoes (Barasha, 2022).

Feedback:
I find the game’s mechanics to be very interesting, I think its a good way to get people to collaborate & work on
their problem-solving skills at the same time. Aside from collaboration & problem solving, there is a feeling of
thrill as the game progresses forward & more players are eliminated. Overall this game seems really fun to play
that helps a lot in the different aspects of collaboration, problem-solving & competitiveness of
people/employees.
Task-3

4.1 Organizational Culture:

Organizational culture is the set of beliefs, objectives, and practices that influence and inform
the activities of all team members. It is the set of characteristics that define your firm. While
a dysfunctional workplace culture brings out tendencies that can impede even the most
successful firms. The secret to cultivating the qualities required for commercial success is a
great organizational culture. Organizations with healthy cultures have 1.5 times higher
likelihood of experiencing three years of revenue growth of 15% or more and 2.5 times
higher likelihood of experiencing three years of notable stock gain. Organizational culture
is also one of the best predictors of employee happiness and a key factor as to why nearly
two-thirds (65%) of workers stay on the job (Kellie Wong, 2020).

The behavior of those who work for an organization has a direct correlation to its organizational culture.
Companies operate under a certain culture, which has an impact on how its people think, feel, and act. The
impact of organizational culture to influence workers' work lives is well acknowledged. Employees and
managers therefore do not operate in a value-free environment; rather, they are organized, led, and restrained by
an organization's culture (Kiziloglu, 2022).

Employees may quickly comprehend what is required from them if a firm fosters a culture of
openness, has clear expectations, delivers regular feedback, and provides the appropriate
recognition. Teams function more effectively and cooperatively when there is a workplace
culture that encourages candor, independence, and open communication. Together, a well-
established organizational culture and employee engagement initiatives may provide workers
with a sense of importance and appreciation inside the company, which has a good impact on
their performance (Possible Works, 2021).

According to research, organizational culture is a competitive advantage that the majority of

businesses either neglect or are unaware of. But when implemented properly, this may help
you keep your best employees, increase quality and productivity, and develop workers who
are accountable, autonomous, and self-sufficient. As engaged workers are now reported to be
up to 21% more productive, building an engaged culture inside the firm has a noticeable
impact on employee performance and productivity (Possible Works, 2021).

Handy Model of Organizational Culture:

Charles Handy developed a model that connects classifications of organizational culture to
information in the form of organizational structure. According to Handy, the degree of
formalization and centralization within an organization may be used to differentiate between
the four main forms of organizational culture. He distinguished four categories of culture (Francis, 2017):
 Power culture: Originates from a limited number of people and their influence. 'The powerful few'
makes most of the decision. Because there are so few individuals with actual power and authority,
decisions are frequently made quickly. Although job accomplishment might happen quickly in an
organization like this, it can still feel dictatorial (Yapp, 2020).
 Role culture is a culture in which employees decide what they can do and are eager to take on the task.
Every person has some sort of responsibility and is required to own the task that has been delegated to
him or her. In such a work culture, power comes with responsibility. (Management Study Guide, 2022).
 Task culture: These organizations have high levels of centralization but little formalization. These
organizations have high levels of centralization but little formalization and focus on getting things done.
Team interactions are probably going to be crucial to the culture's overall success, according to experts
(Francis, 2017).
 Person culture: Instead of emphasizing the company's success of the organization, this culture places
more emphasis on the success of the individuals (Lapaas, 2020).

Fig. 8 (Francis, 2017).

Dimensions of Organizational culture:
Employee motivation for innovation, willingness to try new things, and willingness to accept risks are all
indicators of innovation and risk-taking. Employees of businesses are required to work on accuracy, analysis,
and attention to detail (Surbhi, 2020). For example, The Four Seasons hotels are committed to offering guests
exactly the level of service they desire. People orientation is when consideration of people's influence on our
actions and the effects they have on engagement levels but like Zappos, they hope to get there through people
(lumen, 2019).

Hofstede’s Cultural Dimension Model:

-The power dimension reveals how a culture responds to inequalities, notably in terms of resources and
authority. Inequality and hierarchical positions are ways of life in several societies. Cultures with low power
distance proceed in the opposite direction; they prioritize the equitable allocation of social power. It is
considered unequal if a small number of people continue to have all the money and power.
-Individualism concentrates on the blending of cultures. Individuals are expected to put their own needs and
those of their close relatives first. Individualism is highly rated in nations like America and Australia. China and
Japan, in contrast, score poorly on individuality since the majority of people there operate in a group. (United
Language Group, 2022).
-Masculinity-femininity refers to how much a culture prioritizes assertiveness and materialism
above emotions, love, and quality of life. One way to describe it may be as a propensity to
emphasize stereotypically masculine or feminine qualities and perspectives on gender roles.
Visitors visiting Japan, which received the highest masculine rating are likely to remark on how few
employment prospects are available to women (FutureLearn, 2022).
-The Uncertainty Avoidance factor describes how uneasy a society’s citizens are with
ambiguity and uncertainty. High Uncertainty Avoidance nations uphold strict moral and
behavioral standards and are hostile to unconventional behavior and ideas. Low Uncertainty
Avoidance index nations retain a more flexible mentality where the practice is more
important than beliefs, ambiguity is tolerated, and the need for laws to limit uncertainty is
minor. Chile, Peru, and Argentina are among the South American nations that tolerate
ambiguity the most (Saylordotorg, 2022).

Fig.9 (Saylordotorg, 2022)

Edward Hall (1981) introduced the phrases "high-text" culture and "low-text culture" to characterize cultural
contrasts between two sorts of cultures. High-context cultures frequently assume; they skip details in
communication because they are confident. Low-context civilizations are those where communication is
straightforward and clear (Saylordotorg, 2022).
-Time orientation reflects how highly a society values short-term or long-term objectives.
Americans are renowned for having short attention spans and seeking immediate satisfaction.
American businesses are therefore expected to provide results quickly. Many Asian cultures,
on the other hand, value perseverance, patience, and a willingness to put up the effort
necessary to achieve long-term success (FutureLearn, 2022).

4.2 Power:
1) Legitimate Power
Managers and leaders are said to have legitimate power when they assign responsibilities to subordinates. This
may be due to their duration of time in the position, their level of expertise, or the outcomes they have produced
(Revolution Learning, 2022).
2) Expert Power:
Expert power is defined as having a high degree of expertise in your field of specialization. This implies
that the person with greater knowledge has more expert power. (Maggie, 2022)
3) Referent power:
When others regard and like them, individuals have referent power. It results from their ability to
influence people through their behavior. People are more inclined to admire and trust someone they like.
Referent power holder can inspire other people to follow in their footsteps (Revolution Learning, 2022).
4) Reward Power:
Power refers to your ability to persuade others through your character, communication abilities, and moral
character. Individuals who have a powerful personality and a proven track record have referent power (Stratechi,
2022).
5) Coercive Power:
When coercive power is employed, attempt to comprehend who is utilizing it and why. It could be done
out of self-interest, a fear of failing, or out of rage. The use of coercive force may reflect organizational
culture problems. Coercive power is the most destructive usage of power (Stratechi, 2022).
Consequences of Power:
Compliance, commitment, and resistance are the three effects of power. These effects might occur as a result of
the use of various forms of power in particular ways.

1) Compliance:
It is the state of being prepared or the act of committing to doing something. Legitimate power and
reward power are the two forms of power that are most likely to result in compliance.

2) Commitment:
Commitment is a better-desired consequence since it fosters trust and emotional engagement. It is seen
as showing loyalty, dedication, or devotion. The application of referent and expert abilities increases the
likelihood that commitment will occur.
3) Resistance:
Refusing or opposing something is called resistance. It is the result that is most likely to occur when
coercive power is applied hostilely or deceptively. Preventing conduct that is damaging to society and
the welfare of the population, such as unlawful and violent actions, is best done by using coercive force
(Ebxeducation, 2022).
4.3 Politics:
Organizational politics are informal and unofficial and often take place “Behind Locked Doors” with the goals
of selling ideas, influencing others, and achieving goals. Organizational politics have a long history. According
to Aristotle, politics exist because there are a variety of conflicting interests that must be balanced. Many CEOs
turn to political ruses to get cooperation when an argument fails. Despite this unfavorable impression, there’s
real evidence that organizational politics are not always bad and that, when employed skillfully, political talent
may help achieve concessions in challenging working circumstances (CQ Net, 2022). As a result of the
diversity of interests that make up organizations, politics are a necessary component of organizational life. In
reality, 70% of the managers polled said that engaging in politics is necessary for success, and 93% of managers
said that workplace politics exists in their business. When someone is described as political, it typically conjures
up negative notions of back-door deals, manipulation, or covert personal objectives. Such political actions are
seen to be self-serving and are not permitted by the organization, according to the individual who exhibits them
(M Libraries, 2022).

4.4 How to control Organizational Politics:

As a manager, we should make an effort to avoid engaging in organizational politics. Instead, have a cheerful
outlook, abstain from office rumors, and never castigate an employee in front of others for their performance.
Promote cooperation and teamwork as a substitute for destructive office politics.  Management provides many
of the behavioral clues that employees follow. From the top, they pick up on the business culture and proper
conduct. It is crucial that managers serve as positive role models for their employees.
Collaborative working could be used to address issues of distrust, small-scale hatred, and departmental
boundaries. Collaboration between teams improves communication and develops stronger interpersonal ties
among employees. Additionally, cooperation helps to temper any unhealthily competitive impulses because
rivalry for internal resources is a major factor in organizational politics.
Establish a policy of total abolition for any form of negative office politics. Make it quite clear that actions like
bullying, sabotaging, and backstabbing are not encouraged nor encouraged. Additionally, it is forbidden for
managers to engage in unfair practices like partiality and special treatment. Giving certain employees special
attention while ignoring others might quickly backfire (MyHub, 2022).

4.5 How power causes political behavior:

Political behavior relies on power. They are interrelated. It is the art of allocating resources such that the
government benefits. The force required to control resources and advance political goals is power. Nothing can
be accomplished without power; therefore, political action is meaningless. There are various features of power
as a political force. It had to include the exercise of power for specific purposes, the acquisition of power from a
base, and the maintenance of power through coercion. Power's source justifies its use and  It grants power
authority depending on the type of government, several governmental resources provide legitimacy (Bansal,
2019).

4.6 How culture impacts political behavior:

A company’s political personality may be viewed of as its culture and political behavior. It includes a society's
deeply embedded, firmly entrenched political characteristics. The opinions, views, and ideas that individuals in
a society have about the political system are taken into consideration by culture and political behavior,
including common presumptions about how government functions. People share an awareness of why and how
political events, acts, and experiences occur in their nation, which promotes community building and
interaction. Without culture, there is no politics as it  consists of both formal laws and informal norms and
practices that are carried down over generations and are frequently referred to as "habits of the heart." People
consent to uphold formal regulations like the nation's constitution and legislated laws (M Libraries, 2022).

4.7 How politics impacts the culture of an organization:

Political communication is more common than many leaders are aware of. 60% of workers are unaware of
whether their political views and those of their colleagues are compatible. It shows that a worker's performance
would suffer if their political beliefs weren't aligned. If political conversations transcend the line and start to
foster an uneasy or hostile work environment, they may have a detrimental effect on organizational culture.
Additionally, it was shown that political discussions at work are frequent and sometimes have bad implications.
Nearly 40% of respondents say they have engaged in angry political debates, 72% of respondents claim that
these debates have made them stressed out, and 44% claim that their productivity has decreased as a result
(Vaughn, 2020).

4.8 How imbalance of power and politics impacts individual and team motivation:
A leader with power may be able to change the attitudes or actions of the group in order to advance initiatives
or goals. A leader has the potential to abuse their position. When power is used excessively, it leads to division,
resistance, opposition, and conflicts. It also lowers team and individual motivation for future work. When a
leader abuses their position of leadership without regard for others' sentiments, they establish authority with
little influence. People value leaders who collect their thoughts rather than simply ordering people what to do.
Effective leaders utilize their influence to unite the group rather than forcing people to work ineffectively or
make poor judgments (University of Arizona, 2001).
Employees who disagree with the political positions taken by their employer are likely to feel demotivated and
underperform at work. People respond more strongly when they learn bad and unexpected information than
when they learn good and expected information. When a firm and its employees have opposing positions on a
matter, it has a demonstrable demotivating effect on both the quality and quantity of work produced (Chupaska,
2020).

4.9 How culture, politics, and power can be used in a positive manner:
Acknowledging and honoring team members for their efforts is an excellent approach to set an example and
fostering a healthy culture because your behavior will demonstrate that you're paying attention, that you
appreciate other people's efforts, and that you support their efforts (Behson, 2022).
Employees value constancy in their leaders since they recognize what is expected from them and how to
respond. Being a consistent leader is crucial because it fosters confidence and trust, allowing individuals to
concentrate on their tasks rather than wondering what their leader will do next (Campbell, 2019).
Politics at the workplace frequently deviates from the official organizational framework. Consider your
feelings, what causes them, and how you respond to them. This form of emotional intelligence enables you to
recognize and comprehend the feelings and preferences of others. Therefore, rather than focusing on a person's
position or job title, we need to watch for a time before mapping their political influence and strength inside the
company (Mind tools, 2022).

Conclusion and Recommendation:

In conclusion, I have examined significant individual differences that have an impact on employee attitudes and
actions throughout this assignment. The environments we feel confident and the preferences we have are
explained by our values and personalities. Numerous companies utilize personality tests to choose employees,
although their usage is debatable due to issues including fake test-taker and the low predictive value of
personality for work success. Perception is how we make sense of the world around us. Although it has a
significant impact on how we behave, several systemic biases skew our views and cause misconceptions (Bika,
2016). As an outcome, this module has taught me to see people through a completely different lens and embrace
them for who they are. It has enabled me to confide in a variety of people from very diverse backgrounds on my
own development. The fact that they work together to accomplish a common objective, which reflects the
aspect of their being that makes this course successful, has still made me understand that individuals are distinct
in terms of their personalities and priorities.