Family Business

16 min readMar 13, 2022

Introduction

The organization’s behavior act as a reference for the organization. In today’s workplace, organizational conduct is critical. Studying OB helps you understand and project corporate behavior. It’s also a good idea to consider the presence and behaviors of a company’s customers. Within the organization, employee motivation and connectivity are crucial.

The goal of Proctor and Gamble UK is to provide high-value, high-quality brand products that improve the well-being of customers around the world, now and for the future. The study is divided into two sections. The paper’s 1st portion examines the effect of political, cultural, also the power factors on human conduct, as a variety of theories about motivation. On other hand, the 2nd portion focuses on various ideas and techniques that support effective teamwork. Aside from that, the study assists in determining the impact of the leader on the achievement of organizational goals in the proctor and gamble industry.

PART 1: Culture, Power and Politics and the Motivation of Individuals and Teams, within Proctor and Gamble

Introduction

Rules, values, also beliefs in which all peoples of the organizations conform are referred as culture. Power, population, activity, and role are the 4 categories in which cultures can be classified. “Network concepts, frameworks theory, and organizational psychology” are among Hofstede’s “many frameworks and concepts for culture and identity” (Hofstede, 2011).

1 Analyze how an organization’s culture, politics, and power influence individual and team behavior and performance.

The new power politics of the corporate sector dictate much of a company’s performance, as the company’s viability long term and efficiency. As a result, a firm’s leadership and management are influenced by power, culture, and politics (Diaz Granados, et. al., 2017). Politics, power, and culture all have an impact on the team and individual behavior at Procter & Gamble, as described below

Power

Power has an impact on both individual conduct and group organizational effectiveness. The ability to modify the activities of certain groups and individuals in whatever way they acquire, with out trying adapt their behavior appropriately and not, is characterized as power. In P&G setting, workers with a lot of power, specifically senior managers, have lot of power to affect the process. When a prominent person leads the entire team, employee behavior may shift.

Procter and Gamble’s has larger working or specialized sections are organized by tiny group of superior managers, with a superior level of standardization. In parallel to the settlers, rules and regulations control the activity and communication. These rules and regulations specify the task, the specialists participating, and, in most instances, the method of interaction. Typically, guidelines and protocols are the key efficiency methods.

Culture

Inter personal culture refers to how peoples interact with others, including the attitudes, beliefs, and the experiences. When employees are exposed to good organizational culture, they are more inclined to act in a positive manner and strive for organizational success in their work. Procter and Gamble, which has a strong corporate culture, is an example of this. The company caters to a multicultural clientele, which increases customers loyalty, ensures the right individuals are employed, and guarantees the best possible preparation for all employees (Coccia, 2014).

Work culture is followed in the Proctor and Gamble sector. Task cultures are usually associated with organizations that use construction and operation or matrixes. To grow the productivity and aid person in developing organizational goals, they concentrate on the group’s unifying factor. As a consequence, work ethics should take priority over human needs, setting variety, and aesthetic differences.

Politics

Politics occasionally has a significant effect on individual’s , personal and professional actions, affecting the company’s profitability (Geppert and Dörrenbächer, 2014).

Another organization where employees who do not work hard use misleading techniques to keep their jobs in P&G UK. Politics refers to those within an organization that engage in unethical activities in order to gain benefits beyond their position.

M1 Critically analyze how the culture, politics, and power of an organization can influence individual and team behavior and performance.

In Procter and Gamble, groups and various personal performance and conduct, are influenced by such ways. Appropriate power usage aids in achieving desired priorities and goals. The system could fail due to inefficient usage of electricity or power. It is possible for even inexperienced and confident managers to succeed. When power abdications in autocratic organizations have a cascading effect, the personal result of not employing control are most obvious at the high level of an organization (Pettigrew, 2014).

In many ways, however, Procter and Gamble UK’s success in economics politics can be viewed favorably, as can the failures of its competitors.

People’s behaviors at P & G are constantly enthusiastic, according to the organization’s excellent corporate culture. The company’s managers and employees have been witnessed behaving appropriately. Individual efforts are continuously fed by a stable organizational culture (Al Saifi, 2015).

Despite it, research has shown that workplace culture has a negative impact to employee and team behavior. Procter & Gamble’s internal rivalry contributes to achieving competitiveness in the market, influencing both team and individual behavior.

Organizational politics, on the other hand, will be focused in P & G and entity interests, and may even entail actions that are detrimental to the organization as a whole. Negotiations are an important part of corporate relationships because ethical concerns are occasionally discussed. According to a viewpoint, organizational politics produces a wide reaction, with people seeing them both negatively and also positively.

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

Motivation is a crucial aspect in deciding whether or not an organization has accomplished its goals. Employees use their experience, capabilities, skills, and imagination to generate value through the execution of good goods and services, hence motivation is crucial in attaining business goals.

P & G’s aims to become a living legend have been realized thanks to its incredibly dedicated staff, who continue to excel at providing superior goods and services.

Within a firm, corporate goals are set by groups and people. Two types of theories seek to explain the corporate motivation: content theory and process theory. According to the motivational contingency theories, why do physiological desires shift over time? The specific influences that drive motivating behavior are described in these physically shaping notions.

Source: Miner, 2015

Workers do not finish their tasks because they choose not to do so and want to stop, according to Theory X. Individuals are compelled to labor for a corporation. Due to a lack of motivation, people are unlikely to accept on duties. Theory Y is diametrically opposed by hypothesis X. this strategy is ambitious, involving creative and self-employed workers. This is an excellent motivational strategy that is gaining popularity in today’s industries. This idea relies heavily on self-empowered teams (Senaratne and Gunawardane, 2015).

Proctor and Gamble’s organizational attributes and skills should be related to Theory Y, which motivates employees to improve their performance. It works with a large number of tickets and precious objects, necessitating a great level of creativity and uniqueness. HR is one of the company’s most significant assets since it helps it to generate distinctive products or services that encourage employee research and expansion. Procter and Gamble's workers are generally self-motivated. They are extremely motivated and considered important team members.

M2 Critically evaluates how to influence the behavior of others through the effective application of behavioral motivational theories, concepts, and models.

The accomplishment of business objectives necessitates a great enthusiasm. It motivates employees to take together to achieve those goals by incorporating their knowledge, expert knowledge, skill, and encouragement in order to provide excellent products or services to customers. Procter and Gamble’s needs and aspirations becoming a successful brand have been facilitated by providing it with exceptional advice and concepts in aspects of product and service offers, thanks towards its highly motivated staff. Even so, some facets of Theory X have been revealed in relation to Procter and Gamble, since some employees, despite being urged to do so, do not embrace responsibility enough (Weng, et. al., 2015).

They despise their jobs and, as a consequence, are unable to of steering their company toward its goals. Staff members at Procter & Gamble understand their potential for dedication rewards even though they earn benchmarks and incentives. Employees were motivated to work harder and produce more as a result of the company’s positive culture of effort, accomplishment, and reward fulfillment. Employee loyalty improved as a result of the incentive program, enabling them to be more effective in the workplace and meet the company’s goals.

D1 Critically evaluates the relationship between culture, politics, power, and motivation that enables teams and organizations to succeed in providing justified recommendations.

And by an evaluation of Procter & Gamble's beliefs and strategies for inspiring employees, the corporate entity employs effective interventions and patterns to empower people to strive for organic performance. The Organization, on the other hand, intends to boost its annual review by expanding the number of gratification and admiration programmers. Company personnel will be paid on a semiannual basis to maintain employee morale. As a result, it is suggested that the organization provide regular rest breaks for employees to improve their health and reach their objectives. Workers strive to increase operating efficiency in their respective areas of responsibility. It is common to require a scheme for receiving consistently positive feedback (Chumgt et al. 2016)

Conclusion

The aforementioned tactics and beliefs assist the Procter & Gamble Company in motivating their employees at work. Increasing the number of rewards offered and taking short breaks could aid in the creation of a fruitful working environment.

PART 2: Influences on team effectiveness and concepts and theories of organizational behavior within Procter and Gamble UK company

P3 Explain what makes an effective team as opposed to an ineffective team?

Working in a team among team members is the most important element of a successful and very well business. Effective teamwork refers to employees’ commitment to open as well as truthful communication with their managers. As a consequence, the effectiveness of the team improves. It makes a big contribution in the place of work if you have an efficient or ineffective group. It has been evidenced that pure team engagement does not profit in the form. The group must have been successful in order to achieve goals and priorities (Higgs and Dulewicz, 2016).

No business can function without the need for a team. A team is made up of leaders who work together to achieve a shared objective in order to produce a finished product for there own company. A component society is made up of two or more people who rely on each other for achievement that may or may not work in same field. The differences are commonly fine-tuned, but the fundamental difference is that one side is much more independent, whereas the other works as a team and distributes the results.

People in a company will openly discuss their thoughts if there is active debate; leadership and representative will listen to every person's opinions. Because the members of that group do not need to hear, interactions are limited, and autocratic direction is desired, a failing team confronts a successful team. Winning teams make decisions with a simple majority in which any team member can vote, whereas losing team members make choices quickly until the key problems are resolved.

This is clear with the assists of Tuckman's group growth theory (Jelphs and Dickinson, 2016). The Tuckman model, introduced by Bruce Tuckman, is a common method for building the groundwork for effective teamwork. The Tuckman theory has 4 stages, which are outlined below:

source: Miner, 2015

Ø The initial step in team development is formation, during which most leaders take on a positive, attractive, and leadership position.

Ø The next step is storming, in which the group works toward a common goal. Internal disputes arise when team leaders contest one another’s authority.

Ø Normalization is the third stage of dispute resolution and acceptance of subordinate opinions and abilities. The final step entails working hard to attain team objectives (Kitchin, 2017).

Ø The final step is to perform. The group has a better understanding of politics. Everything the team does now has a clear understanding. The group has a common aim and will function without the involvement of the manager. When deciding on the leadership positions for different teams inside the organization.

Procter & Gamble has a history of following this trend. The corporation provides accounting and economics divisions, administration, transportation, human capital, and other services.

M3 Analyze relevant team and group development theories to support the development of cooperation within effective teams

Procter and Gamble, on the other side, has largely followed Tuckman’s theory. When the corporation attempted to deploy the new strategy, the personnel successfully finished the design process. The entire team from various divisions was effectively organized in company, which assisted the functioning of the team. Employees displayed great management ability during the majority of the first phase, which contributed to the firm’s seamless efficiency. The adoption of the new prescriptive tactics, on the other hand, resulted in a substantial amount of dispute (Pereira, et. al., 2017).

The resolution of disputes has taken a lengthy period, which has hampered the group’s overall production. After accounting for the other two measures, it has been established that the Procter and Gamble divisions, particularly the newer schemes, are well organized. The habits of different people are changing, which has an effect on the team’s appearance and growth at all levels. When an ineffective team permits employees are negative in their effort to attain their goals, they contribute to attainable contact, which aims to encourage employees to be constructive and hopeful.

P4 Apply concepts and philosophies of organizational behavior within an organizational context and given business situation.

As per the description, the fundamentals of organizational behavior, this is concentrated on the important characteristics of a person’s quality and the structures of a company. Human quality refers to the internal features of individuals or entities participating in a particular or special entity. Personal attributes, whole individuals, affected behavior, and explanation are all aspects that have an impact on human nature. In features of the first component, human difference, people are kept apart. On a quarterly basis, Procter & Gamble management speaks with their staff about their perspectives.

As a result, it has been accused of bias and prejudice. The second part of organizational behavior is the ability to analyze and finalize it.

Motivation is another factor that has a significant impact on people’s behavior (Woodcock, 2017). Certain low-quality employees, however, are excluded from the company’s approach, resulting in poor worker behavior among Procter & Gamble staff members who are more impacted by the company’s HR and compensation tactics. Workers’ psychological environments, which are impossible to distinguish from their physical surroundings, are the focus of the entire workforce.

Source: Taylor, 2018

Employee loyalty is founded on a leader’s ability to act as a facilitator and instructor, encouraging his or her staff to accomplish positive results. The main concept of the Path-Goal describes four forms of leading conduct aimed at success: direction, participation, and aid.

Ø The Path-Goal Guideline outlines the leading activities when the manager advises the workers on how to carry out their obligations. The most important result, according to the idea, is that this activity has not defined but ethically fulfilling place in the working situations of employees.

Ø Situations in which the leader sets objectives for workers, assumes that they will be willing to accomplish those goals to the best possible standard, and expresses trust are examples of focused leadership behavior. The most crucial variables in obtaining success were sales agents, researchers, programmers, and entrepreneurs (Hofstede, 2011).

Ø As part of participative leadership, administrators interview employees before making decisions. Workers participate in their jobs in a very autonomous manner, hence this behavior is dominant.

Ø The leader’s supportive conduct is tailored to the workforce’s needs and objective. This is particularly critical in instances where interactions are causing mental or physical suffering (Muchiri, et. al., 2017).

According to the Path-Goal theory, Procter & Gamble executives are adaptive and will adjust their tactics in response to changing circumstances. The principle proposes a leader behavior-outcome relationship for two risk variables, such as the environment and staff attributes. The atmosphere has no bearing on the organization, the authority network, or the followers’ working party. Environmental factors impact the kind of leading behaviors required to achieve optimal workplace results.

A competent leader can show his or her authority, competence, and potential capabilities. Procter & Gamble management speak with their staff on a quarterly basis to measure their feedback. This, but at the other hand, has been chastised for being selective and patronizing. The second component of organizational actions is the ability to comprehend and infer information. Motivation is another component that has a positive and negative impact on people’s activities. However, because some low-level employees are unsatisfied with the company’s plan, human resources initiatives and executive compensation policies have a greater impact on P & G employees.

M4 Evaluate how concepts and philosophies of OB inform and influence behavior within a given business situation.

Motivation is a crucial component of Path Goal Theory and an important element of teamwork. That is, in the end, how managers will keep their personnel motivated to reach their objectives. Leaders can motivate their staff by appreciating them, as per House and Mitchell’s Path-Goal Theory. They’ll explain the best course of action for achieving the objective, advising and directing their supervisors in the right way. This simply adds to the job’s satisfaction.

The path-goal approach can be used by P&G executives to focus on a variety of behaviors. This will vary by setting and person, depending on the resources and attention available. This allows the leader to focus on the group’s objectives while simultaneously ensuring that they are in line with the company’s objectives. Character theories define many of a person’s characteristics.

Leaders that adhere to the Path-Goal Leadership Principle are adaptive and willing to change their tactics. This includes factors such as the environment, work, and employee characteristics. Employee encouragement, level of expertise, and ability to work independently are all key aspects. It is the manager’s responsibility to come up with a reasonable or innovative solution.

D2 Critically analyses and evaluate the relevance of team development theories, concepts, and philosophies that influence behavior in the workplace to improve business performance and productivity

The organization’s design, which often plays a large part in the notion and theory of organizational behavior, is a vital component. The social context, principles, and a common interest all influence the organization’s longevity. The network framework describes to an organization’s external interactions with clients, suppliers, and others. It’s both formal and informal. The behavior that expresses an organization’s values and convictions was affected by these social systems.

Procter and Gamble followed the societal standards and ethically in its business practices, such as values, honesty, competency, and client inflexibility. Besides that, the ethical effective compensation code has recently been applied to the company ethos in recognition of exceptional ethical behavior. Workers and organizations who share the common understanding are referred to as “shared benefit.” A strong motivating force is a desire to be the best at one’s job.

In case of Procter and Gamble, corporation faced a substantial amount of difficulties in terms of worker and organizational understanding. As result, shared interests can lead to both good and bad behavior (Pettigrew, 2014).

Conclusion

Based on the foregoing, it may be claimed that for growth and sustainability, all firms, regardless of size or activity, require management. By maximizing input efficiency, management blends human and other live input to produce useable output. Planning, organization, care coordination, and supervision are all part of the organizational procedure, which is aided by universal administration and target-oriented management. Management is in charge of attaining operational goals. Managers must be technologically adept as well as emotionally, philosophically, and medically informed. The first management level necessitates technical talents because they are in close contact with employees and are in charge of day-to-day operations. The study investigates the various models and theories of organizational behavior that have an impact on individuals as well as the operations of the organization. It also gives Procter and Gamble’s leaders and management a variety of ways to lead their employees. It focuses on a variety of team development concepts that improve employee advancement and teamwork.

References

Ø Al Saifi, S.A., 2015. Positioning organisational culture in knowledge management research. Journal of Knowledge Management, 19(2), pp.164–189.

Ø Anitha, J. and Begum, F.N., 2016. Role of organisational culture and employee commitment in employee retention. ASBM Journal of Management, 9(1), p.17.

Ø Chumg, H.F., Seaton, J., Cooke, L. and Ding, W.Y., 2016. Factors affecting employees’ knowledge-sharing behaviour in the virtual organisation from the perspectives of well-being and organisational behaviour. Computers in Human Behavior, 64, pp.432–448.

Ø Coccia, M., 2014. Structure and organisational behaviour of public research institutions under unstable growth of human resources. International Journal of Services Technology and Management, 20(4–6), pp.251–266.

Ø Geppert, M. and Dörrenbächer, C., 2014. Politics and power within multinational corporations: Mainstream studies, emerging critical approaches and suggestions for future research. International Journal of Management Reviews, 16(2), pp.226244.

Ø Higgs, M. and Dulewicz, V., 2016. Developments in leadership thinking. In Leading with Emotional Intelligence (pp. 75–103). Palgrave Macmillan, Cham.