Organisational Behaviour Report

This report analyzes the impact of organizational behavior on the success of Waitrose & Partners, a British supermarket chain. It examines the influence of culture, power, and politics on employee performance, explores motivation theories, and discusses the characteristics of effective and ineffective teams. The report also delves into leadership styles and philosophies, providing insights into how these frameworks can be utilized to improve organizational performance and employee satisfaction.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Assessment of organisational culture, power and politics on performance or behaviour of
individual or team. .....................................................................................................................1
TASK 2............................................................................................................................................4
P2 Content and process theories of motivation and motivational techniques enable effective
achievement of goals...................................................................................................................4
TASK 3............................................................................................................................................6
P3 Understanding of what makes an effective team, as opposed to an ineffective team............6
TASK 4............................................................................................................................................9
P4 Concepts and philosophies of OB within an organisational context and a given business
situation.......................................................................................................................................9
CONCLUSION..............................................................................................................................11
REFRENCES.................................................................................................................................12
.......................................................................................................................................................13

INTRODUCTION
Organisational Behaviour is a set of various activities, which helps the management team
of the company in understanding behaviour of employees. With the help of this, company can
improve employee’s efficiency by predicting and controlling human resources working for a
common organisational goal (Ullah and et.al., 2017). Organisational behaviour is concerned with
understanding, controlling and directing behaviour of employees of an organisation. The current
project is based on Waitrose & Partners, it is a British Supermarket chain which provide food
products. Its headquarter is located in Bracknell, England and about 353 stores across United
Kingdom. Along with this company export its products in approximately 52 countries. This
report provide detailed information about how companies productivity and performance get
influenced by politics, power and culture. Along with this, further discussion is included about
different theories and techniques of motivation, which will help management team of the
company in influencing and motivating employees, so that they can perform in an effective
manner. In addition to this, effective and ineffective team with their roles while cooperating with
other employees at workplace has also been discussed. At the end of this project, organisational
behaviour concept and philosophies will be discussed, as a result it will help managers while
dealing in various situation which happen at workplace.
TASK 1
P1 Assessment of organisational culture, power and politics on performance or behaviour of
individual or team.
Organisational behaviour is a study about how an individual act within an organisational
premise. Main aim of organisational behaviour is to analyse and understand the actual behaviour
of staff members. So that, manager can motivate or direct them according to the requirements
and needs of a company (Illien, Golestanian and Sen, 2017). Waitrose & Partners is a Super
chain market which is supplying their food products within UK. Human Resource manager of
the present company realise that each and every employee is not performing their task
effectively. In this regard, manager of the enterprise planned to improve organisational culture in
order to enhance performance of workers. Performance of individual or group can be influence
by culture, power and politics within an organisation are as follows:
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Culture: Combination of different assumptions, beliefs and values of an organisation
which influence behaviour of individual and team members. Organisational culture can
positively as well as negatively affect performance of a company. In context to Waitrose &
Partners, main focus of human resource manager is to develop a positive and secure working
culture. As a result employees could work in an effective manner. With the help of positive
working environment, employees turnover ratio reduces and motivate them to perform in an
effective manner (De Braaf and et.al., 2017). Also it has been analysed that there are various
kind of culture which effects the performance of an individual as well as team. Some of the main
types of culture are as follows: Role culture: Under this type of culture, each and every employee is clear about their
roles and responsibilities, which will aid them in performing their task in an effective
way. In context to Waitrose & Partners HR manager assign task to their employees
according to their skills and capabilities (Hollman, 2018). As a result, performance of
employees along with organisational performance will be enhance and help the company
in accomplishing its goals.
 Person culture: This type of culture mainly focusses on employees of an organisation.
With reference to Waitrose & Partners, HR manager of the company conducts training
and development session on a regular basis which aid the employees in developing their
skills, knowledge and capabilities. As a result, it can be said that continuous up gradation
of knowledge improves the productivity as well as efficiency of employees at workplace.
Power: Power is the ability of a person or individual with the help of which they can
easily influences other employees in an organisation. In context to Waitrose & Partners, majority
of power is owned by the top management team of the company. Along with this HR manager of
a company mainly uses different types of power. Some of these power are as follow: Reward power: This power is commonly used by Waitrose & Partners manager for
influencing employees interest by giving them monetary benefits in order to work
effectively (van Raaij, 2016). Also it can be said that employees get motivated by
monetary benefits and perform their task in an effective manner so that they gain higher
rewards in return. It is a positive kind of power which helps in increasing companies
productivity in an effectively.
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 Coercive power: This power is used to force employees to work without their will in
order to achieve organisational goal and objective. Coercive power is a negative type of
power as it demotivate staff members of the company as manager of the company force
them to work without their interest. In reference to Waitrose & Partners & Partners &
Partners, it is said that top management of the company should avoid such power as staff
members might oppose their decision and wants to quit the company.
Politics: Politics refers to interaction between individuals at workplace which includes
power and authority. It mainly refers to a negative element in an organisation which develops
issues and conflicts, as a result it negatively effects the overall performance and productivity of
employees. Also it has been analysed that each and every employee indulge in politics directly or
indirectly for achieving the organisational goal and objective. In context to Waitrose & Partners,
it has been evaluated that politics influence productivity and performance of employees in a
negative manner (Wiid and Mora‐Avila, 2018). Some of the factors which will negatively
influence the organisational goal are as follows: Enhances the stress level among employees: Politics within Waitrose & Partners create
jealousy among staff members, which as a result builds stress within working
environment. Performance of an individual gets affected by excessive stress at
workplace. As a result, accomplishment of goals and objectives of the company get
delayed. Decline in productivity: Most important negative influence Waitrose & Partners face due
to politics is that productivity of employees reduces. Reason behind this is employees
feels distraction due to unnecessary conflicts, which do not allow them to concentrate
towards their task. As a result, it ultimately reduces performance and productivity and
also influences work quality.
As per the above organisational culture, power and structure, it has been analysed that all
of these influence the performance and productivity of employees (Wellin, 2016). On the basis of
above analysis, it has been said that manager of Waitrose & Partners is required to create
positive working culture at workplace. In addition to this, it is necessary for HR manager to
utilize reward power in order to motivate and influence employees of the company.
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TASK 2
P2 Content and process theories of motivation and motivational techniques enable effective
achievement of goals
Motivation is driving force that affects choice of alternatives within behaviour of
individual. It improves, stimulates as well as induces staff members leading to goals oriented
behaviour (Peršič, Markič and Peršič, 2018). In simple term, motivation is the procedure through
which employees get encouraged as well as contribute for achieving goals and objectives of
business in effective manner. Along with this it is key element which play important role in
employee’s retention as well as also in profit maximisation. Strong and positive motivation result
in increasing personnel output whereas, no motivation result in decreasing individual
performance level or they will get dissatisfied. There are several methods through which
individual get motivated such as incentives, promotions, rewards, good working condition and
many more. Waitrose & Partners & Partners also use motivation tool for encouraging there staff
members. Below mention are two types of motivation which utilise by respective organisation
are as follows :- Intrinsic Motivation – It refers to the behaviour which is driven through internal rewards.
In simple words, intrinsic motivation is an act of being motivated by internal factors for
performing particular activity or behaviour. This involve all the biological drivers such as
relief, thirst, sleep, need of oxygen, thirst and many other.
 Extrinsic Motivation – In it motivation directly originated from outside the human body
through rewards as per the promises made in advance for specific activity (Rieder and
et.al., 2016). Extrinsic motivation is gained in monetary and non-monetary form such as
incentives, praise, competition, threat of punishment etc.
Apart from this, there are some theories also of motivation that will help manager of
Waitrose & Partners in motivating or encouraging their staff members. These theories are
classified within two parts i.e., Content and process explanation of these are as follows :-
Content Theory – It is type of motivation theory that mainly focus on internal factors of
organisation. Maslow hierarchy need is content theory which stand for individual who does not
feel higher need till their requirement get fulfilled as well as satisfied (Maslow Theory of
Motivation, 2019). It is five tier model of human needs that involve physiological, safety, love
and belonging, esteem and self-actualization, deep explanation of the same are as follows :-
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 Physiological Needs – These are basic requirement which deals with the maintenance of
human body. It is the lowest category needs required for survival such as water, air,
food, sleep and so on. Maslow says that physiological needs are most instinctive because
every need become secondary until they are not fulfilled. If basic need of individual will
fulfil then it result in job satisfaction and employee of Waitrose & partners will do work
more effectively that result in accomplishing goals and objectives of company. Safety and security needs – It is related to keeping an individual safe from any type of
harmful activity (O’Dwyer, Nguyen and Churchill, 2017). There are several factors
included in it such as safe environment, job security and health. When basic requirement
of employees working Waitrose & Partners will be fulfilled they turn for gaining safety
needs. So they can prevent lives from any type of physical and emotional harm. Social needs – It include the needs for affection, love, belongings, care, friendship and so
on. Social needs get fulfilled by pleasing as well as fulfilling relationship with other
peoples. An individual get satisfied their basic psychological as well as security needs,
then desire relationship so their requirement for love and belongings can be fulfilled.
Waitrose & partners are offering friendly environment to their employees then it will help
in motivating employees and they will feel free while their idea and thoughts. Esteem needs – More basic needs get satisfied, then for individual esteem needs are
important. It involves respect, achievements, confidence, recognition, self-esteem,
accomplishment and so on. These are needed for increasing satisfaction level and morale
of personnel working within Waitrose & Partners. Respective organisation have to give
rewards to employee’s at their achievements, accomplishment of any project which
motive them as well as they give more efforts for doing any work.
 Self - actualisation needs - It is the final stage of respective model as well as desires a
particular person have for self fulfilment and developing to their full potential. Self -
actualisation involve self - fulfilment, pursue talent, personal growth, realizing personal
potential, creativity and so on. If all these need of staff members working in Waitrose &
partner will be fulfilled then they will get motivated or encourage to do work more
effectively.
Process Theory – This theory is related to psychological and behaviour processes that
motivate human being to behave in specific manner related to the process theory of motivation.
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Along with this (Memon and et.al., 2018). Efforts of particular person, motivation and
performance are related to each other. Vroom motivation theory is utilise by the manager of
Waitrose & Partners for motivating their staff members description are as follows :-
 Expectancy: According to Vroom theory expectancy belief increasing efforts result in
the enhancing performance level of employees. Expectancy can be fulfilled only when
their right resources are available, skills required for doing job and essential support.
Personnel’s believes that efforts made by them aids in getting better outcomes which
motivate them to do work in more effective manner and help in gaining growth by
business. In context of Waitrose & Partners & Partners, manager have to identify skills
and knowledge of their employees so that required training and development sessions
can be provided. Because it will result in increasing confidence level as well as
accomplish goals and objectives in efficacious way.
 Instrumentality: Staff members of Waitrose & Partners do work in effective manner by
thinking that their performance will help in gaining rewards that will motivate in
performing effectively and result in increasing productivity. Personnel have to trust on
company for feeling motivated as well as confident. In addition to this, manager of
Waitrose & Partners should offer some rewards to their employees according to their
work or when they meet standard level (Mehta, 2018). These can be in monetary and
non-monetary form such as increasing pay, bonus, promotion, holiday package, praise
and many more. Moreover, manager should be loyal towards their employees and goals
to them clearly for reducing conflict or confusions.
 Valence: It is the last step of respective theory in which employees wish for appraisal as
per the performance in the form of a day off, bonus, extra pays, holiday packages and so
on. Thus, firm have to be good in identifying values as well as need of their employees
and provide them appropriate benefits.
TASK 3
P3 Understanding of what makes an effective team, as opposed to an ineffective team
Team is group of people who all work together for accomplishing common goals. It is
important that comprising a team ideally have common objectives and goals they have to
achieve. Along with this, particular person who don't have compatible skills cannot work within
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a team. It is duty of Waitrose & partner’s manager to form team in effective manner by
combining skills and knowledge of each staff member's. So that, team form in effective manner
and result in accomplishing goals and objective of business. There are various type of team in
Waitrose & partners who perform different activities for accomplishing goals and objectives in
effective manner (Types of Teams, 2019). Explanation of these are as follows :- Functional team – It is permanent team and involve members of same division but have
distinct responsibilities. There is manager within functional team of Waitrose & partner
who is liable for everything done and every group member have to report him/her. Virtual team – It include staff members of waitrose & partners who are working at
different location and they contact with each other through communication as well as
collaboration tools for getting things done together. Project team – It is group of staff members who do work collectively and share goals as
well as strategies (McSherry and Pearce, 2018). Within Waitrose & partners Project team
structure work in measurable, specific and time constrained manner. This team play
important role in assigning clear responsibility to every employ of respective organisation
with specific deadline of its completion.
 Problem solving team – In business environment sometimes problem arise which require
solution at that time team is design. Thus, it is not permanent team formed by the
manager of waitrose & partners according to the requirement (McDermott And et.al.,
2015). As well, modification sometime result in creating problem for Waitrose & partners
that require proper solution which is given by problem solving team.
Apart from this, organisation have both type of team effective and ineffective. They are
distinct from each other in several manner description of these are as follows:-
BASIS EFFECTIVE TEAM INEFFECTIVE TEAM
Goals
Goals should be clear and
must be shared with
everyone. Within, effective
team every member have
clear knowledge about goals.
On the other hand, within
ineffective team goals are not
clear with everyone which
result in difficult while
planning.
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Communication
Communication which is
important aspect and have to
be done in team for proper
working (Kundu and Roy,
2016). In effective team
communication always take
place in two way which is
necessary for transferring
information and data in
proper manner.
Ineffective team have one way
communication in which ideas
and thoughts of team members
are not involved. They have to
follow order given by higher
authority.
Decision-making
Within effective team each
and every member have
authority of taking part in
decision making process and
they can share own ideas or
thoughts.
For ineffective team decisions
are taken by higher authority
and team members have to
follow it (Falck, Davis and
Liu-Ambrose, 2017).
Member contribution
In effective team, every
member take participation
within activity conducted.
In ineffective team, there is no
contribution of every member
because they are inactive.
From above discussion it has been identified that, Waitrose & Partner have to form an
effective team for conducting activities in effective manner. Along with this, an effective team
help in achieving goals and objective of business as well as result in business growth.
Tuckman model of team – Model of team building is framed by Bruce Tuckman in
1965. according to Tuckman team building model team are developed for accomplishing some
specific goals (Kok and et.al., 2016). Same team building model help Waitrose & Partner in
coordinating, monitoring as well as managing every activity of team in effectual manner.
Respective model have four stages of team building description of these are as follows :-
 Forming - It is first stage of team building model in this team members assemble and
task are assigned to everyone. With forming, each and every human should behave
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individually as they are unknown for arch other. So, in this stage every member will get
introduced with each other and share basic information which is necessary for daily basis
communication. Basic data include name and department in which working because this
will be enough for creating friendly working environment. Manager of Waitrose &
partner have to create such activity for effective working of team.
 Storming - Second stage start when conflicts rise within team members due to their
working style. Everyone have their different working style which result in cause of
unforeseen issues and employees get frustrated (Fraschini and et.al., 2016). At that time
storming take place for team to start sort itself out as well as gain trust of each other’s.
 Norming - In norming stage, people solve these issues or difference between them,
appreciate each other for good working or strength. This is important for building
supportive working environment as well as team members now know each other in better
manner. Along with this, they may get socialized together as well as help each other or
provide feedback on working which is necessary. They all work together and develop
strong commitment for team goals and see good progress for accomplishing it.
 Performing - In performing stage, team member have to focus on accomplishing goals
and objectives while working in group (Connolly and Dolan, 2017). So that, members of
team work in effectual manner and continue work for progress for keeping fruitfulness of
group. In addition to this, team can function in good manner and able to take decision
independently without any discussion with team leader.
 Adjourning – In the last stage of team building, members of team are moving within
various location when they completed their project. Although, mangers of Waitrose &
Partners have to ensure that team designed is perspective in nature and wellbeing in
completion of project within required time period.
Team building is the activity done by Human resource department of the organisation in
the Tuckman theory of team development help HR manager of Waitrose in building effectual
team.
Belbin Team Role Model Management – This model is designed for using the talents
and personalities of team members. For improving performance of Waitrose employees it is
necessary to implement Belbin team role management model. It involve nine team role
explanation of these are as follows :-
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 Implementer – They are the person who get things done because they turn idea and
concept within practical actions or plans. But in some situation implementers might be
inflexible and can be somewhat resistant to change.
 Resource Investigator – They are innovative as well as curious and explore available
options, develop contacts or negotiate for resources on behalf of team. Along with this,
there are some weakness of resources investigators they might be over-optimistic and
losses interest after passing initial enthusiasm.
 Plant – Is the creative innovator who come with some new ideas and approaches. They
are creative and good at solving problem in unconventional manner. Might ignore
random and preoccupied to communication effectively.
 Monitor – It give logical eye and make impartial judgement where needed as well as
consider the teams option in a dispassionate manner. Sometimes lacks the drive and
ability to inspire others and can be overly critical.
 Shaper – They are the person who challenge team to improve their performance. Shapers
often see hindrance as an challenges and they have ability to encourage other at the time
they are quitting. Their potential weaknesses may be that they're argumentative which
may offend feelings of others.
 Coordinator - Coordinators guide group to what they perceiving are team objectives and
they are excellent listeners and recognise value of each and every team member. They are
the one who take on traditional team leader roles. They are mature, confident as well as
identify talent. Can be seen as manipulative and might transfer their work to others.
 Completer Finisher – They are the person who see thoroughly that project has been
completed and make sure that there is no error within work. Although, complete finisher
may worry unnecessarily and find hard to delegate.
 Specialist – They are the person who have specialist knowledge which is required to get
job done. Job of specialist within team is as expert within specific area. Tends to
contribute on a narrow front and can dwell on the technicalities.
 Teamworker – they are the person who support and ensure that people within team are
doing work effectively. Teamworker are co-operative, perceptive and diplomatic along
with this they have some weakness also like hesitant in crunch situations and tends to
10

avoid challenges.
TASK 4
P4 Concepts and philosophies of OB within an organisational context and a given business
situation.
Concept of organisation behaviour is based on the nature of people as well as
organisation (Bucic, Ngo and Sinha, 2017). It is essential to have good environment working
because it result in satisfaction of staff members as well as retention. In context of Waitrose &
Partners, manager can implement path goal theory for proper management as well as
accomplishment of goals and objectives. Because employees within respective organisation are
getting demotivated which have negative impact on the operation of Waitrose. Thus, for coming
out of this it is necessary implement some theories which will encourage staff members and
improve their performance.
Path-goal theory of leadership – This theory is related to the specifying particular
leadership style which is more suitable for organisation as well as their working environment.
Path goal theory is suitable for motivating and empowerment of staff members for becoming
more productive in the organisation. This theory will help Waitrose & partners in accomplishing
their pre-determined goals and objective by implementing suitable leadership style. There are
four type of leadership style involved in path goal theory. Explanation of these in relation to
respective organisation are as follows :- Directive – In the directive leadership style, leader provide guidelines to staff members
and let them know what is expected from them as well as how they have to perform
activity so that target can be accomplish (Balint, 2018). Directive leadership style will be
use in Waitrose & partner when task are unstructured as well as difficult to completed or
in the situation when personnel are not experienced. Supportive -It is an leadership style in which support are provided to personnels by
showing concern for their welfare as well as develop friendly working environment.
Apply supportive leadership style in Waitrose & partner result in providing job
satisfaction to employees. It play important role when task are full of stress as well as
risky or boring.
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 Participative – Such leadership style believe in making decision in group and sharing of
information with subordinates. Leader consult with staff members on crucial decisions
related to the task goal, work, path to resolve goals and so on. Participate leadership style
result in more productive for Waitrose & Partners because it result in generating more
revenue. By sharing latest idea and thoughts through employees which result in bringing
something innovative within company.
 Achievement oriented – Leader use techniques by setting challenges for staff members as
well as encourage them for reaching their peak performance. Because leader believe that
personnels are more responsible as well as have enough capabilities for achieving
challenging goals.
Philosophies of organisational behaviour - Organisation behaviour have numerous
philosophies some of them are described below :- Custodial – This states that before giving task to any employ it is necessary to provide
proper training so that work will have performed in effective manner (Bailey and et.al.,
2018). Along with this, manager of Waitrose & partners has to provide some monetary
benefits because it is best source of motivation. This also result in reducing employee’s
turnover ratio.
 Collegial – As per this philosophy work should be assigned to every staff member
working within Waitrose & partners. So, through this Collegial philosophy employee feel
motivated through authority given to them as well as behave in discipline manner.
Because there is some responsibility given to them and they have to perform it in
effective manner.
Herzberg's motivation theory – This is also known as two factor theory of motivation
which are use by organisation for influencing motivation within workplace. While working in an
organisation there is requirement of motivation in relation of employees. So that daily basis
operations of company will be manage in effective manner by motivating staff members. There
two factors are motivators and hygiene factors explanation of these are as follows :-
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(Source: Herzberg’s Motivation Theory – Two Factor Theory, 2018)
 Motivators – In organisation Presence of motivators result in work hard by staff
member's. Motivators are found in the actual job itself and gain outcome of doing work
in effective manner.
 Hygiene factors – If in organisation hygiene factor is absent then it result in less hard
work by staff members. Moreover, hygiene factor is not available within the actual job
itself but surround the job.
Hofstede's Cultural dimensions theory – This framework utilise for understanding the
differences within culture across nation as well as to discern the ways which business is done
across different cultures. Hofstede identified six categories which define culture such as :-
 Power Distance Index – It consider the extent to which inequality and power are tolerated
as well within this dimension, inequality and power are viewed from the viewpoint of the
followers – the lower level.
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Illustration 1: Herzberg's motivation theory

 Collectivism vs. Individualism – It consider the degree to that societies are integrated
within groups as well as their perceived obligation and dependence on group.
 Uncertainty Avoidance Index – This dimension considers the extent that uncertainty and
ambiguity are tolerated. Uncertainty Avoidance Index considers how unknown situations,
as well as unexpected events are dealt with.
 Femininity vs. Masculinity – Is the dimension referred to as “tough vs. tender,” and
considers the preference of society for achievement, attitude towards sexuality equality,
behaviour and so on.
 Short-Term vs. Long-Term Orientation – This dimension considers the extent to with a
society view its time horizon.
 Restraint vs. Indulgence – It is related to the extent and tendency for a society to fulfil its
desires. In simple terms, this dimension revolves around how societies can control their
impulses as well as desires.
CONCLUSION
From the above mention report it has been concluded that, organisational behaviour
directly give impact on the success of business. In this, Human Resource department play
important role because they are the one who get involve with employees for bringing efficiency
and effectiveness within business. Along with this, there are several factors which directly
impact on individual, team and organisation performance. Moreover, organisation behaviour
includes power, culture and politics in which some specific staff members get opportunity of
ruling on others. So, for resolving this issue Waitrose & partners focus on equality and diversity
in the workplace. Company should adopt several leadership and motivational theories in their
working because it result in staff members encouragement and organisation growth.
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