Assessment

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1. A critical analysis of the organisation’s culture, politics and power influence behaviour of
team and individual.....................................................................................................................3
P2. Evaluate how process and content theories of motivation and motivational techniques
enable effective achievement of goal..........................................................................................4
P3. Explain what makes an effective team as opposed to an ineffective team...........................6
P4. Apply concepts and philosophies of organisational behaviour within the organisation ......7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisational behaviour defines as an examination of how an individual or the
group of team members behave in their surrounding workplace or in an organisation.
This study is associated with the people working in the groups of a person who is
working to achieve a defined goal (lblasand et. al., 2019). Such examination becomes
more critical and intriguing when the circumstantial components interact with each
other. It has been observed that the intelligence level, role of the job, beliefs of the
organisation, and the work situations are few agents that aids in identifying the
behaviour of the human beings.
Marks and Spencer Group Private Limited Company is a British international
retailer which was founded in 1884 by Michael Marks and Thomas Spencer. The
companies headquarter is in Westminster, London. An organisation is qualified in
providing highest quality of clothes , food items, fashionable footwear, home wares and
other beauty related accessories. The company is enrolled on London Stock Exchange
and it has recently around 959 stores across the United Kingdom. The report will
discuss how the behaviour and action of a person is impacted by the politics, power and
the culture of organisation. It will further elaborate the motivational theories and concept
of organisation behaviour that affects the productivity and performance of a person.
MAIN BODY
P1. A critical analysis of the organisation’s culture, politics and power influence
behaviour of team and individual
Some of the components like the power, politics as well as the culture of an
organisation plays a vital role in altering the actions of the person working in Marks and
Spencer plc. It has been analysed that such behaviour may positively or negatively
affect the efficacy and efficiency of an individual towards the enterprise (Kitchin, 2017).
The study of human beings behaviour must be focussed on these three factors, the
impact of such components are mentioned below.
Culture of enterprise – It has been observed that each and every company is
unique in its own way and all of them have specific culture which assist in organising the
staff members. Such culture consists of the values, philosophies and assumptions that
defines the manner people act when they are involved in some task with other team
members. The belief system of a company is also guided by psychological and societal
environment. Four various type of organisation culture is elaborated below.
Clan culture – The root of such culture is collectivity. The staff members
considers them as a part of a large family where they share the common passions and
hobbies with each other. Leadership often take a shape of mentorship, and the
traditions bound the company. The leadership involves frequent communication and
collaborative team work (Ruckand et.al., 2017).
Adhocracy culture – The culture revolves around the innovations and energy
state. The associates are encouraged to engage in such task which require risk taking
skills. Creativity is the key to success, thus most emphasis is given on free thinking and
be genuine.
Market culture – Such culture is based on accomplishing solid results and
mechanics of competition. The leaders involved here are demanding and focus on

improving the goal oriented skill in every team member. The culture concentrates on a
single goal and out compete the rivals by high performance.
Hierarchy culture – This kind of culture in based on control. The surrounding of
work is strict and very formal where each and every task is being attained by following
the company guidelines and structure. The leadership is founded on monitoring where
large emphasis is rendered to perfection.
Clan culture may be considered as the most effective culture which lay emphasis
on collaborative team work and involves all such aspects which are required to enhance
the effectiveness of Marks and Spencer.
Politics of company – Some people often utilise politics to unofficially and
informally sell creative ideas so as to level up their power and attain the marked aim.
Such utilisation may affects the probability of getting appreciated and rewarded (Cherry,
2017). This practice may have antagonistic and constructive consequences on the
behaviour and performance of other employee working in same enterprise. The impacts
of such actions have been marked below.
Constructive organisational politics – The affirmative impact of politics
sometimes result in advantage and are observed not to be involved in power
manipulation. They may furnish in providing platform to compete among the politically
influenced staff members. They also impact in conflict resolution among the team
associates and could be implemented by Marks and Spencer plc.
Antagonistic organisation politics – The antagonistic impact are huge and
often result in suppressing the ideas and opinions of the employee. Around such
influencing and manipulative people, the assistances and associates get scared and
feel threatened around their presence. Due to this people fail to complete their
objectives and show poor performance.
Organisational power – The capability of a person to affect the decision and
performance of an individual. Such power can change the perception of other people
and sometimes help in acquiring suitable aims and visions. The predefined and
empowering power are majorly advantageous to the mangers and high level authority
bosses who actually engage in assigning projects and assignments for the associates.
Different types of organisation power are discussed below.
Reward power – The ability of manager to set the control of giving rewards
according to the employee wants and desires comes under reward power.
Coercive power – It is contrary to reward power. The power involves in building
bitter experience for the working people (Leithy, 2017). This act may come during
suspension, dismissal and demotion for the workers.
Legitimate power – It revolves around mutual understanding and designation.
The workers as well as agents agree that the power of controlling the associates is the
right of agents.
Moreover it has been observed that using all these powers in appropriate time
and situation by the managers and targets will be beneficial to Marks and Spencer plc.
P2. Evaluate how process and content theories of motivation and motivational
techniques enable effective achievement of goal
There are different types of motivational theories which help in the organisation
to achieving their goals. In the given organisation Mark & Spencer, with the help of this
theories they can achieve required goals in order to enhance the expenditure of the

company and to increase the market value. The motivational theory basically divided
into two parts content and process theory.
Content theories:- The content theories are used to address on the factors that
can motivate the people. In the context of given company, they examine the
requirements of each employee of their company and motivate to fulfil them.
Maslow's need hierarchy:- In this there are basically five level in hierarchy from
lower level of needs to higher level of needs. These needs are classified into two sub
needs which are deficiency needs and growth needs. With this the company can fulfil
the physiological, safety, esteem, social and self-actualization of the employee (Alleyne,
2016).
Herzberg's motivation:– Hygiene theory:- this theory beneficial & dissatisfied
factors that can help and affect to the employees. This theory differentiate the beneficial
factors into achievement, responsibilities, promotion and recognition. The dissatisfied
factors include working conditions, company policy and interpersonal relationship.
McClelland's needs theory:- This theories refers the needs of three factors
which includes the power, achievement and affiliation. These three factors are
developed by the the life experiences and the employees motivate highly by personal
achievement. With this, the company can identify the efficient employees and use them
to motivate others.
Alderfer's ERG theory:- The ERG stands for existence, relatedness and growth
of human needs. This theory helps in motivation by providing the requirement different
to different people. It includes all physiological desires which are fulfil by the company to
motivate their employees.
Process theories:- It deals with process of motivation that how it can be
occurred to motivate the employees. The process includes the behavioural and
psychological and a needs that can affect to the behaviour of employees. In the given
organisation, the company can identify the issues related to the work process and can
delivered the motivation according to the situation (Clarkand et. al., 2017).
Vroom's expectancy theory:- This theory evaluate the behaviour from choices or
decision of individuals that examine the outcomes. The company can identified the
outcomes that how an individual wants motivation.
Adam's equity theory:- In this theory the employees regularly appreciate the co-
workers by providing them rewards according to their work. This will bring the equality
for everyone.
Goal setting theory:- The company can set the better goals according to the
performance of their workers. It helps the company to achieve the long term and short
term vision and mission.
Reinforcement theory:- This theory is the relationship between the behaviour of any
employee and it consequences. If the consequence is positive then it will implement
again but if the outcomes are negative then it will doesn't repeated (James, 2017). The
company can use this by analysing the behaviour of employees towards work.
In context to this report, the Maslow's need theory of motivation may be
considered as an effective theory for motivating the people in all level and aspects of
life. The needs which state the basic, love, safety, esteem and self actualisation wants
make an individual motivated from different perspective of life. Such practice also aids

to focus on engaging them in enhancing their personalities and contributing their
effectiveness in business development of Marks and Spencer.
P3. Explain what makes an effective team as opposed to an ineffective team
It has been analysed that there are various elements which aids in making the
team effective so as to meet the demands and objectives of the business in most
unique and productive style. Though, it has been seen that to make the team such
effective and high, different forms and models need to be applied. Within a company,
the participation and role of the staff members play a very crucial part which actually
helps in gaining profit and earnings in the business (Peter and Chima, 2018). The team
becomes effective when each members of the group take the full responsibility for their
assigned work and carry out the activities confidently and in sustainable way. The
ineffective team on the other hand consist such members which do no take their work
and roles seriously and face constant issues till they complete their assigned task. In
context to Marks and Spencer, genuine evaluation and monitoring is required so as to
generate an effective staff members team, which has the ability to act and complete
work accordingly and achieve highest target than other team. The divisions is
dependent on the basis of level of focus, confidence, positivity, flexibility or efficacy.
Both the teams have been differentiated below depending upon their qualities and skills.
Skills Effective team Ineffective team
Contribution of members Every people participate in
providing their ideas and
contribution. Lots and lots of
discussion occur over a
issue and then proper
mitigation is derived from
the team members.
Only few individual take part
in the meetings and
conferences. Such people
are often recessive and do
not involve in talking about
the current issue in team or
in the company.
Conflict resolution The people in group are
very much comfortable and
interact on daily basis, thus
the probability of getting into
argument or conflicts are
very rare. If they get into
such situation, they avoid
and work collectively.
Arguments and
disagreements are not at all
dealt between the team
members thus they always
have negative effect on
their performance. They
may be dominated by the
agents and feel suppressed
which result less affectivity.
Decision making The decision are made by
taking consideration of each
staff member. The leader
agrees and finalise the
decision only when all are in
common and general
agreement.
The actions and decisions
which are considered
prematurely even after
consulting with the team
members accurately. The
real issues are never
analysed and if does then
the decisions are not
unanimous.

Leadership The agent or the manager
of the group not at all
dominate over other team
members and neither they
interfere with the working
and power of the boss.
The leaders always
dominates over the
subordinates. The
effectiveness of the team
members are in the hand of
leaders or managers. If the
manager is weak the
problem remains same and
may get worse. If the
manager is strong, the
problem is solves singly.
Communication Two way communication is
being observed with in the
team members. The team
members among
themselves as well as with
manager interact daily over
every issues and try to
perform collaboratively.
One way type of
communication is being
seen in this team. They are
not being informed about
the recent tasks and
mission of the group. The
people just work without
any aim and vision, thus the
performance are lagged
down and they suffer
ambiguity.
Labour division The actions and decisions
are once taken, then the
assignments are addressed
to the workers very clearly.
The members accept the
task and understands the
roles and responsibilities of
their own which will be
required in accomplishing
the aims as well as the
missions.
The decisions and actions
which are made are not
clear. As they never interact
among themselves, their
responsibilities and roles
are never defined. They
work aimlessly and never
clearly understands the
main mission of the
organisation.
Marks and Spencer plc should focus on developing effective team member group
so as to achieve the given task in less possible time and make the company successful.
P4. Apply concepts and philosophies of organisational behaviour within the organisation
The concept of the organisational behaviour basically moves around the action
and behaviour of person in an organisation. Such behaviour does not involve the
emotional aspect of the individual rather it focusses on the rational thinking. The major
aim of this action is to study and explain the human behaviour in the most goal as well
as action oriented manner (Woodand et.al., 2016). It tends to balance act of the people
and technical beliefs at the work. It aids in achieving productivity and retaining more
number of employee.

The retaining power is also maintained keeping the dignity of the workers and
making them satisfied after completion of their task. It has been observed that the
Marks and Spencer Private Limited Company is being facing problem of resolving
conflicts among the staff members and they sometimes fail to mange the functional and
operational department. Thus, to manage the problems and improve the quality of the
work the path goal theory may be adopted by the given organisation.
Path goal theory – Such theory is also being called as path goal theory of
effectiveness in leaders. It includes that the main leaders are actually accountable for
rendering resources, important informations and help responsible for providing support
and help to various staff members in order to acquire and attain aims of the enterprise
(Shah and et.al., 2017). Major objectives involve in this model is to satisfy the workers,
increase the motivation power of the employee and empowering and dividing the work
among the members so as to make the operation and functioning more smooth and
easy. There are some prime elements which may be covered in this theory. Such
elements are described below.
The style of Leadership – In respect to solve the issues of the business
effectively there are few aspects which can be considered.
 Supportive attitude must be there in the managers and the leader who is leading
the team. The support which is being provided should be friendly, where the
workers can interact and take their issues easily (Nuckcheddy, 2018).
 The aspect of Directive tends to render proper and clear guidelines to their
subordinate and the lower working people. This practice assist in performing the
given task as per the requirements. The manager sets the guidelines and make
them understand the ethics which must be kept in mind while working for their
mission.
 The participative quality consist of making relevant decisions which are crucial
with respect to the enterprise. The participative nature also aids in making group
discussions time to time so as to make the team members confident. This level
of intensiveness benefits the company and assist the business to give
competitive edge to other workers.
 The nature of achievement oriented is always beneficial and advantageous to
the company and help the employee the attain the highest action and
performance. It makes the environment and surrounding of the company less
stressful and more energetic and enthusiastic (Wan and Wan, 2016).
In context to Marks and Spencer plc who has few problems regarding miserable
operations working in the market. Enforcement of this model may assist the managers
of the system to allot specific responsibilities to the staff people as per their skills and
intelligence thus they could execute the work more efficaciously and deepen the
procedure of dealings in Marks and Spencer plc.
CONCLUSION
From the above report, it has been concluded that an organisational behaviour
refers to an examination of how an individual or the group of team members behave in
their surrounding workplace or in an organisation. It consist different cultures like clan
culture, adhocracy culture, market culture & hierarchy culture and politics including
constructive organisational politics & antagonistic organisation politics along with power
such as reward power, coercive power as well as legitimate power. However, it includes

motivational theories like Maslow's need hierarchy, Herzberg's motivation, McClelland's
needs theory, Alderfer's ERG theory, Vroom's expectancy theory, Adam's equity theory,
Goal setting theory and Reinforcement theory. In addition to this, it involves differences
among ineffective & effective team by considering certain factors like contribution of
members, conflict resolution, decision making, leadership, communication and labour
division. Moreover, it consist various philosophies and concepts of related to
organisational behaviour which should be consider within a business concern.

REFERENCES
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engineers: A group and multicultural approach. Routledge.
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Wood, J.M., and et.al., 2016. Organisational behaviour: core concepts and applications.
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