Organisational Behaviour: Culture, Communication, and Motivation

This document discusses the importance of organisational behaviour in understanding employee performance and behaviour. It explores the impact of culture on employee performance, the role of communication in a company, and different motivational theories. The case study of Sainsbury's is used to illustrate these concepts.

Organisational behaviour
in 1869.

EXECUTIVE SUMMARY
Organisational behaviour plays vital function as it give knowledge about how employees
perform and act at workplace. In addition to this, it include broad display of human resource that
is leadership, training and development, action and many more. Society plays important role as it
influence on the overall behaviour of employees and organisational success as well.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Culture.........................................................................................................................................4
Communication...........................................................................................................................6
Motivation...................................................................................................................................8
Role of culture in overall organisation success...........................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11
APPENDICES...............................................................................................................................12

INTRODUCTION
Organisational behaviour mainly is a subset of management activities associated with
understanding, influencing and predicting individual behaviour within organisational setting. In
addition to this, it is a study of how an individual act and behave at workplace. This help in
developing as well as understanding aspects that can motivate employees, improve performance
and aid in developing effective relationship with staff members working in organisation. Culture
is referred as knowledge and characteristics of a particular group of individuals concerned with
beliefs, faith, value, language & many more (Bloisi and et. al., 2017). It is significant for a
business entity to have appropriate communication with all the staff members as it help in proper
execution of activities. On the other side, motivation is characterized as the ability of a person to
promote and influence others for achieving objectives timely. In the present report, Sainsbury's is
selected as a base company. It is UK's second largest chain of supermarkets and was founded in
1869. The report will consist of cultural theories and models in relation to organisation. Along
with this, theories and models of communication and the impact of culture on communication is
elaborated. Furthermore, motivational theories in context to organisation and the role of culture
in attaining organisational success is discussed properly.
MAIN BODY
Culture
In context to organisation, culture include shared values and beliefs developed by leaders
and then reinforced by different ways, ultimately shaping staff members behaviour, perception
and understanding as well. In addition to this, it is the set of ideologies, beliefs, perception,
assumption and expectations which impose an organisation to change according to staff members
performing in organisation. It is determine that culture directly affect on the performance as well
as behaviour of employees in negative and positive aspect (Clay-Williams and Braithwaite,
2015). Moreover, there are various types of culture that that affect team and individual
performance. In order to analyse this, Handy's model of culture is undertaken, which include
various types of culture and is mentioned below:
Power culture: Herein, higher authorities have the power to assigned responsibilities and
take decision properly and effectively. With reference to Sainsbury's, it is analysed that power
culture affect negatively on employee performance also lower down their performance as well as

creativity level. In addition to this, it is determined that if staff members is not getting power to
involve in decisions and take decisions then the level of interest in executing activities is decline
and impact adversely on performance.
Role culture: In this type of culture, duties and activities is given to employees
according to their interest area, knowledge level, skills, qualification and so on (Haller and et. al.,
2017). It is analysed that Role culture will assist Sainsbury's in proper implementation of
activities and operations as they get activities according to interest area which encourage them
and also retain them for longer time frame.
Task culture: As per this culture, it is categorised between the employee with an
objective to finish it timely and effectively. The managers of Sainsbury's utilize this form of
culture as it help in enhancing profitability and performance as organisation is able to meet with
targets and objectives timely.
From the higher up analysis of Handy's culture typology, it is determine that using of role
culture will be appropriate & feasible for the organisation as it create curiosity in staff members
for implementation of activities that has optimistic influenced on profitability & productivity of
organization.
Effect of culture on motivation in an organization: It is analyzed that culture form motivation
in a company and influence both negatively as well as positively on employee performance. In
addition to this, it is analyzed that giving positive working culture to staff members motivate and
encourage them to execute activities with their full potential. Moreover, if a company undertake
and develop policies by considering culture of staff members then they feel important and valued
part of organization. This impact directly on the performance as well as profitability of
respective organization and also assist in meeting with targets timely.
Hofstede's cultural dimensions theory
This theory is developed by Geert Hofstede in the year 1980. The aim of this theory is to
develop a framework which can be used in order to understand the variation in culture across
countries to pick out a way in which business can function across different cultures (Hosie, and
Smith, 2019). This framework also helps in assessing the impact of different cultures on business
setting.
Power distance index: It considers the level to which the followers can tolerate
inequality and power. High power distance indicate that inequality is accepted in the culture and

encourages bureaucracy whereas low power index indicates that organizational culture that is flat
and decentralized is encouraged. Sainsbury follows low power distance index as they believe in
less authoritarian system.
Individualism vs. collectivism: Individualism refers to a culture that value individual
interest over group whereas collectivism refers to a culture which prefer group interest over
individual. Sainsbury follows individualism as they do not hesitate to take personal responsibility
and feel comfortable in taking decision on their own.
Uncertainty avoidance index: It views the limit to which ambiguity & uncertainty will
be tolerated. The high index signal a low endurance for ambiguity and risk taking whereas low
uncertainty index refers to high endurance for ambiguity, uncertainty. In context to Sainsbury,
the organization provides training sessions for employees to develop skills required in dealing
with uncertain situations that's why company has high uncertainty avoidance index.
Masculinity vs. femininity: It represents the social roles of men vs. women. Masculine
culture drives the need to control the environment and also for competition whereas femininity
represents living in harmony with the environment and concern for relationship (Miao and et. al.,
2020). In reference to sainsbury, they follows equality in roles as well as wage rates. They do not
prefer a specific gender over the other.
Long term orientation vs. short term orientation: Long-term orientation involves
focus on long term success. It emphasises on long term growth, persistence and perseverance
whereas short term orientation focuses on delivering short term gratification. With respect to
Sainsbury, they focuses on long term orientation more as compared to short term as the
organization focusses on long term success and growth.
Indulgence vs. Restraint:Indulgence reflects that society allows free gratification as
compared to restraint as it indicate that society suppresses gratification of need. In context to
sainsbury, company believes more in indulgence as they find it necessary to fulfil basic human
desires.
Communication
Communication plays vital role for a business entity as it assist in making staff members
clear about their responsibilities and activities which leads to proper implementation of activities
and enhancement of performance as well. It is important for higher authorities to have good

communication skills so that they develop good relationship with employees and clarify them
roles as well. The model and theories of communication is mentioned below:
Communication accommodation theory: This theory realise that when a person adjust
or adapt its communication styles to others then change take spot by two ways that is divergence
& convergence (Mogotsi and et. al., 2019). In relation to deviation, it is mainly used to highlight
group identity through touting the speciality of group. Apart from this, convergence is basically
adopted by powerless people for the social support and focus on coordinated communication
style with individual they communicate too.
Shannon-weaver communication model: It is undertaken as on of the oldest model of
communication which is categorised into various stages:
Sender: It is an individual who create content and then send it.
Encoder: It translates the content into signals.
Decoder: It take place afterwards encoding and herein decoder gets signals & acquire a
message.
Receiver: It is last goal where receiver get message in an understandable manner.
Noise: It is related with the distractions take place in transmission channel which
influence on message & also sometimes change meaning as well.
Feedback: Once the message is accepted, then receiver ensure to sender that information
or message is appropriately understand by them & what they get by reading such message. In
addition to this, it is analysed that this step assist effective understanding of message which is
significant for both receiver and sender as well.
In relation to Sainsbury's, it is analysed that it make use of smooth communication which
means that every staff member have the right to straightaway communicate to senior person
regarding any issues or concern. In addition to this, it make employee feel valued and important
which impact directly on efficiency and performance of organisation positively.
Impact of culture on communication in the company: It is determine that providing optimistic
working culture generates effective communication between higher authorities and employees as
well. Along with this, it allow staff members to share their problems to higher authorities and
resolve them rapidly (Yaniv and et. al., 2019). Furthermore, it is stated that positive working
culture allow staff members to share thoughts and ideas effectively to the higher authorities
which in turn develop positive mind set of employees and enhance their performance level.

Motivation
It is referred as a manner of encouraging, motivating and influencing individual to
perform properly and effectively for attaining objectives in set time frame. There are majorly two
forms of motivation that is intrinsic & extrinsic motivation. Content theory and process theory
are two forms of motivational theories which is discussed below:
Content theory: This motivational theory mainly focus on needs of employees that arise with
passage of time. In addition to this, it will assist TESCO to set goals which is attained in given
time frame. Maslow's theory of motivation is adopted by higher authorities of TESCO as a
content theory, which is given below:
Maslow's theory of motivation:
This theory was first introduced by Abraham Maslow in the year 1943 paper “A Theory
Of Human Motivation”. In this theory, human necessity are arranged in the order of lowest to the
highest. Maslow hierarchy of needs explains that to fulfil the basic human needs and to move to
another more advanced need people needs motivation.
Physiological needs: These are the basic needs without which a human being cannot
survive. This include water, air, drinks, shelter, clothing, etc. These needs tremendously
influence the behaviour of a human. In context to Sainsbury, its higher authorities ensure that all
the physiological needs are fulfilled as it help in motivating and retaining employees for longer
time period.
Safety and security needs: The second level of theory comprises of needs related to
safety and security which includes need for a secure environment, no threats of psychological
and physical harm. In order to fulfil these needs of employees Sainsbury provide extra monetary
benefits to employees so that they can live in a safe and secure environment and have economic
security and protection from physical danger.
Love and belongingness needs: This level states that the need for emotional support and
relationship drives human behaviour. In order to be happy and satisfied, it is important for people
to feel love and acceptance among social groups. This includes friendship, trust, affiliating, being
a part of a group. In order to fulfil the needs of employees Sainsbury provide a healthy and
friendly environment to their employees so that they can express themselves better.
Self-esteem needs: It represents the need for appreciation and respect other that this it
also includes thing such as recognition of efforts and personal worth. People need to feel that

they are valued by others. Sainsbury satisfy this need of their employee by providing them status,
respect and full credit of their achievements.
Self-Actualization needs: This need describes the desire of a human being to achieve
their full potential. At this stage, human wants to use or exploit full potential, capacity or talent
of their own. Sainsbury provide equal opportunity to every employee to fulfil their full potential
and also provide training for underdeveloped skills.
Process theory: It is a system consisting of ideas that explains how an entity develops and
changes. Process theory is concerned with “how” motivation occurs. In addition to this, it is used
in psychology, education, geology, etc.
Adam's equity theory: This theory is based on some assumptions and principles, which
states, when an employee do some work with their full potential then certain reward are expected
by them as a part of recognition. Secondly, an employee always compares their input and
outcomes with others and try to sort out the inequality in order to validate the exchange (Miao
and et. al., 2020). Sainsbury motivates its staff by rewarding employees in front of all the staff
members and by giving them incentives which in return not only motivate them but also boost
productivity as well as increase sales. Along with this, company states that gift cards and
vouchers provided to employee is not only to motivate them but also retain them for longer time
period.
Role of culture in overall organisation success
In relation to business entity, culture is concerned with organisation mission, objectives,
expectations and values that instruct staff members. In addition to this, it is important for
company to have positive and flexible on the job culture as it help in satisfying and retaining
employees in an effective manner. Furthermore, it is determine that positive culture create a
healthy team environment that help in execution of operations and activities timely as well as
effectively which in turn leads to increment in performance and profitability of company. All this
will leads to attainment of leading position and success at marketplace.
CONCLUSION
From the above study, it is analysed that application of organisational behaviour assist
organisation to gain knowledge about performance level of staff members that leads to
improvements and enhancement in performance. It is discovered that it is important for business

entity to concentrate on providing positive working culture to staff members which in turn leads
to employee retention and satisfaction.

REFERENCES
Books & Journa
Bloisi and et. al., 2017. Management and organisational behaviour.
Clay-Williams, R. and Braithwaite, J., 2015. Reframing implementation as an organisational
behaviour problem: Inside a teamwork improvement intervention. Journal of health
organization and management.
Haller and et. al., 2017. Reflection as a Means of Understanding: Ways in Which Confucian
Heritage Students Learn and Understand Organisational Behaviour. Multicultural
Education & Technology Journal, 1(1), pp.6-24.
Hosie, P.J. and Smith, R.C., 2019. A future for organisational behaviour?. European Business
Review.
Miao and et. al., 2020. Ethical Leadership and Unethical Pro‐Organisational Behaviour: The
Mediating Mechanism of Reflective Moral Attentiveness. Applied Psychology, 69(3),
pp.834-853.
Mogotsi and et. al., 2018. Modelling the Relationships between Knowledge Sharing,
Organisational Citizenship, Job Satisfaction and Organisational Commitment among
School Teachers in Botswana. African Journal of Library, Archives & Information
Science, 21(1).
Yaniv and et. al., 2019. Person-organisation fit and its impact on organisational citizenship
behaviour as related to social performance. Journal of General Management, 36(2),
pp.81-89.

APPENDICES
Interview
1) What form of culture is prevailing in your organisation and is it encouraging you in
performing roles and responsibilities?
After conducting the interview, it is analysed that out of 30 staff members 15 having a response
that there is inclusive culture wherein employees gain opportunity to share their views and take
part in the decision making procedure. This affect on the function and performance of company
in a positive manner.
2) Do you think that communication helped you in assuring high consistency within team
dynamics learning?
This question was appropriately respond as 26 participants have a belief that effective
communication between staff members & higher authorities help in consistency in learning of
team dynamics.
3) As per you, which is the biggest motivation for you that is non monetary or monetary?
In this, 25 employees out of 30 were having perception that monetary is the biggest motivator
as it encourage the to put their full potential and perform activities properly.
4) Have you experienced that effective motivation techniques is the asset of cultural
dynamics in Sainsbury's?
The higher authorities of Sainsbury's make use of effective motivational techniques in order to
maintain positive working culture at workplace. Employees in a majority segment which is 23
out of total 40 respondents respond that application of effective techniques of communication
thrives the process of cultural dynamics in Sainsbury's.
5) According to you, is Sainsbury's culture is encouraging the overall procedure of shared
values & beliefs which are established by leaders?
Sainsbury's staff members have provide a response that culture of company involve shared
beliefs and values which are explained by leaders and shape positive culture. It was responded
by 15 out of 30 participants. The remaining employees had a perception that conditions are
varying so no particular culture works.