Impact of Organizational Culture on Behavior

This assignment requires students to analyze the impact of organizational culture on employee behavior. It involves researching academic papers and understanding how different cultural aspects within an organization influence individual and group actions. Students need to synthesize their findings and present a clear understanding of this complex relationship.

ORGANISATIONS AND BEHAVIOUR
STUDENT NAME:
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Executive Summary
Organisational behavior is an essential part of any enterprise. It reveals the value, culture, and
techniques of an organisation. John Lewis partnership is having some separate values and
culture. Their management activity reveals their values. It is a top most retail company of UK
which is needed consistency and modification of their work. They need some improvement in
sales and human resource department. The techniques of developing the departmental activities
are discussed in this topic. Each departmental work is connected to other departmental activities.
So, weakness is needed to be modified. If human resource department and sales department
cannot successfully continue, then it is very difficult to get the desired results. Integration and
coordination theses two things are vital for increasing the efficiency and effectiveness. For
adopting strategic interventions, different motivational theories are explained which are
definitely helpful for expansion of the company business.
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Table of Contents
Introduction:....................................................................................................................................4
L01 Relationship between organisational structure and its culture.................................................5
1.1 Comparing and analyzing between the structures and cultures of different organisations.......5
1.2 The importance and impact of the relationship of structure and culture on the performance of
the business......................................................................................................................................6
1.3 Mentioning the factor in a list which could affect the behaviour of an employee and manager
should be aware of that factor when a new policy has been implemented......................................7
LO2 Different accesses to management and leadership..................................................................7
2.1 Contrasting the efficiency of various leadership styles in different organisational situations. .7
2.2 Functions of management in the Sales Department..................................................................8
2.3 Recommendations for evaluating different accesses to management skills & theories for the
development of sales department...................................................................................................10
LO3 Methods of using motivational theories in an organisation..................................................11
3.1 How the motivational theories influence worker of an organisation.......................................11
3.2 Analyse the different inspirational theories used by the sales department and how it is
influencing the employee...............................................................................................................12
3.3 How sales manager make profit by using other inspirational theory for his department.
Explain with reference...................................................................................................................13
LO4 Evaluating the techniques for the development of productive teamwork in organizations. .14
4.1 Selection of an efficient team within the HRM department....................................................14
4.2 Barriers that restricted the development of a productive team in the HRM department and the
team performance..........................................................................................................................15
4.3 Impact of technology on team functioning inside HRM department......................................15
Conclusion.....................................................................................................................................16
Reference List:...............................................................................................................................17
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Introduction:
Organisational behaviour plays an important role for providing a better future to a company. It
consists of the management team and the employees whose behavior will reflect their
organisation’s perspectives. Behaviour of organization here means the behaviour of individual to
an organization i.e. employee activity, his approach to senior and management department,how
he handle the work pressure. On the other hand, culture of the company and management are
important factors which influence the growth of productivity of an organisation. Here in this
report, John Lewis has been chosen for providing a clear understanding about the topic. This
study has discussed about the relationship between the structure and culture of an entity and its
impact on organisational productivity. Apart from this, various approaches of leadership and
management have been analysed that play a significant role in maintaining a healthy work
culture within an organisation. Finally, different motivational factors have been described, in
order to understand the mechanisms that are essential for the development of effective teamwork
culture in workplace.
Figure: John Lewis Partnership Logo
(Source: Knowledge, J. 2017).
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L01 Relationship between organisational structure and its culture
1.1 Comparing and analyzing between the structures and cultures of different
organisations
According to Le Marne and Harris, (2017, p.2), when organisations and its employees share a
mutual culture, the working environment makes it easier for them for sharing common visions
and following productive methods to achieve the desired goal. A composite culture focuses on a
positive impact on the organisation in terms of motivation. It boosts up employees to recognize
with the organisation in order to feel responsible towards the work. Different companies have
different organisational structure and relevant cultures along with it. Organisational structure gets
influenced by several factors like size, its purpose, variations of tasks it performs, external
factors, culture and its product and services.
John Lewis Partnership has the hierarchical structure compared to other organisations which will
govern the ways the organisation will perform its activities with positive and negative impacts
(Knowledge, J. (2017). Mainly two types of structures exist in an organisation; the first one is the
formal structure that describes individual ranks, power channels, section and elements of an
organisation. The second one is the informal structure which explains about the interaction
between the employees in an organisation. In contrast to a hierarchical structure are a flat
organisational structure which has limited layers of management and a tall hierarchical structure
which would not fit the entrepreneurial culture. As stated by Shah et al. (2017, p.240),
organisational culture celebrates individual personality, honesty, and openness at the workplace.
Employees here are independent to identify their aspirations. Other organisations built some
aspects to run its development progress by individual growth opportunities, experience, and
reward on the basis of performance. On the other hand, other cultures like hierarchy culture is
also at times used in an organization. It is a structure that is highly formal. In this kind of culture,
the organization decides what the people would do in the organization, that is, it is upon the
management of the company that decides the actions of the employees at all levels. Long term
goals are emphasized within such culture. Therefore, this results in stability of the organization
that can be paired with efficient and smooth executions of the appointed tasks.
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Figure 2: Hierarchical Structure of an Organisation
(Source: Saunila, 2017, p.27)
1.2 The importance and impact of the relationship of structure and culture on the
performance of the business
As opined by Masai et al. (2017, p.55), in the study of organisation, productive performance is a
fundamental subject which is the most common and easy to understand concept used in the
organisation theory. Failure in understanding the procedures of organisational goals, the
performance level, the markets, and methods of business, structure and all the essential features
of an organisation causes faulty hypothesis of performance. Decisions once made in an
organisation like John Lewis Partnership on the basis of the performance of the employees in the
workplace, employee’s behavior expectations, achievement of the workers, it can then execute
the structure and promote marketing, culture and customs of an organisation in order to achieve
the expected audacity, behavior and objectives (Knowledge, J. (2017). The role of a structure is
not only to increase the capabilities of an organisation but also the procedures involve high
performance.
According to Mulej et al. (2017, p.147), a poorly designed organisational structure that consists
of well performing employees gets adapted to the poor structure. Such situation occurs because
of the reasons that the employee’s does not have full control on the procedures, methods, rules
and regulations, supporting system of an organisation. Therefore, in many organisations, the
performance management often magnifies these feelings that promptly push the employees to act
according to the structure, system or the forceful methods.
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The relationship between the performance and culture, a number of substantial publications are
there for guiding it. High performance within different organizations causes the appearance of
strong culture. When an organisation performs well, collective principles, duties and standards of
an organisation of different sectors takes place. This kind of culture proves that in order to be a
commodity of high performance, critical elements are used for distributing in the success of an
organisation.
1.3 Mentioning the factor in a list which could affect the behaviour of an employee and
manager should be aware of that factor when a new policy has been implemented.
The new policy when developed in an organisation is affecting the behaviour of an employee
(Joseph et al. 2015, p.35). Employee has the tendency to work and behave accordingly as per the
old rule and regulation. All of a sudden, because of changing policy, employee need little gap of
time where he wanted to adopt the new changes. Sometime new policy affect very badly to the
relationship between employee and customer. Sale manager should be aware of that and find out
solution by handling their client by himself.
New changes or policies are impacting the organisation and employee are resistant to the new
change of the organisation. The transition of new software is a part of new change which affects
the working speed of employee and it would take some time to understand by employee. It is the
job of the management team to conduct training for this new transition and sale manager must
have all the knowledge of system.
This part of the assignment discusses the kinds of behaviors that affect functioning of employee
in the organization.
Perception: It is the intellectual process that helps in transformation of sensory stimuli in some
meaningful information. Therefore, it can be signified as a process of interpreting something that
can be used later on to judge a situation and give verdict on the same.
Attitude: It can be explained as a cognitive process of an individual that is a learnt reaction or
say response of a person. Therefore, it defines the state of a person towards his or her individual
tasks.
Attribution: It is the course of observation of behavior which is usually followed by
determination of the cause of the same. However, the determination I soften based on an
individual’s personality or a particular situation.
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Abilities: Abilities are essentially the traits that are either learnt by a person from his or her
surrounding environment or the traits that are gifted to a person by birth. There are varied kind of
abilities such as physical, intellectual and self-awareness abilities.
LO2 Different accesses to management and leadership
2.1 Contrasting the efficiency of various leadership styles in different organisational
situations
As stated by Ali, (2017, p.20), an organisation is having different types of leadership styles in
various situations for growing its business worldwide for future investment. The basic types of
leadership styles are as follows:
Autocratic: These leaders are mainly inexperienced with leadership criteria which involve
people management. They can even cause damage to the organisation by forcing their
subordinates to implement the strategies and services in a very restricted way. Autocratic
leadership does not include commitment, innovation thinking and creative ideas which lead to
failure of the task in an organisation.
Bureaucratic: This type of leaders acts according to assigned policies and procedures with
creativity to meet organisational goals. It is most effective for John Lewis Partnership when its
employees are performing routine tasks on a regular basis and when safety training is conducted.
For other organisations it has been observed to be productive when the employees are
performing jobs of handling cash.
Democratic: As mentioned by Akram et al. (2017, p.175), democratic leaders encourages the
employees to take part in decision making, keeps them notified about everything that creates an
impact on their work and make them aware of the responsibilities to solve problems. It develops
pan for helping their subordinates in evaluating their own performance level and also allows
bringing up individual goals. It is most effective for John Lewis Partnership when it decides to
boost team building and active participation of all team members.
Charismatic: This type of leadership provides a fruitful ground for the purpose of creativity and
innovative performance which is very motivational for the employees to work in an organisation
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irrespective of any situation. The leaders have a vision and mission as well as personality for
motivating their subordinates to execute their individual goals.
Transactional: This types of leaders always in a will to return something for following them
effectively in the situations like; promotion, performance review, new duties and changes in
responsibilities It can be quite effective in many organisational situations by creating
motivational members which adds an advantage to the respective organisation.
2.2 Functions of management in the Sales Department
According to McCarthy, (2017, p.1471), the management team plays a crucial role in the sales
department in order to uplift the progress of the company’s developing structure. The important
functions of the Sales Manager in an organisation are discussed below:
Managerial Functions: As stated by Panuwatwanich et al. (2017, p.60), the key role of a sales
manager in John Lewis Partnership is managing sales operation which includes short and long-
term sales policies and sales objectives for development. They also execute their responsibilities
by consulting with other heads of departments in an organisation. It is the duty of him to
establish informative sales programs in order to improve competitive positions of the
department, to reduce the price of redistribution and achieving all the sales objectives which are
predetermined on the basis of quality and quantity. Their function also involves certain
procedure like; recruitment, training, selection and motivation in the best significance of the
organisation.
Administrative Functions: Sales Manager is the administrative head of the sales department of
an organisation who imposes total control on the employees and executes sales office. It is his
duty to create an effective plan of sales enterprises and also managing the actions of the entire
workers under his control. The sales manager is the leader of the sales personnel for guiding and
directing their subordinates to maintain his own role effectively. One of the vital functions that a
sales manager imposes is an administration of sales office which involves a large amount of
paperwork and keeping details of records depending upon the assigned duties.
Miscellaneous Functions: As commented by Gkorezis and Petridou (2017, p.5), it is the duty of
the sales manager to make sure long-term consumer relationship for achieving prospectus goals.
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For conducting individual selling to increase the volume of sales, sales manager plans and
executes the strategies for supervising and controlling the efforts of sales implemented by sales
personnel. Organisations are facing market competition for which substitutes are entering into
the market. It is the function of the sales manager to inform about it to the top level authority
along with his recommendations. He is responsible for maintaining discipline in the organisation
for better outcomes. Organising sales promotion activities such as seminars and conferences
where sales members and customers are getting incentives. He also prepares sales budget for an
organisation to have a proper maintenance in the workplace.
Figure 3: Functions of Management in Sales Department
(Source: Gray et al. 2016, p.852)
2.3 Recommendations for evaluating different accesses to management skills & theories for
the development of sales department
According to Sethibe and Steyn, (2017, p.175), various approaches have been evaluated to
management skills and its theories gradually which has its impact on sales department as well. In
order to improve for future benefits, certain recommendations have been discussed: Planning is
the key aspect of managing the organisational work better in a systematic way by determining
aims of the organisation, a course of action selection, initiating different activities for
transforming plans into actions for the best outcomes. Strategic planning is also implemented by
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ManagerialFunctionsAdministrativeFunctionsMiscellaneousFunctions

the management team of John Lewis Partnership for marketing goals and promoting the business
to other target markets.
As stated by Chantall-Rocha and Japyassú, (2017, p.147), time management is very important
for the managers in order to monitor and analyze the work that should go on time and meet the
deadline which will also be effective in marketing proposals. Staffing is a vital aspect that needs
to be carried in organisations for managing an old and expanded company by getting right target
market. Human resource planning is an integral part of staffing to get an idea about the pricing
for implementing objectives. The recruitment process must be effective in an organisation where
the main role will be to write job description specifically. The directing team must be alert to do
their respective work and identify the best qualities among its subordinates like communication
skills, education qualification, human relation skills and motivation. According to (Abdeen et al.
(2017, p.308), reporting is needed for the managers to implement it as a coordinating factor to
transmit the information actively to execute the process effectively. Budgeting is very crucial for
organisations to create fiscal planning, revenue structure to meet the objectives and future deals
to long run the organisation. It requires a definite understanding and specific planning for
development structure within the enterprises.
LO3 Methods of using motivational theories in an organisation
3.1 How the motivational theories influence worker of an organisation
In the opinion of Zingg et al. (2015, p.221), the organisation comprises of employee and
infrastructure. Some rule-driven organisation is strictly following the schedule and maintains
pressure on employee to meet their target. A good organisation signifies by not only his
production ratio but also their culture. Inspiration for employee is necessary to make them work
enthusiastically. Taking the example of John Lewis Partnership, a renowned company, has set up
example of an organisation that has vision to achieve success in business.
In the opinion of Joshi (2016, p.55), employee is the most important factor, a company should be
flexible with employee and should give feedback of work done by the employee. Manager
should assign work as per the capability of individual. Employee may have normal iq but better
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memory or vice versa, work should go as per the skill of the employee. Therefore, it is the
responsibility of manager to identify the person.
John Lewis partnership’s principles are very simple and crystal clear. Company believes in the
happiness of employee, which would definitely lead to power, knowledge and profit. This
company is the role model for the organisation those are already setup their business and also for
the startup. It is company with 86,700 partners which make it unique organisation in the
industrial world of UK and also other part of world. Their belief clearly says that employee
empower the business process and enhance the growth.
In the opinion of Rana and Goel (2015, p.197), an enthusiastic employee will push himself to
complete the task in the given time and in a proper way. Employee would take interest in the
work as the assigned work is as per his capability. Motivational theory by management team and
leader would encourage the employee for long term goal in the specific company.
In the opinion of Haque (2014, p.1960), manager has to address the new team those have not
much knowledge of sale and market. As the market is dynamic in nature, so manager has to
convey working style which would not match with older one because of the changing scenario of
the market. Sometime new team is nervous about the new managing leader, scare about his new
strategy. Managing leader has to take opinion of each and every member of the team toward
market. The addressing speech should be based on their opinion.
3.2 Analyse the different inspirational theories used by the sales department and how it is
influencing the employee.
In the opinion of Johnston and Marshall (2016, p.55), the companies are inspiring the employee
of sales department in a different way to achieve their target. Firstly, management team applies a
theory to find out what is the positive and negative opinion of the employee toward the working
system of company. Analyse them what should be the perception to handle the customer and
how to behave when customer is not accepting the product to maintain the relationship.
In the opinion of Brehaut et al. (2016, p.436), best theory is hard work to achieve the target of
the company and so motivate them by mentioning the benefits of achieving the target. Usually,
with salary structure incentive also given to the employee if he met the target set for him.
Therefore, especially,in the world of sales target with benefits should be shared among the
employee in the organisation. The target and benefit should vary person to person. It would
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motivate the feeling of competition among each other to get more incentive that would lead to
automatically achievement of target. In the opinion of Gammoh (2014, p.551), sometime
competition become the main reason for bad interpersonal relationship of employees. This is the
responsibility of the manager to implement theory so that collaboration remains in his place
without leaving the competition. In the opinion of Hedelius and Nilsson (2014, p.25), the best
theory for it is keeping the benefits hidden from one employee to another employee by putting
norms and condition from company and target should be mention openly. In the case of fresher,
when they interact with manager and leader in the beginning of the job, fear factor work in their
mind. At that time, if supervisor or manager treat with employee harshly in their mistake,
employee would get demotivate and cannot plan further for the assigned task or rather he/she
would lose interest in the job. One more theory is to provide comfort zone to new employee and
drag them slowly to company’s environment where employee got scolded or criticised for their
mistake.
3.3 Evaluation of motivational theories and its usefulness in the context of efficiency of
managers in organisation
In the opinion of Joseph (2015, p.61), there are some cases where an employee is performing
nicely when they are inspected by the supervisor. Sometimes other type of tactics should be used
to make the employee perform well, it include ‘criticising for their mistake’. This theory is not
applicable for everyone. Each company comprises of different type of worker which also contain
irresponsible employee. Those employees, if criticised are working properly and also gives
result. Some award should be given to the best performer if they achieve more than expectation
of the company such as ‘employee of the month or employee of the year’. Motivation is needed
more for those employees who are under performer. Thus, special training session should be
conducted for this kind of employee to improve their confidence level.
In the opinion of Angkanakitkul et al. (2015, p.84), sales manager has all the record of the
performance of the entire team member. The manager can motivate the under performer by
giving an idea on real time basis. That means he has to analyse the working style of best
performer from the ground level to them so that they can implement it in their own way and try
to achieve the target. During the trial of achieving target the employee might got no success at
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first attempt. Then, it becomes the responsibility of manager to support them and boost them for
another attempt.
Management team always tracking the current scenario of the market and analyse the need of the
customer and also their satisfaction level. Manager can give the feedback of the situation of
market to their team member randomly and can suggest plan to execute. The motivational theory
would work only when employee possess positive attitude.
LO4 Evaluating the techniques for the development of productive teamwork
in organizations
4.1 Explaining the group behavior and its nature within an organization
As opined by Bang and Phadtare, (2017, p.65), an effective team is essential to be present in the
HRM depart for running the business productively. A manager of the organisation goes to a
selection process for getting a perfect balanced team. The procedure includes:
Identifying vacancy and evaluating the need: When a vacancy is there for a position that is
newly created, a manager has to understand the strategic goals of the organisation and the
upcoming changes with a proper job analysis. When replacement occurs it needs to look at the
points that the previous employee was lacking behind so that to find the key qualities in the next
candidate during the selection procedure.
Developing Position Description: According to Jeschke and Weitkamp, (2017, p.120), a
manager during recruitment need to write down the job description effectively in order to get the
best candidates suitable to their individual job roles as per the criteria is given by the
organisation. The description should include all the necessary information like; job duties and
responsibilities, job functions, the purpose of the position and very fewer requirements from the
candidates.
Creating Recruitment Plan: It is essential to develop before selection process in an
organisation is it John Lewis Partnership even which is approved by the organisational unit. It is
done in a strategic and systematic order for hiring the best-qualified candidate. Recruitment plan
needs elements to work with in order, which includes; position period of a candidate in
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respective job profile, placement goals, a vast variety of agencies, advertising resources through
social media platforms, print advertisements and internet job sites and resume banks.
Applicants Review and developing short list: All search committee members’ review the
applicants for ensuring individual biases should not interfere after the position has been placed
on the candidates.
4.2 Barriers that restricted the development of a productive team in the HRM department
and the team performance
As stated by Kearney and Kruger, (2016, p.46), an effective team in the HRM department gets
restricted from developing in an organisation due to various reasons, some are listed below:
Poor Communication: Bad communication skill acts as a barrier to develop an effective work
atmosphere. Without communication, the team gets distracted from its flow of works which
leads to a loss of the business. Therefore, the team in this situation tries to enhance their
communication skills for effecting working efforts.
Uncertain Goals: When the goals are not specific by the management, then the team cannot
work productively leading to job functions distortion. Simultaneously when the duties of
individual members of each team fail in achieving those goals, the distortion takes place in the
workplace. Hence, the team members build more definite perspectives for their projects and a
clear vision.
Deficit Managerial Involvement: According to Sherr et al. (2016, p.412), when the managers
cannot perform his duties in team execution due to lack of time, then the capabilities of creating
an effective workplace gets threatened. Thus, the team members act accordingly to work in a
productive manner for the best outcomes without any mistakes in the progress report.
Ego: Members who do not work accordingly for general advantages of the group will face
difficulty in developing into a productive unit. When the staff members out of ego change their
role and interfere in the jobs of the team members, the group progress will be in threat.
Therefore, the team members are in need to check their individual egos and work together on
their given tasks by building a strong united team.
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4.3 Evaluation of impact of technology on functioning of team inside HRM department
As mentioned by Gray et al. (2016, p.852), the business world has been changed with the
influence of technology rapidly and the functions of the team member in the HRM departments
get affected. Computers and the Internet have increased the impact of technology significantly in
an organisation. This impact is noticed even in human resources, where technology plays a
crucial role to showcase its influencing level on HR practices.
Recruitment: Human resources have been greatly impacted by technology in one way that is in
the area of recruiting. It has made the process more efficient where the candidates can upload
their resumes online and the recruiters can get them for interview selection. Organisations now
can put the job description for vacancies on the internet through their company website or in
various job portals.
Training: According to When and Montalvo, (2016, p.458), for human resources professionals
in order to train the new employees in an effective way, information technology has played a
significant role in it. John Lewis Partnership has successfully emerged in this new technology era
of progressing. Getting company information and training programs from outskirt locations
erodes the need for trainers to act directly with brand new hires. Training in virtual practicing
centers makes it possible for the HR practitioners for training a vast number of employees with
the help of computerized programs of testing.
Performance Management: HR practitioners’ uses information technology to approach the
performance of employees and also getting their feedbacks that are utilized for the future
betterment of the organisation. It has been made possible by different software programs in order
to examine the roles and duties of the employees using metrics meeting action standards
deliberately.
Conclusion
In this context, the importance of structure and culture of the organisation has been analysed.
The organisation has many departments with employees with different skill and perception. Its
hierarchy itself conveying that the systematic approach is necessary for running the organisation.
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Next come culture which is an important factor to make the relationship between the employees
and managers. Most important factor which comes along all mentioned factor is employee which
causes downfall and uplift of an organisation.
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