Organisational Behaviour Analysis of Marks and Spencer

This report analyses how organisational culture, power and politics affect individual and team behaviour and performance at Marks and Spencer. It evaluates how motivation theories and techniques enable effective goal achievement, explains what makes an effective team, and applies concepts and philosophies of OB to influence behaviour in a business situation.

Report

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Analysing how the organisational culture, power and politics can affects the individual, team
behaviour as well as performance. ..............................................................................................1
An evaluation on how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisation...........................................................2
An explanation of what makes an effective team as opposed to an ineffective team..................4
An application of how concepts and philosophies of OB inform as well as influence behaviour
within a given business situation.................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Organisational behaviour describes the study of human behaviour which helps in making
organisational settings, the interface in between the organisation and behaviour of humans and
also the organisation itself (Balwant, 2018). This provides an insight which helps in making
employees understood how to behave as well as perform effectively within the workplace. In the
following report, selected organisation is Marks and Spencer which is a multinational retailing
company of UK. The company was founded in 1884 by Michael Marks and Thomas Spencer
along with this it headquarters is in London, England, UK. The following report covers
analysation on how an organisational politics, power and culture can affects the individual, team
behaviour as well as their performance. It further covers the evaluation in order to know how
content as well as process theories of motivation as well as motivation techniques enables the
effective achievement of organisational goals. It also covers explanation which define what
makes an effective team in opposed to an ineffective team. In addition to this, it also covers an
application of how concepts as well as philosophies of OB inform as well as influence behaviour
within a given business situation.
MAIN BODY
Analysing how the organisational culture, power and politics can affects the individual, team
behaviour as well as performance.
In many organisation, there are many factors exist which provides great influence on the
behaviour of an organisation. These are defined as culture, politics and power of an organisation.
Organisational culture describes about the some beliefs, values as well as attitudes that affects
the behaviour and performance of the individual within the organisation. Due to different rules
and regulation of the organisation makes different organisational culture. The management of
Marks and Spencer wants follow a unique culture in their organisation in order to influence the
behaviour of their employees so, they give their best in their performance (Miao and Herbert,
2020).
In an every organisation, politics are divided into two parts that are informal as well as
unofficial which helps in improving the organisational power which helps them to meet their
goals and objectives in better manner. The political power of Marks and Spencer influence the
decision making process which makes them to take important decision which helps in making
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their organisational process more effective. The organisational politics of Marks and Spencer
provides both negative and positive impacts on its productivity. The politics in among the
employees of Marks and Spencer can grow unsuitability of supports because it makes employees
to let other employees in order to maintain a distance. The organisational politics of the company
allows their employees to change the decision making of their management in their beneficial
manner that is unproductive for the organisation.
Organisational power describes the actions which influence the individual of the
organisation in order to gain more power. This provides great impacts on the behaviour of the
individuals for controlling the resources of an organisation in better manner. The organisational
power describes about the complete transactions in between the agent and the target (Huang,
2021). It defines as the agent is the one who use power in order to conduct the particular task
whereas target is the one of who takes attempt in order to can use the power. In Marks and
Spencer, power can be used by its management in both positive and negative manner. The
positive impact of organisational power in the company can helps in increasing the
communication and productivity in between their employees whereas its negative impact can be
take place when the power is forcing to other in order to get various benefits.
An evaluation on how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisation
Maslow's hierarchy theories
Motivation refers to the procedure conduct by an organization to promote and enhance the ability
of their employees to give their best working performance in their respective assigned task with
the help of monetary and non-monetary benefits. Furthermore, the chosen theory in this report is
Maslow's hierarchy of needs, which is made up of five level that includes various types of needs
and wants accepted by an employees from their organization. In context to, marks and spencers
this theory is been summarized below:-
Physiological needs: This is the first stage of this theory which includes the most basic
needs such as air, water and food etc. and the company can full-fill these needs by
providing perfect monetary and wages to their employees. Moreover, the organisation
provides basic amenities within premises to satisfy such needs. In context to marks and
Spencer they should always satisfy their employees these basic needs which will lead them
to attain their loyalty towards the organisation (Larijani and Saravi-Moghadam, 2018).
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Safety needs:After fulfilling the demand need this need arises which includes to the
security and protection needs which the employee are wanted to experience. In context to
marks and Spencer they can full-fill these needs by providing job security through legal
agreements and also through insure proper safety in their work place.
Love and belongingness needs: This is one of the important need which an employees want
to acquire in their working field. An Individuals expects friendly and healthy interpersonal
relations at workplace. Thus, in context to the mark and spencers they can full-fill these
needs by developing strong co-workers relationships. They should develop a working
environment in which a worker is able to freely communicate with their higher authorities
and fellow workers (Shahid and Muchiri, 2018).
Esteem needs: This is also a important factor of this theory that states that every worker is
desired to be recognised and respected within the workplace in order to satisfy its esteem
needs. In context to marks and Spencer they should always appraise their employees work
which can help them to motivate those worker to do more in their respective working area.
The managers of the marks and spencers ensures that employees are being appreciated for
their potential contribution and continuous efforts in growth of the organisation. This will
help them to increase their productivity, hence it helps in increasing the profitability of the
company (Brunetto, Xerri and Farr‐Wharton, 2020).
Self-actualisation needs: This is the last need of these theory which describes that
every individual's have personal needs and they expects personalized development,
acquisition and improvement within self by giving their time in contributing in the
company. In context to m,arks and Spencer they should conduct various workshops and
training programs which helps their employees to upgrade their skills as per the current
requirement in the world. Marks and Spencer being a highly renowned company
enhances scope of growth among employees through building their personalities and
groom them for a corporate culture through training.
Adam's equity theory
This theory states that a worker become demotivated regarding the both factor which are
the relation of their job and work, if their given inputs in their respective field is not been
recognised and they not receive the proper output of their hard work. If the employees inputs is
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not been appraised than it can cause various issues such as lack of work, de- motivation or
sometime a big conflicts within the organisation. In context to marks and spencers they should
always motivate their employees by providing proper recognisation, appraisals, incentives and
awards to their employees as per their completed work.
An explanation of what makes an effective team as opposed to an ineffective team
Effective team- It is describe as the group of people allows open discussion among the
team members make them participate in the teams and the organisation by encouraging them to
make contributions in the discussions. By pursuing common goals and assessing their progress
by making everyone to work on organisational goals. There are opinion differences in the
effective teams but they use healthy conflict and involves different ideas and creativity before
reaching on disagreement. Effective team involves good leadership that helps team in leading
team in difficult circumstances. Team members listen to each other and healthy and lot of
discussion take place (Olivier-Pijpers, Cramm and Nieboer, 2020).
Ineffective team- It refers to the team which is lacks to achieve business objectives and
there is lack of agreement in the members on the goals and objectives. The atmosphere of the
teams are full of tensions and disagreement that leads to destructive conflicts among the team
members. Because of disagreement clashes of personality occurs. In ineffective teams decision
making becomes difficult process as team members avoids the assessing and discussing their
goals and performances. Members do not listen to each other and few people dominate the
discussion. Marks and Spencer should build teams that makes company environment healthy and
enjoyable (Yadav and Punia, 2021).
An application of how concepts and philosophies of OB inform as well as influence behaviour
within a given business situation
Path goal theory
This theory provides a framework on the behaviour of the leader that make impact on
motivation, performances and satisfaction of the employees of the organisation. This theory
implies that an effective leader complements their employees and compensate the weaknesses of
the employees. A good leader provides the path to its team to achieve target goals and them to
remove obstacles and pitfalls. It provides the ways by which a leader can support and encourage
the employees. There are 4 types of path goal theory that are:
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 Achievement-oriented - This indicates the type of leadership that focuses on
encouraging and influencing employees in achieving challenging goals. They are
encouraged to five their highest level of performance and displays excellent form
working. A leader provide independent working environment by trusting their ability and
their working and problem solving skills.
 Directive path-goal - This theory involves a directive leadership, that gives proper and
clear guidance to the employees in the process of carry out the tasks by giving their best.
This form of leadership aims to minimize the ambiguity working functions and the the
role of each and every employees becomes clear. A leader provides high degree of clarity
to workers with respect to rules, policies and the procedures.
 Supportive- With this theory, a good and effective leader provides support in the needs
and well-being of the workers and makes work easy and enjoyable for them by being
friendly with them. This type of leader style particularly useful when employees having
personal problems and needs motivation.
 Participative- This theory involves behaviour of leader that consist consulting with
employees on decision making, tasks, ways to reach goals and enable them to directly
involved in critical decision making. This makes employees motivated and valued in the
organisation and results in higher productivity (Safi, 2021).
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CONCLUSION
From the above report it has been concluded that, motivation plays an important role in
enhancing the working capacity of their employees. Completely motivated employees will
always give best performance in their assigned task. If the organisation properly motivate their
employees than it can build more loyalty of their workers towards the organisation. Furthermore,
marks and spencers is the organisation which is being chosen in this report. Their are various
theories such as maslows hierarchy of needs and Adams equity theory which is been summarized
in this report. Marks and Spencer can follow the pyramid of maslow theory which can help them
to motivate their employees to do best work. Later on, a brief on how effective team can
negatively impact the effective team is been disclosed in this report. At last, how concepts and
philosophies of OB can inform and influence the employees behaviour within the given situation
is been included in this report.
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REFERENCES
Books and Journals:
Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education, 42(3), pp.389-401.
Miao, Q., and Herbert, K., 2020. Ethical leadership and unethical pro‐organisational behaviour:
The mediating mechanism of reflective moral attentiveness. Applied Psychology, 69(3),
pp.834-853.
Huang, Y., 2021. Work motivation and operational risk assessment: a new direction for
organisational behaviour studies. International Journal of Risk Assessment and
Management, 24(1), pp.54-72.
Larijani, F. and Saravi-Moghadam, N., 2018. The effects of positive organisational behaviour on
entrepreneurial personality and innovation. International Journal of Productivity and
Quality Management, 23(2), pp.247-272.
Shahid, S. and Muchiri, M.K., 2018. Positivity at the workplace: Conceptualising the
relationships between authentic leadership, psychological capital, organisational
virtuousness, thriving and job performance. International Journal of Organizational
Analysis.
Brunetto, Y., Xerri, M. and Farr‐Wharton, B., 2020. Comparing the role of personal and
organisational support on the innovative behaviour of frontline healthcare workers in
Australia and the United States. Australian Journal of Public Administration, 79(3),
pp.279-297.
Olivier-Pijpers, V.C., Cramm, J.M. and Nieboer, A.P., 2020. Residents’ and resident
representatives’ perspectives on the influence of the organisational environment on
challenging behaviour. Research in Developmental Disabilities, 100, p.103629.
Yadav, P. and Punia, B.K., 2021. A Paradigm for Validating Organisational Citizenship
Behaviour Scale in Indian Context. FIIB Business Review, p.23197145211051166.
Safi, F., 2021. The influence of human resource management practices on organisational and
national turnover intentions: A study of Pakistani university academics (Doctoral
dissertation, CQUniversity).
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