Organisation Behaviour Report

This report analyzes organizational behavior, specifically focusing on Waitrose, a British supermarket chain. It examines the impact of organizational culture, politics, and power on individual and team behavior and performance. The report also explores content and process theories of motivation, effective vs. ineffective teams, and various organizational behavior models.

Organisation Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1 ...........................................................................................................................................1
P1 Culture, Politics and Power of organisation......................................................................1
P2 Content and process theories of motivational techniques ................................................4
PART 2 ...........................................................................................................................................7
P3 development of an effective team as opposed to an ineffective team. .............................7
P4 Philosophies of Or.............................................................................................................9
CONCLUSION .............................................................................................................................11
REFERENCES ............................................................................................................................12

INTRODUCTION
Organisational behaviour means study of both group and individual and also the
interaction between the organisation and human being. It helps to develop the better
understanding of the organisation as well as work in better way to achieve the goals of the
organisation . Present study is base on Waitrose which is a chain of British supermarket, and one
of the leading food retailer. In these report it will cover how organisation culture, politics and
power influence individual and team behaviour and performance of the organisation. And for
culture it will explain with the help of Handy model and for power it will explain with the help
of five forms of power. It will explain the content and process theory and different type of
motivation technique in terms of monetary and non- monetary in order to achieve the goals of the
firm. In additional it will demonstrate the understanding of effective team in term of ineffective
team and lastly it will explain the concept of OB within an organisational context.
PART 1
P1 Culture, Politics and Power of organisation
The organisation's culture, politics and power can influence individual and also the team
behaviour and performance which is explained below -
Culture
Organisation culture includes beliefs, style, assumption and principles of organisation
members. Every company has it unique culture just like people do and also has its unique
personality. These shared values have a strong influence the behaviour of the members. As
several model is propose for explaining the organisation culture one of them is Charles Handy 's
model .In which there are four types of culture which organisation has to follow (Baker and
et.al., 2016).
Power culture – It is the first type of culture model that is power culture. In which the
power remain in the hand of only one person . The subordinate has to depend upon the power
holder. And only few peoples are authorized to take decision and the rest has to follow the rules
and regulation. By that it will impact to employees and team members because of power is
handle by the one authorizes person . In that employees and team member are not able to take
any decision which are related to work . By this power culture impact to team member and
individuals . There are very strict rules and regulations that one has to follow as they don't have
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any option left. Also in power culture the employees do not have the liberty to share the
innovative ideas or participate in the decision making thus, employees has to follow the superior
so this impact the employees performance in negative way. Also, there will be delay in decision
making as team is depend upon the power holder. And it hampers the growth of the overall
organisation .
Task culture- It is the second type of Handy ' s model in which teams are formed to
achieve the goals and objective of the organisation and also the team solve the problems of the
organisation. In which the same interest people and like minded people are form the team so that
less conflict emerge in the organisation. Basically there are four to five members in the team
which contribute equally and with the right mix of skills and creative ideas can be productive for
the organisation and also it gives the best result as team work in the best possible way and also
proper coordination help the team to achieve the goals and also improve the efficiency of the
organisation. There will be positive impact on the team as well as on individual as it improves
the performance of the individual because like minded people form the team. And it will increase
the efficiency of the team and organisation. Task are some time easy as well as challenging , in
challenging task it will impact the team and individual.
Person culture – In this type of culture the employees feels that they are more important
part of organisation. As they are concern with themselves and show less interest towards the
organisation. Employees only come for the sake of the money and never get attach to the
organisation as they concentrate in self goals rather than the organisation gaols. This will impact
in negative way on the team as the individual concentrate on achieving self goal rather than team
goal. On the other hand it will impact in positive way on the individual because they are
fulfilling their goals. The behaviour of the employees and their attitude affect team and
individual if the behaviour is in negative way it affect in the working of the organisation.
Role culture – It is the most effective type of culture as the employees have different
roles and responsibilities. Waitrose follow this type of culture as it is very transparent where
employees know what to do and responsibilities are delegated on the basis of the skills,
qualification and interest so, they perform in the best way. It will give positive impact on
individual as they became more responsible and dedicated towards the work . And also the team
perform in the positive direction and it will benefit to the organisation. If the role of the person
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changes then it will affect the individual in the negative way and hence the performance of the
organisation decreases.
Power
As power is one of the important thing in the organisation as it influence the individual ,
team behaviour and overall organisational performance. If the power is positively used then the
organisation work in the right direction and on the other hand if the power is negatively used
then it will hinder the growth of an organisation. Also, Power is explained by the help of Five
Forms of power by the French & Raven.
Coercive Power- In this type of power, one is force to do something against the will and
also leads to many problems as one is not willing to do the work and also does not have interest
in doing. Coercive power can lead to unhealthy relationship. Also employees are not satisfied
with the organisation. It will impact in the negative way on the performance of the individual as
they are force to do the task without their will. And also it will affect the performance of the
team as there are major chances of the conflict in the team because team is not satisfied with the
organisation. Thus, leaders with coercive power does not able to satisfy employees effectively
and they feel demotivated, this leads to bring negative impacts on the performance of individuals
and team within Waitrose organisation.
Reward Power – This type of power uses different type of bonus, perks, rewards,
promotion, new projects and many opportunities and other monetary benefit to influence the
people. It is based on the idea that society is more tending to do things when they are rewarded
well. And also the subordinate get motivated when they receive bonus and reward. It will impact
positively on the performance of individual and the team as the member will get motivated by
the rewards and recognition and work in the positive manner. Company aims to provide various
rewards to the individual and thus it will have positive impact on team and individual.
Legitimate Power- The scope of the power has short term impact. Giving rewards and
bonus and punishing employees is most common in these type of power. In legitimate power
there are strict rules and regulation which one has to follow. It will affect negatively as well as
positively on team and individual performance as some time the leader make strict rules which
are very difficult to follow by the employees. Company aims to made strict rules and regulation
and this will impact in negative way of the team and individual of organisation as it decreases the
efficiency of the organisation.
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Referent Power – This power means the ability to attract and influence other as the
leader is often seen as role model and also have the charm such as celebrities and famous
personality plays the main role in this type of power as they have the ability to attract them
(Bester and et.al., 2015). thus, company aim to attract the employees by the help of celebrities
and thus it will have positive impact on the team and individual.
Expert Power – This is the most effective type of power .Waitose use this type of power.
It is base on the skills , expertise, information and knowledge . Every one trust their ability to
fulfil several roles and also the goals of the organisations. This power helps the organisation to
work in the effective way and also motivates employees to work with full capacity. This will
help to improve the performance of the individual and team . Organisation work in smoother way
as individual are doing what they like to do . As company aims to provide work according to the
skills and qualification of the employees and thus it will have positive impact on the team and
organisation.
Politics
Politics is one of the most important element of the organisation as when people misuse
there power it will negatively impact the condition and environment of the company. As each
one try to pull down and gain better advantage by doing inappropriate things. If the employees
does not have the capability to work well then they play politics to grab the attention of their
superior and also to became famous in the organisation and also to be in the good books of other.
With the affect of politics the efficiency of the organisation decreases and also it affects the goals
of the firm as employees are not having proper environment to work in. Politics hinders the
growth of the organisation as the working of the organisation is not friendly. So politics
influence the individual and the team behaviour to the large extent.
Negative – Negative politics hinders the growth of the individual as well as team. And
also it gives chances of conflicts and impact the behaviour of the team and also the performance
of the employees and team reduces and it will hinder in achieving the desire motive. .
Positive – Positive politics favour the team and individual as it motivates them to work in
the right direction. And it increases the efficiency of Waitrose. And also the operational
productivity of wait rose increases .
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P2 Content and process theories of motivational techniques
Content theory is one of the most important theory as it give emphasize upon what
motivates people and also study the behaviour of the individual. The content theory discuss here
is Maslow's hierarchy theory as it contain five stages to define the behaviour of the individual.
Physiological Needs – It includes the most basic need of the individual which is most
important for the survival of the individual such as need for food , water and sleep that are the
primary Needs . Physiological need consider as the first step in internal motivation. If the needs
are not fulfilled by the organisation then it will increase the displeasure and people will become
more lethargic and does not show interest in working in the organisation. Waitrose provide these
type of need to the employees so that they work in effective way with full capacity (Nichols
Hess, 2015).
Safety needs – Once the physiological needs are met then the next need arises is known
as safety needs in which include security, safety and stability. It includes need about security of
roof over one's head and also safety of housing and family members. By providing all the
facilities employees will feel more motivated and work in better manner. This will help to
achieve the goals of the organisation.
Social belonging – After physiological and safety needs are fulfilled the third level of
need is social belonging related to the interaction with other people and also acceptance of
belongingness among social group whether it is small or big. Every individual need is to being
recognise in the society. (Harrigan and Commons, 2015).
Esteem needs – It includes ego needs or status needs in which people give importance to
the reputation, achievement and recognition. Most human need to felt the importance and respect
in the organisation .Some esteem needs are achievement, attention, recognition and reputation.
Esteem needs are classified into two such as internal esteem and second is external esteem. First
one only include self respect but later one include social status and recognition . By
achievement , attention and status they feel that he is very important in the organisation. And
employees perform in more effective way.
Self Actualization – the self actualization needs of employees are fulfilled by leaders by
providing them with challenging task and activities. This lead to bring motivation in employees
as they feel their efforts are being recognised and valued.
Process theory
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It is basically of system of ideas that how the organisation will change and develop. The
process theory discuss here is equity theory which is base on the principle of balance or equity.
In which people are to be treated equally and also receive what they are capable off. It need to
understand the input which are those things an individual does in order to receive something and
output is that what the person receive. This theory is base on assumptions that are -
In which input include training, qualification etc. and output refers to the reward,
recognition and promotion.
And the second one is that individual expect fair and equitable reward for their
contribution as employees does not like partial behaviour (Bosse and et.al, 2017).
Waitrose follow process theory as it follow the principle of input and output. As input of
the employees will be the education, skills, past training and development, experience and
energy and in return they receive recognition, promotion, status, salary and rewards and different
type of benefit (Omerzel , 2016). this all benefit help the organisation to achieve the desired
goals as the employees will perform well get motivated by all the rewards .
The different motivational technique which are used to motivate the employees are financial
motivator and non- financial motivator
Financial motivator
Financial motivators are the motivator in which people are giving monetary help to
motivate them to work in the better quality and to achieve the goals of the organisation . There
are many financial techniques which are use by Waitrose to motive the employees -
Pay and Allowances – As salary is considered as the basic motivation for which people
put efforts and work hard. It also includes many allowances such as dearness allowance,
travelling allowance and other. And also Waitrose provide allowances to the employees so that
perform better work.
Incentives – incentive means extra wages which is given to the employee if they
complete the given target at time or if the employees increases the sales of the company then
different type of incentives are being provided to the employees which help the working of the
employees.
Bonus- Bonus are given above the salary. Waitrose offer bonus at the time of Christmas
and New year. So that it help to improve the working of the employees and also it increases the
performance of the employees.
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Retirement benefit – Waitrose provide various retirement benefit such as provident
fund, pension, gratuity which helps to motivate the employees and help them to work in full
capacity.
Perquisites – It means the additional benefit the company gives to the employees such as
car allowances, medical care and housing (Manika and et.al., 2015).
Non – financial motivator
The factor which include reward and recognition other than monetary benefits. It helps
the organisation as by providing many rewards the employees feel motivated and work with fully
energise form
Status – employees get motivated by the status also as they enjoy the better status and
designation and it works as the source of motivation. Waitrose promote employees to the higher
position if the employees works in full capacity.
Appreciation and Recognition – this is the second source of motivation in which
employees must be appreciated for what they achieve and time to time compensated so that they
perform well.
Work life balance – The employees should be in the position to balance their work life
as well as their personnel life and also a balance employees is motivated employees. This
element help Waitrose for achieving the objective and goals of the company. Also, it will
beneficial for the company if the employees work in highly motivated way.
Working condition – It is important for the organisation to keep healthy and friendly
working environment in which proper lighting and sanitation must be there so that it will help
Waitrose to improve the work performance of the employee's (Ruck , 2017).
PART 2
P3 development of an effective team as opposed to an ineffective team.
It is very important to understand that what makes an effective team as opposed to an
ineffective team by the help of Tuckman model which explains that as a team develops maturity
and ability, build relationship and also the leader changes the leadership style. Tuckman model
has basically five stages such as Forming, Storming, Norming, Performing and Adjourning
which are explained below -
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Forming – In these stage there are high dependence on the leader guidance as all the
subordinate are depended upon the power holders for there guidance and direction. Little
agreement and issues are to be solve by the help of the leader and all the employees depend upon
them. Individual role are unclear and also decision making process takes times. In these only
leader is prepared to answer the lots of question about the team 's purpose, objectives and
external relationships. In these team member are usually on their best behaviour even at the early
phase. But the team member depend upon the leader for the further direction to build team in the
positive way. If the leader of Waitrose provide the best guidelines and support to the member.
There is clear structure of the responsibilities of the member then it becomes the effective team.
If there is unclear structure as member doesn't known what task to be perform and also leader
doesn't provide proper guidelines and there is high dependence on power holder then it will be
ineffective team by which Waitross faces many difficulties (Bowman, 2017).
Storming – This is the second stage of team development in which it is more focus on
the emotional issues in which the group starts to sort itself out and gain each other' trust . In these
stage conflict may arises between the team member as by the status and the power that are
assigned. In these stage decision doesn't come easily it takes long process as there are many
conflicts as there is clarity of work but there are many uncertainties. In these stage the team need
to focus on the organisational gaols and objective without distracting by the conflicts,
relationship with other members and emotional issues. As different member works as a team
they learn a lot that is different style. Sometime tension, argument and frustration argument in
the organisation occur. This stage can also be upsetting as dispute arises in the organisation.
If Waitrose provide positive environment and also if there is less tension and frustration among
the members so that there will be less dispute in the Waitrose so that there will be effective team
in the organisation but if there is more dispute between the member than team perform in the
ineffective way and perform less.
Norming – This is the third stage in which roles and responsibilities are clear and
accepted . In these stage the big decision are made by the proper discussion and agreement by the
group . And also in these stage the small issue and decision are delegated to individual or the
small group of team so that member become more responsible and feel that they are the
important part of the organisation. Member's highly committed towards the work and show unity
in the team. Also, there is less conflict among the member as member may engage in the fun and
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social activities and also the member respect the leader. These stage is very effective as in
Waitrose there are less chances of conflict as team members show unity and have a good term in
the organisation and the roles and clear and also goals of the organisation are easily achieved.
Performing – This is the forth stage in the organisation as the member are highly motivated and
focus on over achieving the goals of the organisation and team has the shared vision and try to
achieve them in every possible manner with the help of leader. Sometimes conflict may arise in
the organisation but these conflict are solved in the positive way and also necessary changes and
made by the team for the improvement. Members of the team are highly independent as task are
delegated by the leader but the member can take help from the leader and also member look after
each other and try to make a positive environment.
If the leader of the Waitrose delegate the responsibility and try to maintained the positive
environment and also leader motivate the team to achieve goals than the team behave in the
effective way with less dispute in the organisation on the other hand if the leader doesn't delegate
the responsibility than the team perform in the ineffective way.
Adjourning – This is the fifth stage of Tuckman model in which when tasks is
completed successfully and the purpose fulfilled it is important to celebrate the efforts of the
team in the positive way and it important to give recognition of the individual achievement. This
will motivate the employees as there work is being appreciated and also proper reward are been
given to the members. This stage is known as mourning as stage is wrapping up the task and also
team breaking up. If Waitrose time to time celebrate the team efforts as well as individual
achievement and gave them recognition and reward then team perform in the effective way on
the other hand if Waitrose doesn't celebrate then member may disappointed and work less
(Khuong and Hoang, 2015).
Bases Effective Ineffective
Organised Effective team is way to
organise team and also it work
in the proper way and works
more productivity .
Ineffective team is not
organise and the structure is
also not clear .
Team focus Effective team is very team
focus as they are motivated
There is lack of team focus as
the purpose and objective is
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and the purpose is also very
clear
not clear .
confusion In effective team there are very
less no. of problems and
confusion as all their member
know their responsibilities.
In ineffective team there are
high chances of confusion.
In equal membership There is not inequitable
membership in the
organisation and carry equal
status .
There is in equal membership
as team may not carry equal
status within the group.
Points which need to consider
1. they communicate well with each other
2. organised well
3. clear structure
4. proper cordination
P4 Philosophies of Or
Model of Organizational behaviour
Model helps study the complex things in the clear an effective manner. Model are
broadly classify in four types such as autocratic, custodial, supportive and collegial.
The Autocratic Model
In these the manager exercise the command over the employees in which the manager
give order, direction and command to the employees and the subordinate must obey the order in
the given manner. The subordinates are depended upon the power holders for further orders and
small issue in the organisation are solved by the manager. By these the result of the performance
is minimal because of highly dependence on the manager. Also, the managerial orientation is
formal and it is assumed that the manager know what is best for the organisation and employee's
obligation to follow orders without questions and interpretation (Morgeson, Mitchell and Liu,
2015).
The Custodial Model
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These model is base on security and satisfaction of the employees oriented towards the
benefit and dependence on the organization . Custodial model is originally develop in the form of
employee welfare programs. Waitrose uses many benefits and security to satisfy the employees
so that the subordinate feels motivated and also the custodial approach depends on economic
resources as the Waitrose must have economic wealth to provide economic security , pension
and other fringe benefit. By providing all the benefit to the employees there will be many
advantages as there will be decrease in labour turnover of the employees and also subordinate
performance will also increase (Coccia , 2015).
The Supportive Model
These model states that the employees are self motivated and also the subordinates are
highly contributed to the Waitrose. In this manager actually leads his employees by setting good
examples and also being involve in various tasks. In these the manager of the Waitrose creates a
positive and supportive working atmosphere for the workers so that it will help the workers to
work in better way to achieve the goals of the Waitrose. The employees deliver the best work to
the organisation and also show the involvement and interest in Waitrose. The manager believes
that given due and appropriate changes, the workers become ready to share responsibility and
also improve themselves . Under supportive approach the management 's orientation is to support
the employees' performance in improving the individual and organisation goals (Wong and
Wong , 2017).
The Collegial Model
This is the forth model as it is the extension of supportive model. This model lies on
management's building a feeling of partnership with the employees. It is the most effective
method as employees feel that they are needed and useful in the organisations. Employees are
considered manager as the joint contributor to Waitrose success rather than a boss. One of the
advantage of the model is that the employees become self – discipline and also feel more
responsible towards the work as they create a feeling of team work. In these model everybody
works as colleagues. Collegial refers to a highly co- operative set of people working together for
the sake of efficient working and to achieve organisational goals. These model focus on the
harmony of the organisation and creates positive attitude.
Path Goal Theory
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The theory is bases on the employee perception of expectancies between the efforts and
performance. It is greatly affected by the leader's behaviour. In these the leader helps and support
to employees for achieving goals by clarifying the paths and also helps to remove the obstacles
to performance so that it help the employees to work in the better way. Basically there are four
Leadership style such as:
Direction: In these the leader provide the guidance and direction of work to the employees. It
helps to employees for achieving the goals of team work leader provide (Morgeson, Mitchell
and Liu , 2015).
Supportive –In these the leader creates friendly environment in the team and also give support
to them. The manger of the Waitrose support the employees in the best and possible way. This
style is same as people oriented to gives more importance to people in the waitrose.
Participative – In these the leader take decision for their team and also prefer group decision. in
the decision making process leader take the ideas of employees by that they feel motivated. It
takes the opinion of the subordinate about the issue so that it help to build the strong relationship.
The leader believe to work as a team and also gives importance to the subordinate (Chumg and
et.al, 2016).
Achievement oriented – In these the leader of the Waitrose sets challenging goals and also
motivate and encourage employees to improve the performance and work of them. The leader
believes that by motivating and encouraging the employees the subordinate can achieve the
challenging task in the easier way. In this the employees are highly motivated and perform in the
better way. As motivation is the key for success (Bititci and et.al, 2015).
CONCLUSION
These report is about the organisational behaviour which helps to study the individual and
organisation and also the interaction between the both. Also, it analyses the influence of culture
by the handy 's model, power by the help of fives forces and the influence of politics on
individual and team behaviour and performance. Further it has concluded that it is important to
motivate the employees and in above study it has use the content and process theory to motivate
the employees. By the help of Tuckman theory it helps to know the effective team and
ineffective team by the help of various stages such as forming, norming, storming, performing .
And also it uses different philosophy and the model .
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