Motivational Theories in Management

The assignment delves into the realm of motivation theories within a management context. It examines Equity Theory and ERG Theory, analyzing their core principles and practical applications in influencing employee behavior and organizational performance. The document incorporates various scholarly sources and illustrations to provide a comprehensive understanding of these influential theories.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
P1 Analyse the influence of culture,politics and power on the behaviour of others in an
organisational context.............................................................................................................1
P2 Motivational theories and its benefit in order to accomplish organisational goal ...........5
PART 2............................................................................................................................................9
P3 demonstrate an understanding of what makes an effective team ,as opposed to an
ineffective team......................................................................................................................9
P4 concepts and philosophies of organisation behaviour ....................................................14
CONCLUSION..............................................................................................................................16
.......................................................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Organisation behaviour can be discussed as observation of individual performance and
knowing the manner how people response to other employees in organisation. Culture, behaviour
of others, organisational structure etc. are various element that influence the behaviour of
individual in the firm to great extent. Each firm aims to make its employees loyal and motivated
towards the brand so that people like workplace environment and sustain in the firm for longer
duration. OB helps in predicting nature of person and knowing factors that impact on
performance and behaviour of particular person to great extent (karaoğlan, kuralay and colpan,
2019).
Present study is based on Waitrose which is the leading supermarket firm. Company is
popular for its skilled employees and offering quality services to consumers across the world. It
has almost 353 retail outlets in United Kingdom. Apart from this Waitrose also has 65 little
convenience shops more. Wide of products and luxurious services have made this organisation
unique from other competitors. Current report will explain impact of culture, power and politics
of individual and team performance. Furthermore, it will explain various content and process
theories of motivation that helps business in accomplishing goal of the organisation. In addition,
study will evaluate the factors that make an effective team. It will also analyse team development
theory that supports in developing an effective team. At last, assignment will evaluate concept
and philosophies of organisation behaviour.
PART 1
P1 Influence of politics, culture and power on behaviour of others in an organisational context
Organisation culture: -
The culture in an organisation is known as a system of shared beliefs and attitudes which
is developed within an organisation and regulates behaviour employees. It defines as the
fundamental assumptions, ways and values of interaction which contribute to unified
psychological and social environment of an enterprise (elsmore, 2017).
Handy's model: -
There are 4 types of culture in accordance with Handy's model, which the organisation implies: -
 Power culture

 Task culture
 Person culture
 Role culture
Power culture: -
In power culture, only the few people in the organisation have power to take decisions
and making rules. These people are higher level authorities in the organisation. The subordinate
does not have any power and they are bounded to follow the instruction of higher authority.
Individual who hold the higher position in the organisation and have power to take decision.
Their performance will increase. As power is in the hand of higher authorities thus, some time
they misuse their power that make the employees negative. If top management do not appreciate
their work then they feel demotivated and that affect their performance in team. Whereas if
power is given to talented people such as managers etc so that take right decision for welfare of
workers that makes them positive towards brand (miner, 2015).
Task culture: -
In task culture, on the bases of employee's skills and ability, organisation gives task. The
teams are created according to their qualification and solve the problems and achieve the goals of
the organisation. All team members have equal power to take decision. They all performs their
duties individually and support in raising productivity of the organisation and teams are shaped
to attain targets or solve complex business issues which lead to uncertainty. Task culture enhance
both individual as well as team performance. Task culture helps in allotting work to employee’s
asper their abilities, by this way individual understand their work and perform it well (karaoğlan,
kuralay and colpan, 2019). Thus, it impacts positive on their performance and they become
confident and positive towards the brand thus, their behaviour gets positive as well. Such people
work better in team as well that influence team performance because all employees work
together, share their experiences and try to meet the team goal soon.
Person culture: -
In person culture, the employee of the organisation works independently. They have
power to take decision for their own benefit in an organisation (karaoğlan, kuralay and colpan,
2019). In this culture, individual’s performance is increased because they have right to take

decision. As person things that individual is superior thus, sometimes feel confident but poor
supervision affect their performance and team performance as well (nagar and sharma, 2016). As
all decision taken by person only thus, they become positive and work better in the firm.
Role culture: -
In role culture, the organisation is defined roles and responsibilities of each and every
employee according to their qualification and interest. In this culture, the performance of
individual and team members is increased because all knows their work and responsibilities.
They work independently to achieve organisations goal (karaoğlan, kuralay and colpan, 2019).
Each person is given different role
The Waitrose company follows role culture. The role culture helps to create friendly
environment and conflict are not or less arises between employees and management because all
employee work independently to contribute in achieving Waitrose’s goal. The best performer is
rewarded by promotion in their area. This culture enhance individual performance because they
all perform their work independently and take decision on their levels. On other side in team, the
roles and responsibilities are divided to each team members so the chances of conflict is very less
in a team (miner, 2015).
Importance of culture-difference awareness: -
Culture-difference awareness is essential because of increasing differences at workplaces
and schools on the basis of cultural, racial, and ethnic groups. If person is aware about different
cultures then it helps in understanding different perspectives of people within the world in which
we live.
Waitrose company supports cultural diversity and also supports the ideas of the
employees who is working in the Waitrose company that make a positive contribution towards
company (karaoğlan, kuralay and colpan, 2019).
Cultural diversity plays significant role in business unit. If people are aware with
different cultures and their values, then it helps in understanding views of others. That develops
healthy relationship between employees. If people are well aware with cultural aspects then it
would help in minimising conflicts and confusion in workplace.
Power and politics: -

It summarizes that politics, power and behavioural tendencies which are basic needs of
individuals and groups. The focus of individuals is on using power to satisfy their needs and
attain success. Organizations use power and politics to control their members, maintain and
preserve themselves (chadwick, 2017).
Power is the capacity of an individual to influence the behaviour of others. Power can be defined
as controlling behaviour of person that influence behaviour of employees in organisation.
Positive power is the term in which higher authorities use their power positively and treat
workers without bias whereas in negative power top management sometimes promote
favouritism and promote only their favourite staff.
Politics refers to a variety of activities associated with the use of influence tactics to improve
personal or organisational interests. Politics can be defined as utilisation of power by
management for making changes in organisation. It may be for personal interest or for firm as
well. Organisational politics supports in obtaining benefits that cannot be achieved without
having controlling behaviour.
Influences of politics:-
Positive impact of politics
If top management don’t play politics and give reward to employees on the bases of their
performance. This kind of politics will motivate people and will raise their satisfaction level. By
this way individual will perform well in organisation and will be loyal towards Waitrose
(karaoğlan, kuralay and colpan, 2019).
Negative impact of politics
If higher authorities promote favouritism, then in such condition employees will become
negative and will not like to work in the firm for longer duration. This will affect their
performance and will make them negative towards the brand.. (nagar and sharma, 2016).
Influences of power:-
If Waitrose plc management use their power in negative manner to demote, transfer or
deny raises to their employee it may create conflicts or grievances among individual and between
team members. This will influence the attitude and willingness to do work as the individual and
in the different groups (karaoğlan, kuralay and colpan, 2019).

Types of power:-
 Coercive power:- It refers to a power of an individual that is used to influence members
in negative way. In this a person use its position and suppress other person to do a
particular task. This power effects individual as well as team performance team through
demotivating employees and create conflict (chadwick, 2017)..
 Reward power:- This power involves to provides reward to those individual who
delegates their efforts to achieving organisational goals. The managers of Waitrose have
duty to give rewards to their subordinate for the outstanding performance that motivates
individual as well as team to work hard and enhance their performance (karaoğlan,
kuralay and colpan, 2019).
 Legitimate power:- This power provides some responsibilities to the management of the
waitrose company. They have right to give rewards and punishment to the employees.
This power de-motivates individuals and team members and effects their performance
towards target (nagar and sharma, 2016)..
 Referent power:- In referent power, the management of waitrose have power to hire
someone at reputed position from their personal contact. They do not consider
qualification, experience etc. this power impacts negative towards the employees and
team members performance (chadwick, 2017)..
M1
Culture, power and politics have high influence over team and individual behaviour. If
company has healthy and friendly culture then employees will like the workplace and they will
be positive towards brand. But if culture is not good then it may make them negative towards the
firm. In such condition all the individuals will not perform well. This will affect team
performance to great extent. But if leaders utilises their power in an effective manner and treat
all workers equally then it will promote healthy culture and all employees will give their full
support in order to meet team goal.
D1
There is significant relationship between culture, power, politics and team performance.
Positive culture and positive power aid in developing good team and all the workers contribute
well in accomplishing organisational goal. By this way company gets success. In order to

improve culture Waitrose has to create healthy culture and have to develop friendly workplace
environment so that all employees can communicate with each other well. This will help in
meeting with organisational goal.
P2 Motivational theories and its benefit in order to accomplish organisational goal
Process theory of motivation:-
It includes psychological and behavioural processes that motivate a person to act in a
particular way are referred to as process theories of motivation. In essence, these theories
examine how a person's needs will affect his behaviour in order to achieve a goal related to those
needs (chadwick, 2017)..
The 4 types of process theory of motivation:-
 Adam's equity theory
 Goal setting theory
 Vroom's expectancy theory
 Reinforcement theory
Equity theory of motivation:-
It states that the employees perceive what they get from outcomes in relation to what they
put into inputs and then compare their inputs- outcomes ratio with the inputs- outcomes ratios of
others .This theory of motivation describes the relationship between the employee's perception of
how fairly is leader being treated and how hard leader is motivated to work. (miner, 2015)..
Furthermore The theory is also known as ‘social comparison theory’ or ‘inequity theory’.
Perceptively, employees try to reduce their inequity through such comparisons or by establishing
hypothetical exchange relationships (nagar and sharma, 2016). An individual takes into account
the amount of work that they puts in and the corresponding rewards that they gets for the same
and then compares the efforts and rewards of similarly placed persons in the organization
(chadwick, 2017)..
Inputs: It includes all the elements that employees believe they bring or contribute to the job
such as experience, education, effort, loyalty, commitment etc.

Outcomes: It includesare rewards they perceive they get from their jobs and employers
outcomes includes direct pay and bonuses,job security, social rewards and etc.
Illustration 1: equity theory
(source:-Equity theory: keep employees motivated,2018)
Assumptions of the equity theory:-
 This theory creates concerned for an individuals by comparing to others.
 Employees expect an equal and fair return for their contribution towards the organisations
goal.
The employees of waitrose uses this theory to identifying their performance level from
other and enhance their performance to achieve organisation's goals (Kitchin, 2017).
Content theory:-
This theory includes the work of abraham maslow, david mcclelland, and other
psychologists as they attempted to explain why human needs change, but not how they change.
They explain the specific factors that motivate behaviour.

11 Maslow's need of hierarchy11 Herzberg's motivation hygiene theory11 Mcclelland's theory for motivation11 Alderfer's erg theory of motivation
Alderfer's erg theory :-
This theory is an updated version of maslow's hierarchy of needs. Alderfer identified
three categories of needs rather than five. The existence needs covers maslow's physiological and
safety needs. The esteem and social needs covers in relatedness need. In growth need, the
remaining needs of maslow's that is self esteem and self-actualization(miner, 2015). Alderfer
describes how these needs are important for an individual. Even the need of employees in an
organisation is different from employee to employee (Alderfer’s ERG theory, 2019).
Alberger's erg theory categories this needs as under:-
Existence needs are essential for every human being. This need is related to human's
basic desires for living that is food, air, water and shelter etc. in organisation this need covers
working condition, fringe benefit and pay etc. if employees existence needs do not satisfied than
they do not motivated to work hard and that effects the organisational goals. In waitrose
company, they provides a healthy working environment, financial and personal security to their
employee. So, the employee feel happy and work hard to achieve waitrose's target(nagar and
sharma, 2016).
Relatedness needs are the needs to establish and maintain relationships which are
personal. These needs are satisfied with relationships with family, friends, supervisors,
subordinates, and co-workers. It is essential for managers of waitrose that to fulfil needs of its
employees so that company can motivate its workers and can enhance their confidence. This
would be beneficial in order to enhance their retention rate and minimising conflict situation in
organisation. Mangers are responsible to raise motivation level of workers (chadwick, 2017).. If
they understand various needs of its staff and manage them accordingly then it would be
beneficial in order to raise their productivity. By this way waitrose would be able to meet with its
organisational goal. Thus, employee always looks for a good working environment where he can
establish a good relationship with his superiors, colleagues or subordinates. Such workplace

which consists of hostile employers or co-workers contributes to grievances and conflicts, which
in long run can increase labour turnover rate.It is the necessity of all humans to have a good
relationship with the ones who are present around him (Chadwick, 2017).
Growth needs are related to the personal development of an employee in an organisation.
In waitrose company appreciates the work of employees and give rewards for their work. An
employee of waitrose feels motivated when they realized that their work is matter for an
organisation (Kitchin, 2017).
Illustration 2: ERG Theory of motivation
(source:-ERG Theory of motivation,2018)
In waitrose company with the help of alderfer's erg theory, the mangers of waitrose finds
their employees need. According to the employee's need management takes decision to satisfy
the need. With the help of alderfer's erg theory, the waitrose company find out that to satisfy one
need of employee cannot motivate. For example, after a specific period if growth, in form of
incentives, promotion, is not provided to employee that may relapse to relativeness needs and
socialize with their colleagues. This problem can be addressed by erg theory and solve this with
the help of effective solution in Waitrose company. This theory helps to enhance employee
satisfaction in Waitrose (Elsmore, 2017).

M2
Maslow theory of motivation explains different needs of employees, employer has to
fulfil different are requirements of workers so that managers can encourage people and can retain
them in business for longer duration. This makes them positive and raise their working
efficiency. If there is not motivation in term of reward or recognition, then staff will not like
towork in business that would affect their performance to great extent (Druskat and
Albuquerque,2018).
PART 2
P3 An understanding of what makes an effective team ,as opposed to an ineffective team.
Team
It is the group of people who are working together to achieve common goal. Further more
it consist of all those people having common interest and are interdependent on each other
regarding resources, information and skills and combine their effort to achieve their common
goal. ”(horng and et.al. 2017).
Difference between sffective and ineffective team
Basis Effective team Ineffective team
Underlying goals: The aim of the group is well
understood and accepted by
the members.
In this type of team , it is
difficult to understand what the
group task is, or what its
objectives are.
Member contributions: High member contribution as
there is a lot of discussion in
which virtually everyone
participates, but it remains
pertinent to the task of the
group.
Less contibution of members.A
few people tend to dominate
the discussion. Often their
contributions are way off the
point (nagar and sharma,
2016).
Listening: Here Members are the good
listeners and listen to each
People do not really listen to
each other. Ideas are ignored

other. Every idea is given a
hearing (Kitchin, 2017).
and over-ridden. They
contradict each other on each
others opinion.
Conflict resolution: There is a disagreement
between two parties . The
group is comfortable with this,
and shows no signs of having
to avoid conflict (miner,
2015).
They may be suppressed by the
leader, resulting in open
warfare, or resolved by a vote
in which the minority is barely
smaller than the majority.
Disagreements are generally
not dealt with effectively by
the group.
Decision making:
Here decisions are reached by
a form of consensus in which
it is clear that everybody is in
general agreement (nagar and
sharma, 2016).
Actions are taken before the
real issues are either examined
or resolved.
Leadership: The leader of the group does
not dominate it(nagar and
sharma, 2016).
Leadership remains clear with
the group chairperson. They
may be weak or strong but
always sits ‘at the head of the
table’.
Self-evaluation: The group is conscious of its
own operations. Frequently, it
will stop to examine how well
it is doing, or what may be
interfering with its operation.
The group tends to avoid any
discussion of its own
maintenance (karaoğlan,
kuralay and colpan, 2019).
Division of labour: When action is taken, clear
assignments are made and
There are unclear action
decisions . No one really

accepted. knows who is going to do
what.
Types-
Functional team:-
A functional team is a group of people with a common functional expertise working
toward shared objectives in waitrose company. Functional teams are traditional corporate teams
often coinciding with a whole department, or with a part of it (McCaffery, 2018).
Project team:-
A project team is a group of employees that work collectively and have shared goals and
strategies. Waitrose made this team for structuring work in a specific, measurable and time-
constrained way. Project teams allow assigning clear roles and responsibilities, set specific
deadlines (miner, 2015).
Self-managed teams
The waitrose company created this type of team. The team members of this team are the
employees of waitrose who work together. Although they have a wide set of objectives, their key
goal is to reach a common result.
There is no manager here. The members of self-managed teams should determine rules and
expectations, solve problems and bare shared responsibilities (Natvig and Stark, 2016)
Problem-solving team
A problem-solving team is usually temporary. Waitrose creates this team to solve specific
issues related to financial crises or any unplanned event or challenge. It is aimed to come up with
solutions to help the waitrose climb out of a steep recession.
Tuckman's team development theory
This model includes forming , storming, norming , performing and adjourning of
a .Group development was first proposed by bruce tuckman who said that these phases are all
necessary and inevitable in order for the team to grow, face up to challenges, tackle problems,
find solutions, plan work, and deliver results(natvig and stark, 2016).
Forming:-

In Waitrose plc company, the team is made and duties are allocated to team members. On
this stage the team members do not know each other’s and highly dependence on supervisor.
Responsibilities of the team members are unclear and, on every step, members need guidance.
Storming:-
After forming of the team of the Waitrose plc company, team members are known each
other and clarity in their task increases and different ideas may appreciate for welfare of
Waitrose employee.
Norming:-
Now the team members are entering into norming stage. Team members are built their
relationship with each other. They share their views about the work and appreciates new ideas of
each member. In this stage the need of supervisor is less (mathieu and rapp, 2018).
Performing:-
On this stage the team of Waitrose plc clearly knows their roles and responsibility. Team
members understand the objectives of the team and they support them. Each team member is
highly focused to achieve the organisation goal.
Adjourning:-
On this stage the team of Waitrose plc achieve their goal effectively. Team members are
separated or reassigned to another team.
Factors that make a team effective
Communication-
If there is clear communication then it would help in forming an effective team but in the
absence of clear coordination team members will get confused and it would affect team
effectiveness, the waitrose plc company develop an effective method of communication so that
effective team can be formed (druska and albuquerque, 2018). For example, if leaders of
company develop good communication with employees, then it will help in raising mutual
understanding among all team members. By this way all the person will be able to understand
each other and that will help in forming an effective team.
Rewards and benefits-
Whether the reward is large or small, management should provide some reward to their
employee for their work. Waitrose also provides several benefits to their employees and includes

their point of view in organisations decision making. For example: if leaders give rewards to
workers and give them financial befits then it will help in making them positive and they will
feel motivated. This is the best way through which leader can make them able to work better in
team. This is the way that help in forming an effective team (Druskat and Albuquerque,2018).
Team size:-
In retail business like waitrose team size should be large and by evaluating a team’s size,
managers are able to maximize productivity to ensure high levels of team performance. The
greater number of members within a team the more resources available to achieve a goal.
However, as team size increases, so does the number of conflicts resulting in decreased levels of
cohesion and inefficient productivity. To evaluate whether a team is too large or small, managers
must consider how effectively and harmoniously members work together and whether the
required tasks are being efficiently accomplished by all members of the team (Druskat and
Albuquerque,2018).
M3
Tuckman theory helps in understanding team formation. Leaders have to understand that
at initial level employees feel uncomfortable thus, in such condition leaders have to make them
feel comfortable and have to guide them so that people can understand their role. Now workers
are able to perform well but still they need close guidance, in such condition leaders are required
to closely supervise their work and have to train them so that they can perform their work
effectively. At last all employees start working individually without much guidance that form an
effective team (Stanton-Salazar, 2016)..
D2
If there is effective team and then all the team members will support each other and they
will have positive behaviour towards the organisation. On other hand if there is improper
communication among all employees then they will not be able to work in a team effective this
will affect their behaviour and they will be negative towards brand (Druskat and
Albuquerque,2018).
P4 Theories and concepts of organisation behaviour
Organisation behaviour is helped to understanding the behaviour of the employees who
work in organisation. Each person has different views and different needs, there are many
factors that influence their behaviour to great extent. One of the main objective of study

organisation behaviour is to raise job satisfaction, improve organisation culture and improve
productivity of employees to great extent (holbrook jr and chappell, 2019).
Path goal theory
This is most important theory that explains that leaders have to behave different in
different situations. Employer has to look upon the working condition and accordingly have to
decide which style will be most suitable in organisation that may help in getting desired results.
One of the main agenda of path goal theory is to motivate staff members and empower them so
that expected results can be gained. It pays attention on leader effectiveness, behaviour,
environmental contingencies and employee contingencies. All these components have different
elements that helps the leaders in influencing behaviour of employees to great extent (Holbrook
jr and Chappell, 2019). This theory states that leaders have to understand differnet situation and
accordingly have to behave. For example if there is conflict situation then leaders have to
motivate staff and have to develop strong relationship with its staff members so that conflict can
be resolved in company. Thus, leaders of the organisation always interact with its workers and
have to motivate them so that they like to retain in the firm.
Waitrose is the leading firm that is performing well in supermarket industry. Waitrose’s
main objective is to motivate its staff and retain them in the company for longer duration.
Leaders have to ensure motivating workers and have to accept each situation very well. Skill and
experience of workers need to be managed properly so that overall productivity in Waitrose can
be increased. Leaders need to adopt different leadership styles such as directive, supportive,
participative etc. (Elsmore, 2017). All these styles have different characteristics. Leaders have to
choose supportive style that may help in achieving goal of business unit successfully. All these
things are able to influence behaviour of employees and making them positive towards the brand.
For example if there is high staff turnover, then leader of the company has to give rewards to
employees and have to take their feedback. This will develop their confidence and they will like
the workplace environment. This is the best way to minimise issue of high employee turnover in
organisation.
Social capital theory:-
Social capital within the organisation is powerful resource for improving the
organisational performance. It is the view of the employees to their environment, thus helping to
support functional relationship in the organisation's social capital (Niner, 2015).

Every organisation like waitrose, have a different social groups, including formal groups
such as project team, departments, divisions, business strategic unit, and informal groups such as
founders, communities of practices, or even family members. These groups have strong impact
on the organisational social creation. This theory describes that how these different social groups
of an organisation build a social capital in the organisation (stanton-salazar, 2016).
Main dimensions of this theory of social culture is trust, rules, types of social interaction,
network resource. If in the waitrose company employees and their different groups trust each
other, have faith and respect each other's opinion in a group then they build a strong capital in the
organisation(Kitchin, 2017).
Waitrose company consider social capital theory by choosing two employees within the
organisation that work on same levels and have same experience for a job, and they serve their
best to the organisation that are liable for awarded by the organisation(elsmore, 2017). In this
case, the employees are awarded because of their job and their delegation towards Waitrose
company. Organisations strive to improve their performance and to create a better working
atmosphere for their employees, should build a social capital that helps in achieving the
organisational goals. Social capital positively influence the organisational performance and the
employee's performance as well(stanton-salazar, 2016).
From a process perspective, the four dynamic factors are influenced the development of
social capital. This are stability, interaction, interdependence, and closure. These factors help in
the development of the group's social capital and shape the creation(McCaffery, 2018). for the
development of the social capital, the interdependence is required between the member of the
network. Waitrose company's social capital can be consider as asset of the organisation that helps
to create positive impact in the organization (Stanton-Salazar, 2016).
Contingency theory of organisational behaviour
The contingency approach is also known as situational approach that is based on the idea,
methods and behaviours that helps to work effectively in one particular situation and can be fail
to another situation. When the Waitrose company implements contingency theory than one size
in not fit for all the activities related to the organisation that results differ accourding tob
situation. The idea is to analyse which approach is fit to a particular result that helps to managing
particular task by implementing best method (Miner, 2015).

The strength of the contingency approach can be found by analysing their benefits. It
helps to examine the behaviours of the organisation. It discourages the habitual practices that
helps to making assumption of people and method. If waitrose follows this approach then it
would be beneficial for company to manage its workers well and retain them in the firm for
longer duration
M4
Contingency theory helps in understanding the situations and guide leaders and managers
to work accordingly. By this way leaders and manger can change their leadership style and can
manage work accordingly (Stanton-Salazar, 2016).. This helps in completing work smoothly and
meet with organisational goal. By this way all the team members support the higher authorities
and they have positive behaviour towards the organisation.
CONCLUSION
From the above study it can be concluded that organisation behaviour is one of the most
essential part of business unit. Leaders and top management has to understand and predict
behaviour of its employees. This helps them in choosing correct leadership or management style
through which companies can retain its workers for longer duration and can enhance their
motivation level. Waitrose can motivate its staff by given rewards and recognition. If employee
is getting appreciation for its good performance, then it may encourage people and can help them
in contributing well in accomplishing goal of the organisation.
Good communication, leadership style, stable team size help business in forming an
effective team. if leaders are paying close attention on their workers then it would help in
developing an effective team and completing the task within stipulated period of time. Path goal
theory and contingency theory helps the managers in understanding behaviour of different
employees and creating workplace environment in such manner so that company can retain its
skilled workers and can make them loyal towards brand.

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