Evaluation of Culture, Power, and Motivation in Organizational Behavior

This report evaluates the influence of culture, power, and motivation on individual and team behavior in organizational settings. It explores various theories and strategies used by managers to motivate employees. The report also discusses the impact of effective and ineffective teams on organizational performance.

Organisational
Behaviour
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TABLE OF CONTENT
INTRODCUTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Evaluation of the way culture, politics and power within organisation influence individual
and team behaviour......................................................................................................................3
CONCLUSION................................................................................................................................6
LO2..................................................................................................................................................6
P2 Evaluation of various motivation theories used by manager to motivates employees...........6
CONCLUSION................................................................................................................................9
LO3..................................................................................................................................................9
P3 Effective teams and ineffective teams....................................................................................9
CONCLUSION..............................................................................................................................12
LO4................................................................................................................................................12
P 4 Philosophies of organizations behaviour.............................................................................12
CONCLUSION..............................................................................................................................14
REFERENCE................................................................................................................................15
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INTRODCUTION
Organisation behaviour can be understood as one of the biggest parameter onto string
business development role and functional paradigms to attain strong profitability of market
standards and higher functional standards are focused. The organisation behaviour enables in
bringing high diversity among employees and generating long term development and active
functional paradigms to keep strong analysis on how teams of employees are working within
various departments. John Lewis Parrenrship is one of the best retail company IN uk industry
which has successfully established wide business operations into international markets and high
dynamic business position within operational levels. The report explains how power. team
culture impacts individuals and team behaviour highly within the set business roles and how
motivational theories can be implemented to bring on strong working performance levels among
company business segments. The report also analyses group working skills in effective teams
and how ineffective teams are different from each other, and various potential targets which can
be built in building strong organisation culture with high diversity and various theories which
can motivate collaborative working environment with high innovation factors.
LO1
P1 Evaluation of the way culture, politics and power within organisation influence
individual and team behaviour
It can be stated that performance and productivity of individual within organisation are affected
by culture, power and politics. Therefore various strategies are formulated by John Lewis
manager for providing good working environments for effectively utilisation of individual
capabilities and skills (Nguyen and et.al., 2016). Culture plays most important roles in retention
and employees satisfaction as they like to work with such company that provide respect and
gratitude to individual that have work hard. Manager of John Lewis provide good and supportive
working environment to employees so that they can work hard for achievement of success.
Therefore Hofstede culture dimension theory can be used to analysis and evaluates
organisational culture of John Lewis that contributes in maximum performance of employees
such as:
Power distance index: Manager of John Lewis has distributed power among employees so that
task can be performed within limited time and needs of customers can be meet. Participative
leadership styles had been used by leader so that individual can easily share their views and idea
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to each other and bring innovation within firm (Zahra, Rehman and Baig, 2018). Thus effective
distribution of power among individual has helped in satisfying and motivating individual to
enhance their performance.
Individualism and collectivism: It can be illustrated that leader of John Lewis plan strategies to
promote collectivism rather than individualism. Employees are influenced to work for
achievement of common goals in order to satisfy their personal goals. Therefore effectively
coordination of individual goals helps in achievement of organisational gaols.
Uncertainty avoidance index: John Lewis have low uncertainty index as employees of
company have ability to tolerate ambiguity, various challenges that area faced by firm. They
have ability to take higher risk and motivated to put their best for effective utilisation of available
opportunities. Thus, company can easily get competitive advantages and increase its brand
image through fulfilling customer’s needs.
Masculinity vs Femininity: Manager of John Lewis has planned to use provide Femininity work
culture so that they can live better quality life within firm. Manager of firm through offering
equal opportunities to each employee while recruitment, promotion and development of
individual helps in satisfaction of individual needs. Employees of John Lewis are satisfied and
happy with organisational culture of company thus work effective for achievements of goals.
Long term vs short term: One of the objectives of firm is to earn maximum profit through
providing qualitative services and products to customers. Manager of John Lewis ensure health
and safety of individual that are working within firm so that they can be secure while performing
different task for growth of enterprise (Bellini and et.al., 2019.). Attractive compensation and
strong interrelationship helps in retention of employees within organisation and motivate them to
render best service to customers. Therefore strong brand image and reward and recognition of
employees promote long term growth of enterprise in the market.
Indulgence vs restraint: Manager has used indulgence strategies in order to influence
individual to enhance their performance and productivity. Employees of John Lewis are
recognised and respected by manager so that they can motivate and inspired to continuous work
for completion of common task. Manager of John Lewis has used social media to recognised
efforts of individual that have performed welled in previous years.
Handle culture model
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Power culture: People that have high skilled, knowledge and experienced in particular field
have power to take crucial decision of firm. Manager of John Lewis evaluates or judge
performance of individual through the identifying what it have achieved thus it helps in quick
decision making and better utilisation of opportunity in minimum time.
Roles culture: Manager of John Lewis has distributed roles and responsibilities that need to be
performed by particular individual therefore it delegated power to employees as per task that
they need to perform. Therefore there is long chain of command and taking a decision take lot of
time, less risky but it helps in satisfying each individual needs as their decision are given
importance.
Task Culture: Leaders of John Lewis has prepared teams for completion of particular
knowledge and skills so that particular task can be completed effectively. Manager pays
importance to task and delegates power to individual as per task, responsibilities that are
performed by each team member for effective achievement of goals. Mix of various skills,
leadership and personality within team of John Lewis helps in growth and success of enterprise.
Person culture: These types of culture is not present in John Lewis as Some of the people only
feel superior to business because of their position or power to take decision. Manager have not
given authority to each individual to takes decision in order to avoid confusion and conflict
between individual in future circumstances.
Power culture
Power refers to ability to complete the work to achieve the goals for the company in the
market. Performing the activities according to the authority and responsibility in the work
process to complete the task is known as power. French and Raven’s forms of power can be used
to evaluate power culture of organization that impact on overall performance of employees.
French and Raven’s model have five powers which are being described below:
Coercive power: It is to force for getting things done in the work process to achieve the goal.
John Lewis manager pressurize its workers to get things done through their skills and ability
prevailing in the environment (Tokay and Eyupoglu, 2018). This power may have negative effect
over the employee in the company as it can result in physical harms. But company knows better
for the better growth of the individual in the work process.
Reward power: Manager of John Lewis gifts its power in order to complete the work according
to the moods and situation of the employees prevailing in environment to achieve the group goal.
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Every one works for money but there are many other things which be achieve by the work in the
company. It simply means that promising of the things you will get if a person complete the task
in better way in the company. Manager uses this power to complete the work effectively and
efficiently in the work process to achieve the goal.
Legitimate power: This is the power which is legally given by the manager of John Lewis
according to the post. Employees enjoy the powers which are used in the work process to
complete the task to achieve the goal.
Referent power: In this power manager makes duplicates in the company. Duplication of person
means to duplication of authority and power in the organization. Same power is enjoy by all the
employees in the company to achieve the goal (Deus and et.al., 2019).
Expert power: John Lewis manager allows employees to enjoy the power according to the
expert in the specific field. Knowledge is being checked in the process to achieve the group
goals.
Politics: Manager of John Lewis through continuous supervision, monitoring performance of
individual tries to avoid politics within firm. Thus, it helps in maintaining positive working
environment and satisfaction of each and every individual needs so that competitive advantages
can be gained (Dixit and Singh, 2019). But despite of that some of the employees play politics in
order to have more power, rule over other employees so manager has decided appropriate
punishment to avoid such politics within organisation. Therefore equal opportunities and no role
of politics with firm has helped in influencing individual to work effectively towards common
goals of organisation.
CONCLUSION
It can be concluded that the top-level management of John Lewis Partnership is highly
responsible to positively manage its culture, power and politics within its business environment.
Basically, existing management should maintain a positive work culture. The management of
company should try for removing politics from the workplace, because this factor can negatively
affect its business environment. There are different leaders and managers of company are
responsible for using their respective power is ethical manner.
LO2
P2 Evaluation of various motivation theories used by manager to motivates employees
Motivation refers to the actions which are performed to boost the morale of the employee
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in the company. Motivation is the important factor which encourages the employee to complete
the task effectively and efficiently. It also increases the performance of the employee in the
company to achieve the goal. Manager of John Lewis motivates the employee by fulfilling their
needs, wants or desire which are prevailing in the market (Tokay and Eyupoglu, 2018). It can be
stated that motivated employee contributes more in the work process of John Lewis. Motivation
includes the activities which are used in increasing of confidence level of the employees in the
company to achieve the targets. Motivation has two types of theories: content theories and
process theories.
Content theories also known as need theories, as they are generally focused on fulfilling
the needs, wants, or desire of the people in the company. This concentrates on the importance of
determining ‘what’ motivates the people in the work process. Content theories include Maslow’s
theories which are the modified version of the earliest theories of motivation.
Maslow’s theories
This helps in finding out the basics needs which are being fulfilled by John Lewis to
motivate the workers. Company focuses on the survival or basics needs of the people. This
survival needs are to be fulfilled for the people working at the lower level of the company in
order to obtain the objective. Middle level management of the company are needed to achieve
their goals to obtain positive results for John Lewis (Deus and et.al., 2019). Motivation of
company can be done through training, developing skills, polishing the skills of the employee to
have more contribution in achieving the goal. Polishing of skills helps in boosting of morale and
confidence level of the individual in the middle management of John Lewis. Maslow’s hierarchy
of needs which motivates the employees of the company are being put in five categories:
Physiological needs
This refers to survival needs which are needed to live simple life of the worker in John
Lewis. Survival needs such as food, shelter, water etc. are being provided to the workers in the
work process to achieve the goal. As every person works in the company to complete the basics
needs for the family (Chatwani, 2019). John Lewis always make sure about the survival needs to
be achieve by every workers who are working for the achievement of the goal.
Safety
After completing physiological needs, John Lewis ensures on the safety measures which
are needed to be taken in the work process to have positive work environment around the
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workers. Employee contributes more when they are fully satisfied with the safety measures
which are taken by the company in the work process to achieve the goal. Personal safety of the
employee increases the morale level in the work process of John Lewis.
Love and belongings
John Lewis provides the friendly environment to the workers in the work process in order
to have less chaos between the workers. Breaks are provided at equal interval of time which
helps in generating of communication between the workers to build the relation. These relations
and bonds helps in achieving the work process (Steyn, Bezuidenhout and Grobler, 2017).
Problems are also being solved by having communication between the workers.
Esteem
This refers to the feelings of the employees working in the work process to achieve the
goals. These feelings can be fulfilled by having increase in the confidence level of the person
which is involved in the work process. And another by others, as value of the works needs to be
awarded between the groups of people to obtain more contribution from employees in the
company.
Self-actualization
Promotion of the employee according to the work performance done in the work process helps
to motivate the employee in the company to obtain the positive results in the market. Top level
people focuses on promotion in the company to get motivated in the work process (Chang,
Meyer and Merien, 2019). John Lewis provides every facility which is the demands of the top
level management in order to achieve the objective.
Process theories
Vroom expectancy process theory assumes that behaviour results from the conscious
choices among all present alternatives where the focus and real development of leader is to
maximise pleasure and to minimise pain for long term business development. The vroom theory
emphasises on employees performance factors such as personality , skills, knowledge ,
experience and abilities where all factors enable in gaining strong effective working targets. The
three components of theory are expectancy, instrumentality and valence where focus is towards
gaining long term performance and outcomes metrics onto which higher goals are set onto
higher development targets. The process theory enables to gain analysis on how various
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paradigms can be developed among employees who are working within Jhon lewis Partnership
Company.
The various motivational techniques are focused onto bringing long term focus and
analysis towards motivating employees to generate long term working paradigms, in keenly
engage them for long term retention within company. Extrinsic and intrinsic are the two
categories onto which employees performance standards are divided and uplifted to bring on
high quality parameters. Extrinsic motivation are monetary benefits and focused on salary rise,
appraisals and higher payment opportunities which motivate individuals to deliver higher
growth working paradigms for longer working paradigms. Intrinsic motivators are focused to
bring on motivation from within the employees where the rational thinking , leadership skills
keep on restructuring their behaviour onto higher parameters (Mamycheva, Melnichuk and
Ratiev, 2016)
CONCLUSION
There different theories of motivation also have mentioned here which this company can use
for highly motivating its employees or teams. Maslow is the best motivation theory that is used
by Manager John Lewis to make each employee happy and satisfied so that it can effectively
work. It can also be concluded that Manager of John Lewis through understanding expectancy of
each individual is able to effectively motivate and helps in achievements of common goals.
LO3
P3 Effective teams and ineffective teams
John Lewis partnership is one of the best companies in retail industry of UK which uses
high established marketing and business to develop its strong high profiled networking among all
business channels. The organisation has large working parameters where large effective teams of
employees are working together for gaining high cooperation and dynamic business standards
among all working channels. There is high synergy of optimistic working patterns where all
employees are working with high dynamics and business works where the synergy of
optimisation has been focused to generate long term development and continuous working
pattern. The company leaders play an effective working role to build strong effective team and
also develop strong communication among all business segments for higher creativity and
functional optimisation along business networks. John Lewis partnership works with strong
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focus and elaborative commitment towards business roles where all functional gaols are based to
serve business segments and develop higher goodwill among consumers The major points onto
which effective teams and ineffective teams can be analysed and communicated with each other
for higher development and stringent focus can be analysed as follows (Seaton, Cooke and Ding,
2016).
 The effective teams are highly coordinated with team mates to develop various parameters of
conversations with each other and rationally bring high working arena where all team mates are
always communicatively connected to each other on projects, assignments. Synergy of rational
working goals are highly developed onto which company business goals are set, which enables
in delivering best performance targets within the set time periods and also vision of leader is
actively followed. Whereas in effective teams this parameter is missing and rationally the
working potentialities are not developed on higher roles, where technically there are no targets
developed and leader working roles are not actively developed.
 The effective teams are highly dynamic in their functioning roles and are highly cooperative in
nature to develop strong business framework goals with various sessions of brainstorming and
team building spirit of cooperative working parameters to keenly upgrade the goals (Miao, Eva
and Herbert, 2019). John lewis effective teams are formed on the basis of large working
strength and the trained employees are enabled to develop long term goodwill on various
grounds. Whereas in ineffective teams there is high lack of open discussion and functional goals
forming among employees which creates large chaos among large profitability among
operations. Their diversified roles onto various paradigms are not set properly, where they are
unable to set high targets formed within business segments at teams (Fiaz, Su and Saqib, 2017).
Bruce Tuckman group development model presents 5 stages Forming, storming, Norming
and performing in order to develop effective teams where all employees and teammates are
highly communicative to each other. These steps and various factors onto which higher gaols
are set can be fragmented onto which larger working parameters can be set for higher effective
paradigms:
 Orientation: (Forming stage): At this stage all employees are oriented to fellow team mates
within company where the continuous communication enables to develop strong business
developed fundamentals. Orientation will enable in gaining higher optimum functioning
levels onto higher greater developed working fundamentals where the communication works
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as one of the foremost important step for cooperative working strength for higher goals
(Graves and Sarkis, 2018).
 Power struggle: (Storming stage): At this stage all discussions related to roles and
diversification of various responsibilities and functional operations are segregated among
team members by various leaders. The storming stage will enable to focus on developing
long term business framework and on focusing on large technical responsibility steps where
the leader has role to generate strong connectivity among all team members for long term
business development.
 Cooperation and integration (Norming stage): At this stage all discussions and functional
operations where there are various operational parameters developed with strong cooperation
and integration of long term functional ethics which are programmed to develop strong
synergy. All experiences are focused and analysed by programming each other thoughts and
various paradigms onto which larger functional channels are set, collaboration and
brainstorming of team members enable in building high functionality among all employees.
 Synergy (performing stage): Group tasks are effectively programmed and developed at this
stage of group functioning where all performing stages are programmed, flexible approaches
are formed and also the performance metrics analysed. The performing stage focuses to gain
outcomes on various parameters of performance levels where the synergy of all team
members are examined for higher recognition and strong functional goals onto which high
ethical business functioning are set (Kitchin, 2017.).
 Closure (Adjourning stage): At this stage which is last stage of grouo functioning development
vivid roles onto which all team members are given tasks, the main tasks at this stage is to
manage and develop teams where it is clearly central to functioning set within all four stages.
Closure stage enable to form strong teams where all group tasks are set within company
business targets and checked to gain relevant analysis on how further gaols are set for
gaining strong gaols redeveloped.
These steps and phases within team development model helps in analysing how
various forms of groups are made and effectively turned into large working development
paradigms, keenly progressed for higher reflective working roles. These phases are highly
reflective to keep proper analysis on various pragmatics where all synergy among employee
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working at company are set and teams formed with strong synergy of motivation at John
lewis partnership (Koster, 2017).
CONCLUSION
The part analyses group working skills in effective teams and how ineffective teams
are different from each other, and various potential targets which can be built in building
strong organization culture with high diversity and various theories which can motivate
collaborative working environment with high innovation factors. The phases of effective
team building enables us to analyze how rational functional factors can be built within teams
of all departments, employees work as one of the biggest asset for company to keenly
progress onto various paradigms for gaining stronger working parameters. John lewis
partnership can bring onto various metrics which will enable to program out higher rational
functional metrics which are aimed to bring on new metrics for higher rational synergy an d
developed business framework.
LO4
P4 Philosophies of organizations behaviour
Path goal theory
This model helps businesses to the needs of the employees so that they can have a better
functioning for themselves in the market which is a very essential factor. There has to be a
distribution of work and exercises daily in John Lewis Partnership organization therefore using
this method is going to be very useful for the functioning and the operations in the organization.
 Directive path
The leaders have to show and guide the employees who are going to help the company match
their standards and the expectations of the customers. There is a responsibility and duty of each
and every employees towards the organization which is going to help the company get their
needs and demands of the customers be fulfilled (Qureshi, 2017). The path has to be visible to
the employees of the organization so that they can achieve their objectives from time to time.
 Achievement
There is a growth of competition in the market which is why the management have to take a
lot of decisions so that they can compete therefore it is very important for the employees to
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achieve the goals from time to time. There has to be a trust of the employees in their leaders only
then they will be able to function effectively and allotting the work in John Lewis is going to be
smoother (Yadav and Yadav, 2016). There have to be privileges given to the employees from
time to time so that there is a better functioning which is a great factor for the organization.
 Supportive leaders
There has to be a healthy environment which has to be created by leaders by understanding
them and helping them whenever required. There has to be a balance between he personal and
professional life which the leaders can help the employees to have so that there is a better
functioning of the organization. The loyalty of the employee is going to improve which is a great
factor for a long run in the market.
 Participative leaders
There are a lot of employees who do not want to work hard but find other ways to lesser their
work which is not going to make the organization have a better result or effectiveness in the
market. Leaders have to monitor and as well as control the employees in the organization so that
there is a better functioning in the market. There has to be equal participation of all the
employees in the working so that the motivation level does not fall.
Custodial organizational behaviour model
This is a very essential model for the managers and the management of the organization which
helps them to take decisions considering the safety of the employees. This is going to help the
organization to gain the trust and faith of the employees in the organization which is going to
help the company to improve their productivity so that the demands of the customers can be met.
Retirement plans of the employees have to be thought about by the managers of the company so
that they can motivate the employees and strengthen their workforce (De Sanctis, Ordieres Meré
and Ciarapica, 2018). The needs, demands and expectations of the employees are also changing
with time which needs to be fulfilled so that the company can get a competitive advantage in the
market. The financial packages of the employees need to be modified which is going to make the
skilled employees stay in the organization which is going to make the organization maintain their
standard and quality of the products in the market.
Evaluation
There are philosophies and concepts of organisational behaviour always affect people
behaviour and performance in both ways positively and negatively. Basically, top-level
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management of company should maintain an ethical environment within its workplace, because
this step of management will definitely affect its employees or teams in positive manner. When
company will be succeeded in positively affecting its employees, then performance and
productivity of its employees will be automatically improved or developed. Currently top-level
management within most businesses are putting their lots of efforts for enhancing performance
of its their individuals and teams. In this situation, John Lewis Partnership company also need to
systematically understand the basic concepts of different philosophies of organisational
behaviour.
There is top-level management of this company is responsible to give proper instructions
to its different leaders and managers for considering different concepts of organisational
behaviour for positively affecting people and teams within its business environment (Mendy,
2017). According to the current situation, different leaders and managers of John Lewis
Partnership are highly required to be more active in their exiting job role. For example; they need
to properly command and direct all employees or people within workplaces, so at the end
company will be able to achieve high growth in the market. On the other side, both leaders and
managers are responsible to maintain an effective employment relationship. Otherwise, this
company never grow itself in the market. Positive performance and behaviour of people always
positively influence to an organisation. That’s why it is necessary to the upper management of
John Lewis Partnership for always maintaining positive behaviour and performance of individual
and team.
CONCLUSION
Each leader should take some productive steps for making an effective team. Lastly,
concepts and philosophies of organizational behaviour also will positively influence to the John
Lewis Partnership. Top-level management of John Lewis should properly consider various
concepts and philosophies of organisational behaviour within its daily operations, because by
taking this step management will be able to positively influence performance and behaviour of
its employees and teams.
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