Organizational Culture and Employee Motivation

This assignment delves into the crucial connection between organizational culture and employee motivation. It requires students to examine various theories, such as Herzberg's Two-Factor Theory, Path-Goal Theory, and Expectancy Theory, to understand how they influence motivation within an organization. Students are also expected to analyze different models of organizational culture, including Charles Handy's model, and discuss their impact on employee retention and organizational success. The assignment emphasizes the practical application of these theories and models in real-world scenarios.

ORGANISATIONAL
BEHAVIOUR

INTRODUCTION
Organisation behaviour can be defined as perception of employees and identifying the
way how people react on particular matter (Alshmemri, Shahwan-Akl and Maude, 2017). Present
study is based on Waitrose company which is the British supermarket firm. Currently firm has
353 retail outlets throughout the United Kingdom.
Report will include impact of organisational culture and power and politics in the
organisation. This report is also based on content and process theory of motivation and about
effective team, how they work together to achieve a goal. It also includes the concept and
philosophies of organisational behaviour within organisation.
LO 1
P 1 Impact of organisation culture, power and politics on individual and team behaviour and
performance
Organisation culture
It is a system of shared assumptions, values, and beliefs which govern how people behave
in organisation. These shared value have strong influence on the people in the organisation and
dictate how they dress, act and perform their jobs.
Handy’s culture model is explained as below:
Power Culture: It is the type of culture in which companies give power to particular person.
The person who has power takes all the decision and manage employees accordingly.
Subordinates are not given any power thus; lower level employees are bound to follow
instruction of higher authorities. (Brenyah and Tetteh, 2016). This type of culture sometimes
create demotivation among workers and all the staff members do not like such kind of
atmosphere because they have to work under huge pressure.
Task Culture: This is another type of culture in which Organisation give different task to its
employees on the bases of their skills and abilities. They all perform their duties that support
business in raising productivity of company. .Each members is well aware with their role and
take decision by own. Thus, this enhances self-motivated skill among them.
Person Culture It is another type of culture in which workers have to handle their work by own,
they thing they are highly talented and they do not need any kind of instruction (Elsmore, 2017).

It sometimes create confusion because poor supervision sometimes affect working environment
and create confusion at workplace.
Role Culture Each work has assigned different role as per their specialisation and qualification.
This type of culture is follows by Waitrose that helps the firm in motivating people and making
them more responsible towards the work. This is most suitable organisational culture that helps
the company in motivating workers and raising their satisfaction towards the brand (Charles
Handy Model of Organization Culture, 2019)
Impact of Organisation Culture the Team and Individual of an Organisation
Present study is based on Waitrose company. Waitrose is a supermarket UK based
company, this Waitrose plc company follow Role Culture in their organisation, where each and
every employees hyave different tasks and responsibilities to perform according to their intrest
and experience. (Hu and Liden, 2015). For the employees of the Waitrose company, This culture
provide the opportunity in the organisation to grow more in their prespective intrest. Employees
have the chance to promote and get reward as they are in the specialist field. Because of
Waitrose' company culture, employees are usually not overburdened by work in the organisation,
this influence the work life of individual and team and it becomes easy for them to balance work
and life effectively. As the Waitrose plc has strong supermarket chain company where power
and responsibilities are differences, thereby there are open sharing of thoughts and views can be
done easily (Brenyah and Tetteh, 2016)
Impact of Politics and Power
Power is defined as the ability to get someone to do something you want to done or the
ability to make things happen in the way you want.
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 (Ismail and Daud, 2016).
Politics is an important function that results from differences in the self interests of
individual and in the team. Because of politics in the Waitrose workplace, it may develop,
different views between two or more groups which can result in splitting a workplace into

opposing factions. Employees who does the politics in the organisation are less concentrate on
their work and more concentrate on spoiling other's work, it influences the employees that they
can not achieve the target for the organisation. (Ismail and Daud, 2016)
LO 2
P 2 - Content and process theories of motivation to achieve goals in the organisation
Process Theory of Motivation
Waitrose plc build up relationship with many employees, there are several theories that
explain ways to motivate workers in organisation.
Vroom Expectancy Motivational Theory:
Waitrose plc is the highly owned employee's company, so in return the expectancy also matters
which result in more motivational concepts. All employees came from different background and
also the learning and grasping power are different from others, the only way to assemble them is
guiding them with proper motivator and a leader.
To check expectancy, Firstly Individual employees are examined to see how they deal with the
situation and how they behave with other employees and if any situation arises how they deal
with it and if they cannot overcome with them they are motivated or guided by proper authorities
or mentors. This theory depends upon 3 factors Expectancy, Instrumentality and Valence or
emotions(Hu and Liden, 2015).
Expectancy means efforts and performance of person and the review regarding their work. As
every person are not competent enough to handle all work so their efforts and performance are
minutely examined and then only a proper training session are allotted. The Waitrose plc has
various department and accordingly persons are appointed. Like if company has technical
department and the person has some interest in this field, can have to make efforts and perform
well so that they can be expertise in that department (Lloyd and Mertens, 2018).
Instrumentality in relation to expectancy is that after performing well in Waitrose plc company,
the next step is the outcome of the work because without this outcome, one can't judge the
performance of their efforts and the outcome may result into various benefits which the company
may offers while getting positive aspects (Sanjeev and Surya, 2016).

Valence is a value that individual attains in Waitrose plc, by way of rewards which is raised from
the outcome and this rewards is based on the needs, goals, targets, value and sources of
motivation. This is not considered to an actual or general level of outcome but also an expected
level of outcome which is given to an individual to perform well in the company.
Vroom expectancy distinguishes the people efforts which they put in their work, their
performance and final results which overcome from their overall work. In communication field
Waitrose plc company expect from employees to put more efforts and provide Quality work but
in return company has to provide various resources and a proper training to employees to fulfil
their expectation.
Waitrose plc offers some promotion benefits to employees to complete their task properly and
within time but for that a proper person is appointed to supervise their work and give them a
proper training (Mathieu and Rapp, 2018).
Company's goal is to earn profit and this can be achieved by providing security to the employees,
appreciate their work, encourage them by giving rewards, incentive and other benefits which
motivates them to work harder and give achieve their targets and goals.
Content Theory of Motivation:
This theory explains the reason of changing human needs with time and also expains the
factors that motivates human. Content theory also named as need theory, this means that the
Waitrose plc has to identify the needs of the employees and search ideas to motivate them so that
they can fulfil their needs. Content theory explains why human needs changes with time. To
have a deep study Herzberg – Two factor theory is explained in contexts of content theory
related to Waitrose plc company:
This theory also relates to hygiene motivation theory. In Herzberg theory there are 2 factors one
is motivation factors which include job satisfaction which is based on individual growth
performance and the other one is of Hygiene factors which can be explained as dissatisfaction in
job in terms of work environment, safety, security, salary, work timings and working conditions
(Sanjeev and Surya, 2016).

In Waitrose Plc the employees are either satisfied or dissatisfied as there is no word for no
satisfaction. It's up to the employees and company that how they get motivated and satisfy
towards works. It depends on company top management to provide job satisfaction in terms of
achievement, recognition, responsibility, achievements, Growth and personal task completion.
Waitrose Plc apply Herzberg theory not to used it as a motivational tool but also to provide
guidance, humanity, caring and dependence in company life to improve performance in
organisation(Galisanka, 2019).
Individual are itself responsible for their work and the attitude and dedication towards their task
only determines the success and failure in their job. Herbzerg investigate one question as what
people wants from their jobs and the Waitrose Plc clarifies it in a different way. The satisfaction
and dissatisfaction which arises in job change reflects the company environment (Urbancova and
Vnouckova, 2015).
This theory sometimes represents negative impact in Waitrose Plc because job satisfaction or
good working environment not always represent a high level of motivation or productivity in
work as true motivation comes within a person, mentors or leader can only motivate by
appreciating their work but dedication and experience can only give an effective work.
Waitrose plc company implies that managers must work in the hygienic factors so that
employees gets motivated towards the work and perform harder and better in their department.
As company follow certain fixed policies but still have to change or amend for the deserving
candidate.
Waitrose plc company encourage employees to adapt new and challenging task, to be an
expertise in an assigning task and indicate others to follow the changes.
Company main objective is to provide job security to employee and earn profit but this can be
done by providing stress free work environment and motivators and leaders to guide them at
every stage and create friendly environment so that employees can discuss their issues relating to
their work or any personal problems which affecting their work.
By this process Waitrose can achieve its target and establish a smooth working environment.

LO 3
P 3 Effective team opposed to an ineffective team
Team consist of group of individuals who came together to achieve a common goal in the
company and the team is coordinated or guided by a team leader and their duty is to allot the
respective work or target to achieve in a given time(Mathieu and Rapp, 2018).
Types of team
Functional Team: It is related to a function such as the design, purchasing function, etc. The
member in functional team has to achieve certain roles and also has to perform certain
responsibilities to achieve the same task in the organisation. Waitrose plc build functional team
to perform different work for same department (Charles Handy Model of Organization Culture,
2019).
Cross Functional Team: In this team, different department work together to achieve a common
goal. It includes the people from following such as marketing department, production
department, finance department. Organisation promotes this type of method to encourage
employees to show them team efforts and also indicate them that the person from whatever field
has capability to get knowledge of everything. Waitrose plc made cross functional team for
getting different& innovative ideas for achieving common goals.
Virtual Team: In this team, Different group of individual from different geographical location
work together to achieve a common goals in the company. It represents that different ideas and
thoughts are assembled together to achieve a common objective. Waitrose plc also have virtual
team for creating new customer of different cultures& languages(Galisanka, 2019).
Self-directed Team: The team members come together to form an informal team. In this
team different employees having different skills and experience work together without any
supervision or any guidance achieve a common gaol of the company. The employees of Waitrose
plc take initiative for their own.
Team development theory

This model is proposed by Bruce tuckman. This model describes the stages of build and
growing team(Hu and Liden, 2015). This theory is adopted by Waitrose plc for develop their
team performance.
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 others 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 know
each other and clarity in their task increases and different ideas may appreciate for welfare of
Waitrose employee.
Norming:- Now the team members are enter into norming stage. Team members are built their
relationship with each other. They shares 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.
Comparison between effective team and ineffective team:
Bases Effective team Ineffective team
Objective Main purpose is well
understood and accepted by
the members.
The group task is difficult to
understand as well as its
objectives.
Members contribution Each member discuss widely
with each other so that task
can be completed with quality
Some people dominate
others, . Often their
contributions are way off the
point.

leadership Each members respect each
other and listen point of view
of each other.
In this ,they do not listen and
sometimes ignore others
Factors that making effective team
Cohesiveness: If this element is presence then it would help in forming an effective team
otherwise it would create ineffective team. But if a Waitrose plc do not consider that how
cohesive members are with one another that makes an ineffective team (Hu and Liden, 2015).
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 (Organisational Behavior Concepts, 2019).
Stability: If there is stable team in Waitrose then it would be beneficial for the organisation to
motivate team mebers. By this way all the members will feel comfortable and they will support
each other but in the absence of stability ineffective team will be formed (Vrooms Expectancy
Theory, 2016).
Team size: This element matters a lot, if there is big team size then all the members will fail to
understand language of each other properly. Apart from this big team size create difficulty in
managing the team well. On other hand if there is appropriate team size then people will
coordinate with each other properly that would help in forming an effective team (Seven Factors
of Successful Teams: The Keys to Ensure High Team Performance, 2019).
Rewards: leaders are required to provide rewards to each team members and have to appreciate
their performance. This would help in motivating team members and all will perform in a team
well and will contribute well in accomplishing goal of business unit. But if there is no rewards
then people will not feel happy to work in a team.

LO 4
P 4 Concepts and philosophies of organisational behaviour
Concepts of organisational behaviour
Path Goal Theory:
This is the model that explains the way how leaders motivate its workers. This theory
assumes that leader complements its employees and enhance employees retentions.
This theory describes four leadership styles in the organization
Supportive Leadership: Leader is friendly towards subordinates and show concern for their
needs, welfare & well-being. Leader is showing concern about the employees.
Directive Leadership: Leader provides guidelines to the subordinates and told them what is the
expectation of the company from them. Leader directs the employee to do a work.
Participative Leadership: Leader believes in taking decisions in group and shares information
with every subordinate of the company. In these employees are highly involved with their work.
Achievement-oriented: Leaders set goals and encourage employees to reach their peak
performance. Through ability of doing work they show confidence in their work.
In every company there is a leader who takes decisions for the company. From this
concept of organisational behaviour, it can be say that there are different types of leaders in the
organisation and all play their different roles according to their leadership styles.
This concept of organisational behaviour states that every organisation has its own leader,
In Waitrose plc also leader plays an important role. Leaders also have their different styles to
perform a task. As in this company if leaders are friendly with employees then they perform
better work and their productivity also increases(Bickle, 2017). As in directive leadership style
leaders provide guidelines to the employees to do work which every company follows. In this
company if leaders allow employees to participate in the decision making and shares information
with them which give employees a sense of belonging with the company and it may lead to good
results as employees also take interest in the activities of the organisation. Leaders also
encourage employees to set goals and reach to their peak with this company also gets benefit the
goal of the company is achieved easily. Through this concept of organisational behaviour, it can
be said that every company has to follow different leadership style for smooth working of the
organisation. As Waitrose is a supermarket company leadership is also required to do work. In

this company all the employees must know each other for smooth flow of goods and services.
From the above styles of leadership, the participative leadership is giving impact on the company
as an employee is connected with task of the company. In this theory leader clarify the path
which way employees have to go. Every employee is given a particular path on which they have
to work(Galisanka, 2019).
System Theory:
This theory of organisational behaviour states that there should be a system in the
organisation where every is interacting with each other in order to survive in the environment of
the organisation. Environment of the organisation depends on several resources: customers who
purchase product or services, suppliers provide materials, shareholder's investment etc.
It consists of two systems approach
Open-systems approach: In this approach organisation exchange their information from external
environment.
Closed system approach: In this approach organisation cannot exchange information from the
external environment.
As Waitrose company follows this concept of organisational behaviour, firm exchanges
information with their customers by providing them many facilities. As this approach of states
that there should be open system in the organisation for communication which helps company to
do productive work (Sanjeev and Surya, 2016). As this firm is a supermarket all the sections
have to interconnected with each other for smooth working of the company so there should be
open system in the company so that all the employees can get in touch with each other easily.
This approach is considered to be the most effective approach for the growth of the organisation
and for sustainability of the company in the market. Closed system are not popular in the
company as employees are not familiar with the company. The sustainability is totally based on
the environment of the company.
Philosophies of Organisational Behaviour
System Model:
This model appears to be the most important in today's world. This states that nowadays
in organisation employees need more salary and security they think that time they are providing

to company gives them a value and meaning of it. In this model company expect more from their
employees instead of their work done (Urbancova and Vnouckova, 2015).
This model suits the Waitrose plc company as it also expects more from their employees.
As company is paying salary to its employees in return it also wants return of it. Company have
to build faith, determination with employees so that it develops a positive work culture in the
company. There is no such company which satisfies with the work of the employees. By
applying this model Waitrose company can expect from its employees to work in a systematic
manner so that decent decorum will be maintained in the company. As there should be proper
work culture in the company. The work culture depends on the nature of the employees.
Employees also have to meet the expectations of the company by doing efforts and give more
time to complete their more efficiently(Bickle, 2017).
Supportive Model:
This model states that motivating employees and create a positive work environment in
the organisation. Employees are self motivated so that they can generate value beyond their day
to day activity.
This model apply to the Waitrose plc company as employees are being motivated by the
company so that they can perform good in their work. Self motivation is more important for an
employee to do work (Ma and Tsui, 2015). As the employees of this company are being
motivated they are more efficient to do a work if this model is applied to the company. This
model emphasizes that every company have to adopt this model for smooth working. Managers
of the company are also supportive to the employees.
CONCLUSION
From the above study it can be concluded that organisational behaviour is very essential
in order to achieve the determined goals and objectives of an organisation. Present report has
concluded that the organisational behavioural of Waitrose plc company helps in achieving
success. It can't be stuck to employee’s welfare but overall development is also necessary
whether it can be in terms of culture, politics and power of organisation. Motivation can be done
by the team leader but to implement their thoughts, it depends upon the team members. With the
help of organisational behaviour Waitrose plc company build an effective team in contrary to
ineffective team. It has also defined the concepts and philosophies which helps an organization

to work smoothly. The final observation reveals that all these factors can lead a company to
achieve its target.

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