Organisational Behaviour Analysis: M&S, Culture, Power, and Motivation

This report provides an in-depth analysis of organisational behaviour within Marks & Spencer (M&S), examining key aspects such as organisational culture, power dynamics, and employee motivation. The report begins by defining organisational behaviour and its relevance to business success, then delves into Handy's culture model to evaluate the organisational culture at M&S. It explores the impact of politics within the workplace culture and the influence of power on individual and team performance, utilizing French and Raven's power model. Furthermore, the report investigates content and process theories of motivation, including Maslow's hierarchy of needs, Vroom's expectancy theory, Adam's equity theory, and goal-setting theory, to assess their application within the organisation. The report also discusses the characteristics of effective and ineffective teams and concludes with an evaluation of the concepts and philosophies of organisational behaviour in the context of M&S. The overall objective is to understand how these factors impact the performance of the employees.

UNIT 12–
ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Organisational culture..................................................................................................................3
Politics in culture.........................................................................................................................4
Power influence individual and team..........................................................................................5
Content and process theory of motivation...................................................................................6
Process theories...........................................................................................................................8
What makes an effective team as opposed to ineffective team...................................................8
Concepts and philosophies of organizational behaviour along with its evaluation...................11
CONCLUSION..............................................................................................................................13
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour is basically studied in human behaviour factor who are working
within the organization (Griffin And et. al., 2020). This undertakes the way in which people
interact with different type of group and the principles of this apply to enhance effective of
business. Marks and Spenser is multinational company in retailing sector trying to motivate its
employees and improve the organizational culture. This report will evaluate the organization
culture, politics and power influence individual and team behaviour and performance. Further the
content and process theories are determined. Moreover, concept and philosophies of
organisational behaviour within an organizational context of use and business state.
MAIN BODY
Organisational culture
The organizational culture refers to the practise that assists to create traits which are
useful for the success of the business (Belschak-Jacobs, 2018). Any company who have a healthy
culture can easily grow their revenue and grow more stock as well. The organizational culture is
combination of values and the practises which help to instruct the team members. There are
number of model developed by authors to make organizational culture more efficient. One of
those culture model is discussed below:
Handy's culture model
As per the Handy's culture model the organizational cultures can be divided into four types that
are used by any company.
Power culture: This is a type of culture in which the power is remained with few people who are
at the top-level management in the company (Seel, 2020). These people are only authorized to
take decision in the company. These people who are taking decision are having a privilege that is
limited to them only, and they are most important people for the entire organization. When they
plan something then they further delegate that information to the people working under them in
the company. As subordinate not have any other option rather than following their superior and
the chance of partiality is also can happen in such type of culture.

Task culture: This culture is developed for this organization who are totally focused to achieve
the goal and also resolve the issues in the company. The managers place all the smilier kind
whose interest and skills are same they are kept in the same team to enhance the productivity of
the company. If Marks & Spencer will have this culture then they have to make small team and
also train all the employees so that they can contribute equally. All the employees of M&S will
work together and achieve the target in creative and innovative style.
Person culture: in this culture the people of the organization are more important, and they are
also concern of their own rather than the common goals. When M&S will use this culture in its
organization then they have to face the challenges. As employees nature in such culture is just to
come office to earn the wages, and they have not more concern about the condition of
organization.
Role culture: such culture provide effective role as well as responsibility to its employees so
that they get direction to perform their activity (Blois and Hopkinson, 2017). The employees also
find the best manner to perform the activities and also efficient to face the issues. When M&S
will make use of it then their each employee is reliable for something. All the authority is equally
distributed as per the responsibility to the employees.
As per the handy's model of culture out of all this four culture the most suitable cultures
of Marks & Spencer are task culture and role culture as this are effective culture that will help in
growth and also improve the profit of the company. As the task culture will allow to give
direction to the people and role help to give them authority and responsibility so the productivity
also enhance and employees will be highly satisfied.
Politics in culture
The workplace is also placed where politics happens because employees also come with
their emotions and needs (Kothe And et. al., 2019). As in the organization is also not use to work
according to the one person so this is big reason when the different people are say different about
the same topic then it becomes hard to manage.
Good politics: this type of politics in the Marks and Spenser always improve the system, and
they find a long time solution for any issue (Ling, Kothe and Mullan, 2019). This beliefs in the
unity of employees and keep them connected so that they are more motivated towards work.

Bad politics: when the M&S is having bad politics then all the power will be concentrated on the
individual person and further criticize single person to all the issues and challenges. This also
deviate the people from the real issue.
Power influence individual and team
The power influence the individual person and the behaviour of the team with their performance
in M&S can be understood with the help of French raven power model. In this model the power
is subdivided into five powers:
Referent: This is type of power which help individual to earn the respect and admiration while
performing activities at workplace (Acquah and et. al., 2021). This also helpful for showing the
leadership ability in which anyone can develop more effective working environment and also
treat the people with respect. This power will helpful to the individual as when the respect is
given to them then they are more motivated in their work and on team level it is also helpful
because all the employees will work to get respect from others.
Expert: Expert power is an informal power which lead to make advance knowledge in an
individual in a specific subject. This influence the credibility of an individual and it also helps to
add value to the organization and also guide others in that field. With this individual become
more expert in the particular area and collectively all workers also perform better to be expertise
(Birkland, 2019).
Legitimate: This is type of power which is given when individual get promote to higher position
in the company. This power will influence individual to perform better so that more power can
be avail and team members are also influence as they also want to enhance their power, so they
will work more effectively.
Reward: This power is provided in the organization as per the performance level of the
individual as when an individual is performing more than others than power is provided, so I will
help in motivation of employees. The individual is being more motivated when they get the
rewards on the performance and other people also work together in an integrated way to enhance
their performance which will increase the productivity and profitability of the company.
Coercive: when some employees are not performing as per the instruction then they have to
beerier penalty so this the power given to the people to penalty others. So the influence the

individual to perform better to avoid any kind of penalty. All the team also will try to work more
perfectly so that they are not been penalty (Mickan and Boyce, 2018).
From this five power influencers the expert power and rewards power is being most
suitable for the Marks and Spenser to enhance motivation and performance of employees.
Content and process theory of motivation
Motivation: This is a process which stimulate people to act in a direction where the goal is
accomplished effectively (Anagnostopoulos and Papadimitriou, 2017). When an individual is
motivated then they perform more effectively and efficiently at the workplace. Motivation is of
two type intrinsic and extrinsic:
Intrinsic motivation: this is a type of motivation which come inside of individual as per their
needs and drives. When this motivation is used then individual will highly engage in finding the
challenges and interest.
Extrinsic motivation: this motivation developed from outside as when individual need to get
some rewards from the organization they are working for then they will work with higher
motivation.
Content theories: This type of motivation describe a framework of requirement which help to
motivate people actions (Al-Madadha, Al-Adwan and Zakzouk, 2021). This is focussed on the
individual needs of the people in their lives which help in motivating them. Content theories are
as follows:
Maslow's need hierarchy theory: According to this motivation theory in psychology consist of
five level of needs that any individual have while working in M&S. As the level goes up the
motivation level also arises in same way.
Physiological needs: this is the basic and most important needs of the individual working in an
organization. When the M&S is not able to fulfil this needs then employees can not perform
optimally in the organization. All the other needs of employees are of no use when this need is
not being fulfilled. This involves food, air, water and many more.
Safety needs: the employee also need some security and safety while working in the organization
to be satisfied and motivate towards their work. For example., financial security, emotional
security.

Belongingness needs: When this both are fulfilled then individual also have need of
belongingness while working in the M&S. This is emotional need that is need to fulfil this needs
involves friendship, relationship or being a part of the team (Kothe And et. al., 2019).
Esteem needs: when an individual is having friends and good bond with the team-mates then
they need to develop their own worth. They want that people respect them and their dignity is
being maintained.
Self-actualization needs: this is the last stage which need to fulfil to reach the most effective
motivation in employees. The individual need to enhance its potential so by adequate training
this need is also satisfied and M&S employees get satisfied (Blois and Hopkinson, 2017).
Vroom expectancy theory of motivation
This theory work on the assumption that anyone's behaviour results from self-conscious
choice from all the alternate. The intention is to maximize the pleasure and shorten the pain.
There are factors on which the performance of employee is being dependent. This theory has
three components. M&S can use this to motivate the employees in effective manner.
Expectancy : effort
The individual expectancy is set as per attainable desired performance target (Seel, 2020). The
expectancy is made according to the previous experience, confidence they have and barriers in
the setted goal.
Instrumentality: performance
In this the individual who is working for the company will get respective benefits and rewards if
they will work as per expected. The reward is in form of increase in revenue, recognition or any
other.
Valence
This is basically the value that individual put on the returns benefits this is totally based on needs
, values and source of motivation (Belschak-Jacobs, 2018).

Process theories
This type of theories of motivation explains how and why the motivation practises affects the
behaviours of the people. This uses to look at psychology as well as behavioural methods that
impact the level motivation in individual.
Adam's equity approach: According to this approach their must be equal proportion in the input
of the employees and output of the employees. M&S can use this approach in the organization
and allow employees to perform better with the help of their skills, knowledge, hard work and
further they will provide the salary, benefits as well as recognition in the Marks and Spencer
accordingly. This will improve the performance of the employees quickly in the M&S as all the
employees want better return from the organization (Griffin And et. al., 2020).
Goal theory of motivation: the goal theory uses to give a way to the employees to performance
its activities in the organization and input which they have to make in to better result. When the
M&S will make use of motivation theory then it is linked with task performance. When the goal
is challenging to the employees of M&S then they will contribute more, and they are highly
engaged in the work which they are doing. The motivation tends to increase when the goal is
prefixed. The senior can also provide the feedback according the work employees are performing
in the M&S.
What makes an effective team as opposed to ineffective team
For effective and smooth functioning of the organization, cooperation among team members are
highly important and the most essential element. Cooperation at the workplace is able to generate
engagement of employees with the help of open communication. Cooperation within the
workplace is highly personified by team which can be effective or ineffective in nature. It has
been recognised that mere presence of team is not help the organization. A team has been
effective in terms of their working if they are enabling to achieve its goals and objectives in most
appropriate manner (McDonald, R.M. and Eisenhardt, K.M., 2020). Team within the Marks and
Spencer is able to gain status of being effective when the members within the team are able to do
open conversations with each other and are allowed by their managers to express their
viewpoints freely in the organization. It has been evaluated that in order to create effective team
environment, leaders generally follow situational leadership style in which all the members listen
to each other’s views and opinions to make the final decision appropriately. While on the other

hand, an ineffective team is just opposite to the effective team as the members within such kind
of team do not listen and respect to each other’s viewpoints. The firms in which there is a culture
of ineffective team resides, the leaders within such organizations follow authoritative kind of
leadership style through which closed discussions happen within the organization. The decision
making within the effective teams is characterised by a form of consensus in which general
contract has been taken from each and every member however, in ineffective team decisions are
basically made prematurely even before the real issues resolved. Moreover, it has been seen that
team roles plays an important role in making the teams effective or ineffective. This concept has
been described effectively with the help of team development theory.
According to this theory there are a total of none of team roles that affects the effectiveness
of teams which in return impacts the behaviour of employees. These roles are as follows:
Action oriented roles
 Shaper: They are the person within the team who challenges other team members to
improve in order to become dynamic in nature.
 Implementer: These people get the things and tasks done by other individuals by
implementing the plans into actions.
 Complete: This is a kind of finisher who ensures that there are no errors and omissions in
the completion of the project or assignment.
People oriented roles
 Coordinator: This includes the people who act as the traditional team leader who are
able to guide the team towards the correct direction.
 Team worker: It includes the person who provides the support and make sure that
whether the team is working in effective manner through which they are able to achieve
their organizational goals and objectives or not.
 Resource investigator: It includes the teams most curious and innovative people that
explores available options and negotiate resources in order to complete the tasks in most
appropriate manner (Seel, R., 2020)
Thought oriented roles
 Plant: It includes the people who are able to generate and provide new and innovative
ideas along with approaches but somehow lack in communication part.

 Supervise: This is the evaluator kind of people who analyses the condition and evaluate
the ideas with identification of its advantages and disadvantages before making any kind
of final decisions.
 Expert: These are those people who have specialised knowledge and skills in order to
perform specific tasks.
In context of Mark and Spencer, it has been evaluated that the firm also follows this model in
order to define their team roles in various different departments within the organization. The
company deals in home products, luxury food items, clothing, etc. operating in different
departments including finance, HR, Logistics, marketing and many others. The reason behind
effective communication and coordination among different departments in M&S, the effective
team roles that has been played by each employee in the firm is enhance the effectiveness of the
team. Another major framework that has been adopted by M&S is Tuckman model which
provides popular method in providing base for effective team building. According to this model,
there are four stages occurs. Initial stage is forming in which team development has been
generated in which majority of team members are positive and polite towards each other and
leaders generally play dominant role For instance in M&S the people execute this when the
company decided to introduce new range of products (Nordbäck, E.S. and Espinosa, J.A., 2019).
All the team members coordinated very well in order to perform their tasks and shoes excellent
communication skills at this stage. In the next step i.e. storming in which each individual are
pushed against the boundaries. In this stage team members challenge the authorities of each other
which results into problems between them. However, conflicts took long time to resolve the
issues which affects the whole team working. In context of M&S, high degree of conflicts arose
while introduction of new products. Norming is the third stage in which people resolve the
conflicts and understand others viewpoints of their colleagues. The last stage is performing in
which team goals are efficiently achieved with the help of hard work. In the remaining above last
two stages, it has been seen that M&S performed in well coordination between all the
departments. At all stages, different people exhibit different behaviour which affects the team
working. With respect to both the theories that are explained above, it has been evaluated that
despite the usefulness of the theories, in analysing the effectiveness and ineffectiveness of teams,
it has been identified that there are certain advantages and disadvantages of effective team

concept which helps Mark and Spencer to do well in the external market environment in which
various competitors are also available. The advantages of effective teams for M&S employees is
that the whole team is able to generate effective ideas, promotes creativity, encourage the
motivation level among employees, helps in building trust factor, Promotes unity, promote
diversified thinking, employees are able to work more with less time contribution. While on the
other hand, certain disadvantages includes which have been shared by the leaders of M&S are
that these practices losses the efficiency, generates lack of effective communication and might
arises personality conflicts (Grubaugh, M.L. and Flynn, L., 2018).
Concepts and philosophies of organizational behaviour along with its evaluation
As per the views of the overall concept as well as the philosophies of organizational behaviour it
has been evaluated that the philosophies are based on the key elements which are nature of the
people along with the character of the organization. Characteristics of people illustrate the basic
qualities of persons or individual employee connected with the firm in any format that can be
similar or unique in each terms. There are certain factors which affect the nature of people such
as individual difference, whole person, motivated behaviour, and their perception of doing
things. As per the primary factor which is the individual difference, it is seen that the
individuals are approached personally through one on one conversation. In context of Marks and
Spencer, it has been analysed that managers of the firm generally conducts one on one discussion
sessions on quarterly basis with their employees in order to identify view points. However,
sometimes it has been criticised on grounds of being judgemental and partial. The second factor
of the organizational behaviour is the perception, which shows the ability to observe and
conclude things (Ulrich, B. and Crider, N.M., 2017). Another factor that affects is motivation
which highly influences the behaviour of an individual in an optimistic manner along with some
negative ways as well. The employees within the organization i.e. Mark and Spencer, they feel
highly motivated with the help of HR strategies along with the reward function strategies offered
to them by management people. On the other hand, there are certain low level employees who
are not at all satisfied with the policies and rules of the firm prepared by HR managers which
encourage negative behaviour among employees. Whole person is one more factor which
includes the emotional conditions of employees which are non detachable from physical
conditions (Sawan, F., 2021).

Another element of the concept and philosophy consists of nature of the organization which also
plays a vital role. The factors which affect and influence the behaviour of organization are social
system, mutual interests along with ethics. Social system describes the social connectivity of the
firm with its consumers, stakeholders as well as suppliers. It can be both formal as well as
informal. The behaviour of employees is dependent upon these social systems as it acts as a
parallel manifestation of the values and beliefs of the organization. The ways in which groups
and individual have been handled affects the behaviour. Ethics are the moral principles of any
organization such as Marks and Spencer meet its moral standards along with ethical practices in
its business activities or operations like integrity, values, discipline as well as customer
centricity. However, the code of ethics training rewards has been currently added to the Mark
and Spencer culture in order to explain notable ethical behaviour. Mutual interests describe
mutual understanding of employees as well as the establishment. Common concern is the
effectual element in order to determine the behaviour that has been generated by an individual
within the work space (Agarwal, N., Bansal, R. and Fulzele, R., 2020). In context of Mark and
Spencer, it has been seen that the firm up to a great extent has undergone from various
challenges pertaining to mutual understanding among employees as well as organization. Thus
mutual interests can lead to positive as well as negative behaviour.
Path goal leadership style helps to improve the team performances and productivity within
the Mark and Spencer. This management styles works in comparable way. In order to leading
team, there are different paths in order to lead the team. There are various leadership styles that
associated with path goal theory such as:
Participative management which presents the involvement of each and every employee during
the presentation of tasks and assignments in most appropriate manner. It includes suggestions
from various people which highly effects optimistically to complete the overall tasks. Its major
aim to build commitment within the teams in order to make them effective. In order to do such
changes, managers of M&S must delegate power and it is necessary that the whole team decides
together about the solution that has been adopts by the firm (Baloochi, H., Baloochi, H. and
Saadati, S.M., 2019).
Another is supportive leadership which plays a vital role in the management of M&S in
which a manager does not simply just delegate the tasks and receive results but also supports
them until the whole assignments gets completed.