Organisational Behaviour: Analysis, Theories, and Influence

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
Analysis of various organisation’s culture, politics and power...................................................3
Various theories of motivation....................................................................................................4
How the above-mentioned theories influence behaviours within organisations.........................7
How to influence the behaviour of others through the effective application of behavioural
motivational theories...................................................................................................................8
Recommendations on how organisation could improve the performance of their staff to meet
goals.............................................................................................................................................9
Benefits of working in an effective team.....................................................................................9
How effective teams relates to at least one concepts or models of OB.....................................10
Team and group development theories......................................................................................11
Concepts and philosophies of OB..............................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour as defined by Fred Luthans is directly concerned with the
understanding, production and control of human behaviour in organisation. This report aims at
discussing and analysing different elements of organisational behaviour in context of M&S.
Marks and Spencer British multinational retail organisation. M&S was founded in 1884 and its
headquarter is situated at London, England, UK. M&S has its operations at 1463 locations
worldwide and employs 80000 employees. Report will discuss culture, politics and power and its
influence and will discuss about motivational theories. Further, report will discuss about benefits
of working in effective teams and concept and philosophies of organisational behaviour.
Analysis of various organisation’s culture, politics and power
Organisational culture can be defined as collection of expectations, values and processes
that guide and direct actions and decisions of members of Tesco. There are different types of
organisational culture and these cultures are-
Power culture- In power culture power is held by certain individuals in organisation and these
are able to spread their influence throughout the organisation.
Role culture- This culture of organisation is based on regulations and rules and is highly
controlled and individuals in such organisation are aware of their roles and responsibility
(Laforet, 2016).
Task culture- This is culture which is formed in organisation to address specific problem or task
carried out to achieve certain objectives.
Person culture- This type of culture is formed in organisation in which individuals in
organisation consider them superior to organisation. Firms of professionals often have this type
of organisational culture.
Every type of culture has different impact and influence on individuals within
organisation. This means that power culture require individuals to do what people with power
ask them to and role culture require people to do what their position within organisation requires
them to do. This way every organisational culture has different impact and influence.

Organisational political can be defined as self–serving behaviour of employees to increase
probability of obtaining positive outcomes in organisation. Organisational politics is often
considered in negative sense as however sometimes politics in organisation is formal and is done
on organisational level.
Organisational power can be defined as ability of individuals within organisation to impact and
influence decisions and actions of others in organisation. There are different types of power in
organisation that are individual, relationship and involved in organisational structure.
Expert power is an example of individual power, in which power is based on individual
knowledge and expertise of individual (Mahroof, 2019).
Connection power is example of relationship power which comes from relation with powerful
person and related to networking.
Legitimate power is based on organisational structure. This power comes from position that one
holds in organisational hierarchy and related to organisational structure.
Other than these, sources of power involves-
Formal power- This power is based on position and comes from ability of one to coerce or
reward
Referent power- This is concerned with identification with a person who has desirable resources
Coercive power- This is derived from ability to other by means of threats
Reward power- Individuals comply to order and directions of other because doing so involves
positive benefits (Lam and Xu, 2019).
Every type of power has different impact and influence on individuals and groups within
organisation and influence actions and decisions on the basis of power. This also influence work
motivation and relationship with others in organisation.
Various theories of motivation
Extrinsic motivation