Organisational behaviour

Very Important. All requirements are in the assessment brief

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Critical evaluation of the relationship between culture, politics, power................................3
Organization culture, politics and power influencing the individual and team behaviour and
performance............................................................................................................................3
Critical evaluation on how to influence the behaviour of others............................................5
Critical analysis of team development theory........................................................................5
What makes an effective team as effective as compare to ineffective team with the help of the
different motivational theory..................................................................................................6
Concept of organizational behaviour in a specific business situation..................................11
Evaluating the concepts of organizational behaviour...........................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational behaviour is the study of both group and individual performance and
activity within an organization. Sainsbury's is the third largest retail chain organization with the
market share of 15.3 percent of UK market. This report highlights the influence of culture,
politics and power of an organisation performance. After that the report highlights the process
and content theory of motivation. After that the report highlights the difference between the
effective and ineffective team in the organization. In the report highlights the evaluation of how
concepts and philosophies of organisational behaviour inform and influence behaviour.
MAIN BODY
Critical evaluation of the relationship between culture, politics, power
Thus, the culture, politics and power are interrelated with one another. This is because of
the reason that if the power will be in few hands then the culture of the company will not be in
favour of productive work and this may lead to increase in politics of the employees. This will
result into the loss of efficiency of the employees which will in turn impact the overall efficiency
of the company (Swanepoel, Botha and Rose-Innes, 2015). Thus, it is very necessary for
Sainsbury to have a good culture wherein the power is equitably divided and the politics is also
less so that the employees are comfortable in working in the environment and increase the
productivity of the company. Also, the balance between all the three factors helps the company
in increasing the team performance.
Organization culture, politics and power influencing the individual and team behaviour and
performance
Culture- the culture is the most important part in the success of the company. This is
majorly because of the reason that if the culture of the company is not good then the employees
will not be motivated to work in the company. similarly, if the culture of the environment is good
then the employees will like to work in the company (Rego, Lopes and Nascimento, 2016). Thus,
for maintaining the culture within the company, Sainsbury uses the model of Handy culture
model.
This is a model under which four different types of culture are discussed. These are
mainly the power, role, task and person. These cultures are discussed in brief below-

Power culture- under this type of culture the main focus of the company is over the
decision- making power of the company. under this the power is centralized that is the decision-
making power are in hands of few people only. This is not much good culture because the
employees who are not having much power will feel demotivated and will not work effectively.
Role culture- this is another culture which can be followed by Sainsbury. Under this
culture the power of the person is decided by the position of the role the employees play within
the company. Here the employees are delegated the roles and responsibilities in accordance to
the area of specialization that is in what the employee is more efficient that work is allotted to the
employees.
Person culture- under this culture the employees of the company feel that they are more
superior than the company. here the employees and the staff are more concerned in achievement
of their individual goals and not the goals and objectives of the company.
Task culture- under this role the major focus is laid on the development of the team. This
is majorly because of the reason that the team work is more profitable for the company as
compared to the individual work. this is majorly due to the fact that in team work more
employees work together on same objective thus, this increases the productivity and the quality
of the work (Namada, 2018).
Hence, the culture recommended to Sainsbury is the combination of the role culture and
the task culture. This is majorly pertaining to the fact that the role culture clearly defines the
work of the employee in accordance to their capability and this increases the efficiency of the
employees. In the same way the task culture will focus on the team development which will also
increase the efficiency of the employees as they will be working in a team and with this the work
will be done more efficiently (Jawahar and Stone, 2017). This is because of the reason that this
both will have good impact over the culture of the company.
Power- the power is defined as the ability to decide some or the other thing. It is very
necessary for the company to have power in the right hands this is majorly because of the reason
that if the power is in wrong hand then it will be dangerous for the company as many wrong
decisions can be taken. But in contrast to this if the power is in correct hand then it is beneficial
for the company. For this Sainsbury uses the French and Raven model of power. This model
states that the power is on mainly two basis that is positional power and personal power. Under
the positional power the power is acquired by the position within the company and not because

of the skill and attributes of the person. On the other hand, the personal power is acquired by the
person with the help of the skills and expert knowledge which the person is having.
Sainsbury mainly focuses on the personal power. This is because of the reason that the
personal power is awarded to the employee because of the special knowledge and expertise. thus,
this power motivates more the employees to acquire knowledge and some specific skills so that
the employees also get the personal powers. This increases the performance of the employees as
for getting the power the employees will work effectively and this will increase the performance
of the company and the effectiveness of the employees.
Politics- the politics is defined as the process and behaviour of the employees which
involves authority and power. The politics within the company can be majorly because of the
reason that the employees have different view for different types of situation and also all the
employees are different from one another and this may lead to differences in the employees. If
the politics is high in the company then this will have a major impact over the efficiency of the
company (Kaya, Aydin and Ayhan, 2016).
This is majorly because of the reason that the employees will be much interested in doing
gossiping and doing time pass in different unimportant things which will impact on the
efficiency of the employees. On the other hand, if the politics will be less than the efficiency of
the employees will be high as they will be more focussed on the completion of the work.
Critical evaluation on how to influence the behaviour of others
 To influence the behavioural of the others in the organization the manager has to make
sure that they understand the need and the requirement of the employee of the
organization which will help them in applying the different motivational and the
behavioural theory in the organization (Swanepoel, Botha and Rose-Innes, 2015).
 Another way through manager can influence the other behaviour is by building a trust
between the employee of the organization which will eventually help the company in getting the
support from the employee at difficult time.
Critical analysis of team development theory
 Tuckman Team development theory helps the company in developing the good team in
the organization as it goes on to look at every stage in a sequence to form a team which
used to bring the clarity. At the same time This development theory also used to impact
the efficiency as it takes time to develop the team in the organization.

 Belbin theory help the organization in being clear about the different role which has to be
played in the organization but at the same time also increases the cost of the company.
 One of the major advantages of Tuckman model is that it helps to consider how
group encounter various problems they face during various stages of team development.
One of the major limitations is that model was developed to describe stages in small
groups only.
What makes an effective team as effective as compare to ineffective team with the help of the
different motivational theory
Content theory of motivation is the motivational theory which used to examine how and
why the human need of used to change with the passing period of the time (Kaya, Aydin and
Ayhan, 2016). Theories under content theory used to elaborates the specific factor which used to
motivate the human behaviour in the Sainsbury's.
Maslow's Hierarchy of need theory is the content theory which is well suitable to
motivate the employee in the Sainsbury's. Maslow's Hierarchy of need theory used to understand
and explains that motivation is no more than an attempt which is made by the organization to full
fill the five-basic need of the employee.
 Physiological needs are the basic need of all the employee which they always look to
have for the purpose of the survival. The factor is air, water, food, shelter clothing and
sleep. Generally, Sainsbury's has to make sure that they used to provide the good sort of
the working condition in the organization for the employee to work in the organization.
This eventually help the employee in feeling comfortable in the organization and keep
them motivated.
 Safety need is the need of the person to safeguard them and their family from the
different issue. The issue can be the personal security, financial security, good health and
protection from the different accident. Generally, the employee of the organization
manager has to make sure that they used to provide the good amount of the compensation
to the employee of the organization and also used to provide the extra benefit such as
medical insurance and job security.
 Social need is the need which relates to the sense of belongingness and acceptance. For
this the Sainsbury's manager has to make sure that they organized the different meeting in
the organization so that the employee used to jell up with another employee.

 Esteem need is the need which is related to the self-esteem and respect. This can be
applied in the organization by offering praises and recognition when employee of the
organization does a good work in the organization.
 Self-actualization need is the need which describes the need of the person to reach the
full potential. The leader in the organization can prompt the employee in taking part in
the challenging work and inviting them to take part in decision making.
Process theory of the motivation is theory of the motivation in which the motivation of
the employee is understand with the help of the psychological and the behavioural process that
used to motivate the person.
Vroom's expectancy theory is the best process theory which can be applied in the
Sainsbury's to motivate the different employee in the Sainsbury's. This theory of the motivation
used to assume that the motivation used to occur from conscious choices among alternatives
whose purpose it is to maximize pleasure and to minimize pain. This theory used to cover the
three different aspect of the expectancy theory which used to motivate the employee in the
Sainsbury's.
Expectancy is the different belief which used to see that increased efforts by the
employee will eventually help the company increasing the performance of the Sainsbury's but at
the same time applying this sort of the motivation requires a variety of the step to be taken from
the Sainsbury's side. The leader in the organization has to make sure that they are having the
right resources available to carry out the business operation. Resources may be raw material and
time. After that leader has to make sure that the right people are assigned to complete the
different job in the nation. Also, the leader has to make sure that organization used to provide the
relevant help to the employee by providing the support to perform their job in the organization.
Instrumentality is the second belief which used to explain that if organization perform
well than valued outcome will be received. This believe used to explain the degree to which the
first level outcome will lead to the second level outcome. Leader's in Salisbury's has to make
sure that there is a level of the trust among the people who is going to take decision in the
organization. There should be a transparency of the process and the outcome. Also, there is a
clarity of understanding between the performance and outcome.
Valence is next expect which looks at placing the individual upon the expected outcome.
This explains that for keeping the valence at the positive side the employee in the organization

has to make sure that attaining the outcome to not attaining it. This can be better understanding
with the example that if the employee in the organization employee are motivated by the money
than the employee will not see the extra benefit as a motivation power. As a result, the
Sainsbury's has to find out the best motivational factor for the employee and on the basis of the
same different decision has to be taken by the organization.
Team is the group of the people with the common sort of the interest comes together to
achieve the organizational goal effectively (Flores-Parra and et.al., 2018). As more than one
mind has been inserting to find out the solution of the different issue which is faced by the
organization. Team may be developed in the Sainsbury's with the help of the Tuckman's team
development theory. The theory used to see the team development process in the five different
steps.
 Forming: It is the first stage of the team development in which the leader in the
organization used to guide and direct the employee. There is a little agreement of the
purpose of the team and individual role and responsibilities are also not clear at this point
of the time.
 Storming: It is the second stage in which all the employee used to develop the
relationship with the other employee in the team. There is still not that sort of the clarity
of the role in the organization but purpose is somewhat clear.
 Norming: It is the third stage in which the roles and responsibilities are clear to the
employee in the organization. At this point of time the leader used to make the decision
and delegates the different responsibly. Performing: It is the last step of the team development model in which the team is clear
about what to do in the organization and the reason behind they are performing the
different activity in the organization. All the team in the organization used to share the
vision and used to work accordingly.

Belbin's team role theory
It defined a team role as tendency to contribute, interrelate and behave with other in
systematic manner. This theory helps to analyse reinforce hypothesis that group success depends
on interdependence of their team members (Flores-Parra and et.al., 2018). Belbin theory defined
nine team roles which is categorized into three groups, there are-
Action oriented roles-
It centring on developing as well as improving performance of team's, meeting deadlines
and putting ideas into action. With the help of improving work of group, management will be
able to build effective team as opposed to ineffective ones. By providing guidance’s to people
manager will assure that each worker is moving towards achieving common goal, it also helps to
ensure that they are not losing focus on it. Action oriented roles is always focusing on
improvement and development of team, senior authority plan workable and effective strategy for
enhancing skills and abilities of employees that help to make an effective team. Through
planning management increase the productivity of team and capability as well that complete the
given task on time. Completer finisher are those people who are able to pay attention to tiny
details and make assure that all the things done appropriately.
People oriented roles-
It brings ideas and people together at same workplace within company and allow them to
work effectively. Coordinator is the first people-oriented roles in Belbin theory, they place order
into group of people, focus on objectives of team, delegate work perfectly and draw out team
individuals. Coordinator role is quite different from other roles, they are mature and highly
confident. With these characteristics' in each person management makes effective team and
achieve goal & business objectives (Gabelica and et.al., 2014). Team worker is another role of
this category, that help people to get, using their versatility to determine work required and finish
it on behalf of group. Resource investigator role is to find out the ideas to bring back to team,
they analyse requirement of group and provide them to build effective team.
Thought oriented roles-
This kind of roles help to analyse options and cater technical expertise, with the help of
planning management is able to make creative and innovative culture. Monitor evaluator role is
to analyse and evaluate the effectiveness of team and take decision for betterment. Specialist is

the person who are highly experience and experts in specific subject matter, they provide proper
guidance and direction to team for completing work on time.
Differences between effective and ineffective team-
Effective teams are conscious of their own activities, they encourage discussion on
subject on which they disagree (Paige and et.al., 2014). Team members believe in achievement
of goal, they work effectively and done work on time without any mistakes. Effective team
assessing their own growth to achieve their aims and make necessary modifications to improve
& enhance performance.
As opposite to effective team, ineffective teams are less interested in group discussion,
they established agreed viewpoint quickly without analysing its importance.
Basis Effective team Ineffective team
Contribution of team
members
In the case of effective team
all the team members are
involved in the team work and
decision-making process. This
motivates the team to work in
same direction only.
In ineffective team all the
members are busy in their own
work and do not contribute any
thing in the team work.
Resolving conflicts In effective team there are not
any conflicts and if in some
case even the conflict arises
then the effective leader solves
it very smoothly.
In this type of team there are
many conflicts as all the team
members are busy in
accomplishment of their
personal objectives only. Thus,
there is always conflicts
between the group goals and
the individual goals.
Power and influence In the effective team the power
is equally distributed and
every team member has equal
power (Otte, Konradt and
Oldeweme, 2018). Also, there
But in ineffective team all the
team members are always
focused on achieving power
anyhow. Thus, for this they
can go to any limit and can

is no differences among the
team members in the effective
team.
even fight for the power in the
company.
Leadership and
participation
The leadership is distributed
among all the group members.
Things such as group
maintenance, goal
accomplishment, internal
group maintenance and group
development are considered.
In case of ineffective team’s
leadership is based upon
authority with high power
members are dominating the
group and all the members
focuses only on accomplishing
the goal.
Concept of organizational behaviour in a specific business situation.
Business situation – Sainsbury company offers wide range of products through chain of
supermarkets, convenience shops etc. Firm is facing difficulties in resolving conflicts and
improving employee engagement at the workplace (Gabelica and et.al., 2014).
Path goal theory -
The theory is based on Vroom expectancy theory. Path goal theory was developed by
Martin Evans in year 1970 and further the theory was developed by House in year 1971. The
theory is best thought as a procedure in which the leader of organization chooses particular
behaviour that suit the need and working environment of the company that helps to attain the
objective of firm (Phillips and Phillips, 2016).
According to this theory, Leader of Sainsbury should adjust leadership style according to
the needs of workers. The style of leader involves participative, supportive, directive style etc.
Leader of the firm should make efforts to minimize the difficulties that are faced by team
members and the obstacles that employees might encounter on their route towards the aim and
objectives of the company. Further, management of Sainsbury should also provide support,
guidance, and coaching.
Contingency theory -

The theory was developed by Fred Fiedler in year 1958. According to the author, the
effectiveness of the leader is based upon their control of different types of situations and the
leadership style. Unlike the theory of situational, in case of contingency theory the style of leader
is contingent on the type of situation in the organization. Therefore, this will lead to effectiveness
of leader in case the style of leadership matches with the environment and situation of the
business. Under contingency theory a situation is described with the help of three factors that are
task structure, leader and positional power. All these factors combine to make the situation in
which the style of leader of the company may be effective or ineffective (Villoria, 2016).
To make the best utilization of contingency theory, it is important to use Least Preferred
Co-worker Scale (LPC). This will help Sainsbury to resolve the conflicts faced by employees of
the company and it will result into an increase in employee engagement.
High LPC score -
Leader with better personal skills and focussing on maintaining relationship with other
individuals to complete different types of tasks. These types of leaders are task oriented. Under
this, leader perform their best when the level of relationship between team members and
themselves are at the highest level (Kiweewa and et.al, 2018).
Low LPC score -
Under this, the leader of the company achieves the aim and objectives of the business by
focusing on the work and positional power as well. The effectiveness of these types of leaders is
high when their power related with the position as well as task structure is high.
All the above concepts and theories of organisational behaviour will help Sainsbury to improve
the current level of employee engagement and also assist the management to resolve the conflicts
faced by the workers.
Evaluating the concepts of organizational behaviour.
There are various benefits as well as limitations of concepts of organisational behaviour.
Path goal theory helps organization to increase the level of empowerment, motivation and job
satisfaction level of the employee's. One of the major limitations is that the theory is limited due
to existing organisational culture and job requirements. One of the advantages of contingency
theory is that it helps leader to improve decision-making skills. One of the main limitations is
that it is basically reactive in nature. Sometimes the situation may be hard that it is difficult for

management to handle the situation. Further, contingency approach is a complex method the
suggestion of the method is simple but the practical application is complex.
CONCLUSION
After going through the above report, it has been summarized that culture politics and
power used to have the great impact on the functioning of the organization. After that the report
goes on to summarized that Maslow hierarchy and Vroom motivation theory are two theory
which can be applied to improve the motivation of the employee. After that the report
summarized the difference which is brought by effective in compare to ineffective team. In the
end the report summarized the concept and philosophy of organizational behaviour informs.

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Belbin Team Roles: Theory and Practice. 2017. [Online]. Available
through:<https://activecollab.com/blog/collaboration/belbin-team-roles-theory-practice>