Organisational behavior

This report analyses the impact of organisational culture, politics and power on team and individual performance in Argos Limited. It also evaluates content and process theories of motivation, factors that make an effective team and applies concepts and philosophies of OB.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power ..................................................3
TASK 2............................................................................................................................................5
P2 Evaluate how content and process theories of motivation .....................................................5
TASK 3............................................................................................................................................7
P3. Explain what factors makes an effective team .....................................................................7
TASK 4............................................................................................................................................8
P4 Apply concepts and philosophies of OB ...............................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour is stated as the areas under which person behaviours and intrinsic
atmosphere in studies. Moreover, this determines overall relationship within entity and person.
The development of business is ultimately and indirectly depends upon the attitude of
organisation. The well defined working styles are to be observed in enterprise if employees
conduct their task extensively. In addition to this, it represents interrelations between lower and
higher administrative level for managing the business efficiently (Amankwaa, Gyensare and
Susomrith, 2019). As per the given scenario, the undertaken company for this report is Argos
Limited. It is the well known catalogue retailer that operates their business in United Kingdom
and Ireland as well as the subsidiary of Sainsbury’s. Also, its headquarters is in Milton Keynes
and sells products like appliances, skin care, furniture and other. The topics that are going to be
discussed in this report are the firm’s culture, power and politics that have an impact team and
individuals, evaluation of motivational theories, analysis of effective and ineffective team with
help of Tuck man and Belbin theories. Apart from this, the organisational behaviour’s
philosophies and concepts are also discussed in this report.
TASK 1
P1 Analyse how an organisation’s culture, politics and power
The power, culture and politics in entity could impact team and individual’s performance
and behaviours appropriately and efficaciously. All these aspects also have effect on enterprise’s
sustainability as well as progress in optimistic and pessimistic manner.
Organisational culture:
It is stated as the values as well as facts which entities comply through all employees who
are working there. The work culture of Argos Limited can be defined with assistance of Handy’s
culture model that consist four different kinds of culture like power, task, role and person
(Barbaranelli and et. al., 2019). Whole these are defined underneath: Role culture: This is stated as vital firm’s culture which focused on delegating work as per
its role into entity. Within Argos Limited, their managers as well as leaders play significant
role in assigning duties and role to human resources based its qualities as well as
proficiencies which acquire by them due to this, morale and self confidence can be
maximised into their workers in well defined way.

 Person culture: It is stated as the organisational culture where promotion and recognition are
totally based upon obtaining opportunities which is rendered by entity in order to highlight
their proficiencies and competencies to person. In Argos Limited, particular culture aids
workers to share innovative as well as creative thoughts for rendering competitive edge
within market. Moreover, this offers affirmative intrinsic surroundings in entity which result
in development of overall firm’s performance and persona as well. Power culture: It is stated as the power which is hand over to that senior level administrative
that has effectual control upon workers (Chou and et. al., 2019). Within Argos Limited, not
more employee is having this particular power to control performance of workers.
Moreover, this culture type assists its enterprises in developing human resources
performance as an experienced one by facilitating directions to them in well defined manner.
 Task culture: It is stated as the firm’s culture in which concentration is mostly putted on
encouraging and motivating effectual workers so that best among them can be undertaken
that may render benefits to business for long period. In context of Argos Limited, their
manager is working to develop the spirit of group which can results in maximising
organisational profit into very less time period.
CHARLS HANDYS MODEL
This theory links the organisational structure to the culture. It explores the classification
of business structures and organisation based on the functions and roles of each individual. The
four types were identified in this theory which as as follows
Row culture – This culture is categorised which have high degree of formalization and a high
degree of centralization There are well establish formal rules and regulations and a well defined
organizational hierarchy and if the company Argos Limited adopts this culture than the
advantage of such culture is that employee can understand exactly what is expected from them
by the company
Task culture – The organisations which follow such culture are characterised by high degree of
centralisation and low degree of formalisation . This culture is quite flexible ans result oriented .
If Argos Limited follow this culture then there will be no conflicts between the team members of
the company as the task will be divided equally to each employee and there is different
departments and task for each employee.

Power culture- This culture is basically for small organisations where there is only one leader
and he/ she can directly communicate to the members of the team. In this type of culture the
decisions are very quick and responsive as there is one leader to decide. This culture will be
inappropriate for the Argos Limited because it is a large organisation and will not be successful
because there are different departments and one loader cannot handle everything on large scale.
Personal culture- This culture focuses on work environment which is self directed and defined
which means that in such type of culture each individual is rewarded on the basis of their
performance so there is no team work or coordination. If Next plc adopts such culture the
employees will be self motivated and the goals of the company are easily achievable .
From the above information it would be suggested that if the company Argos Limited adopts the
task culture then if will be effective for both employees and the manager because the employees
will be aware about the task properly and there will be no conflicts between the team members.
PATH- GOAL THEORY – This theory was developed by Martin Evans and Robert House. It
states that the leader of the team is responsible for providing followers with the information,
support and other resources which are necessary to achieve goal of the organisation . Here a
business situation is taken where the employees of the company Argos Limited are dissatisfied
with the working environment which creates demotivation in their workplace. This theory
suggests the various styles such as :
Directive leadership- A directive leader lets its subordinates to know what to do and gives
guidance and direction and schedule the work according to the expectations. In the above
situation this style will not be much suitable for Argos Limited because already the employees
are dissatisfied because of the Woking environment in the organisation.
TASK 2
P2 Evaluate how content and process theories of motivation
Motivation is one of the significant term of personnel into attainment of entities and person
goals. This impacts practices and interest of workforce in both manners in affirmative and
negative way (Eissa and et. al., 2019). Moreover, in case personnel are encouraged thereafter this

will assists business to decide the way of organisational development. Thus, for instance, Argos
Limited manager utilised few theories which are stated underneath:
Content theory: It states the overall terms which are becoming the reason for changes in
workforce expectations and needs. So, in order to aids Argos Limited in analysing particular
aspects that work as motivational forces to their human resources are described underneath:
ERG motivational theory: This is developed through Clayton P. Alderfer as well as he
convert requirements of Maslow’s into three needs i.e., Existence, Relatedness and Growth.
These needs are stated underneath: Existence needs: This includes physiological needs of workforce which are foods, air,
cloths and others. In addition to this, it also includes security and safety requirements that
allow personnel to feel safe at their work premises (Griffin and et. al., 2020). So, the
administrative of Argos Limited can able to fulfil particular needs by rendering them
bonus, incentives, insurance and many more. In case this needs are fulfilled then
workforce may get persuade and perform with fuller passion and enthusiasm towards
organisational goals. Relatedness needs: It states the societal and self esteem requirements basically which is
extrinsic. Whole person has effectual relations with their family, peers and many more in
order to interact with them and transmit a social status. In context of Argos Limited, the
higher authority can attain these needs of workforce y conducting some kind of informal
party so that connections will be formed within office staff. This will leads personnel to
feel comfortable and safe at work premises.
 Growth needs: This is stated as the requirements that focused on self actualisation needs
of workforce (Jacobs and Manzi, 2020). In context of Argos Limited, administrative can
render training and development session that assists subordinate to improve themselves
based upon period. Moreover, it influences worker to be very creative and productive at
time of work implementation.
Process theory: This is stated as the theory which is mainly used for determining the
process of psychology and behaviours. Additionally, it is also aids to identify workforce needs
which may affect the level of performance. In context of Argos Limited, administrative has to
bring encouragement by ascertaining their specific needs. For this, this is adopted Adam’s equity
theory which is explained underneath:

Adam’s equity theory: It is mainly stated as an effectual motivational process theory that is
set up by John Stacy Adam as well as this is basically depends on two specific principles. First
is, balance among productivity and contribution is maintained that is considered as the workforce
potential is equal outcomes they gained. The secondary principle is, personnel did not feel kind
of discrimination within work premises. They have to be treated evenly and fairly through higher
authority administrative (Lugosi, 2019). In context of Argos Limited, its administration can
render benefits to their human resources such as medical policies, paid leaves and so on who put
its effort for achievement of organisational objectives. This will motivate workforce to render
their potential as well as gain rewards from management. Along with this, it will assist Argos
limited for accomplishing its goals in well defined manner within particular period.
TASK 3
P3. Explain what factors makes an effective team
A team refers to the group of members (which might be either small or large) who
perform a set of activities together to achieve a common objective. Organisations form teams to
achieve particular tasks that are too complex for an individual to accomplish (Miao and et. al.,
2020). Hence, teams are essential factors of the organisations which are selected on the bases of
knowledge, skills, reasoning and abilities.
Effective Team
An effective team comprises of two or more people who work together to achieve the
goals of company which leads to increase in business productivity and motivation level.
Effective team within Argos functions in different way than an ordinary work group that is
members of team not only share the information’s but also share responsibilities for team work.
Ineffective team
In organisation not all the teams get success at what they do where as such teams spend
too much team in decision making and members didn't take a fair part in work which leads to
ineffective team (Sathiya, 2019).
Implementation of following theories helps in effective team work-
Belbin Team Roles
The Belbin team roles determine job duties that fall into three types: thought-oriented
roles, action-oriented roles and people-oriented roles which helps team members to work more

efficiently (Naz and et. al., 2019).
 The Monitor Evaluator (thought-oriented) is used by Argos when challenges arise that
require advanced analytical ability and quick problem-solving.
 The Specialist (thought-oriented) are the invaluable assets of company who become very
engaging and helpful when it comes to their field of expertise.
 The Plant(thought-oriented) are the free-thinkers of the company who are creative and
produces original ideas and suggest new innovative ways of functioning.
 The Shaper(action-oriented) play a crucial role in company as they are one who motivates
and inspire passion in team members.
 The Implementer(action-oriented) are highly disciplined individuals who focuses on the
needs of a team in the company.
 The completer(action-oriented) are those people within company who are responsible for
quality assurance during key stages of projects.
 The coordinator(people-oriented) prefer democratic approach in Argos to concentrate on
helping team members achieving their objectives.
 The Team Worker(people-oriented) are those team members who adapt themselves to solve
interpersonal issues within a team and are highly versatile to cope up with sudden changes.
 The Resource Investigator(people-oriented) helps company by making new business
contacts and also carry out subsequent negotiations on company behalf.
TASK 4
P4 Apply concepts and philosophies of OB
There are large requirements for utilisation of firm’s behaviour philosophies as well as
concepts into entity or upon few particular circumstances. It assists in accomplishment of
effectual outcomes which contributes in obtaining success in upcoming time duration. The work
into the direction of obtaining data regarding related workforce attitudes so using similar
strategies level in determining its support in order to perform the entity’s function (Susomrith
and Amankwaa, 2019). It has huge number of advantages towards both firm and staff. In this,
workers obtain advantage in which it obtains same type of treatment as its attitude wants. Along
with this, it can able to obtain the work culture that is appropriate in nature of work performance

with full efforts. The advantage accomplished through entity involves higher level of staff
involvement, high productivity, effective work culture and competitive advantage in type of
better performing groups.
Path Goal Theory:
Path goal theory: It is considered as one of the effectual theory which will assist an entity
to obtain affirmative benefits. It is regarding evaluation of leaders, style of leadership and
application of one that is best suited to staff. This similar type that application of style will be
performed only after determining works preferences. With utilisation of it, they key intent of
entity is to attain its expected objectives with assistance of developing staff encouragement,
satisfaction and empowerment (Tjahjono, Fachrunnisa, and Palupi, 2019). It permits personnel to
become loyal with its position along with task as well as conduct practices in such a way which
can able to accomplish standards that formed through firm for effective performance. Within
various situations, leader have accountability for assessing its own as well as workforce ability
with preferable style so utilise the same in accomplishment of optimistic outcomes. Ascertain the staff and environment characteristics: Staff are essential business entity
part as it interpret its leader’s attitudes that is basically depends upon its requirements
such as the level of framework they need, expect and affiliation to control as well as
perceived capability level. In addition to this, it will be advantageous for development as
well as growth of firm. Efficacious work atmosphere support enterprise through retaining
proficient workforce which outcomes into high organisational development at market
area. Choose a leadership style: This is considered as essential aspects of Path goal theory as it
will hold up entity to maintain an effectual work atmosphere. There are various kinds of
leadership style like directives, supportive, participative and many more (Zhang, Jiang
and Jin, 2020). In Argos Limited, supportive style of supportive is very much vital as this
support the leader of business within proficient staff retention which outputs in stronger
brand reputation of entity.
 Concentration upon motivational factors: It is considered as the role of business
administrative to facilitate encouragement to its staff. As this support firm in attainment
of longer term objectives at specified time period. There are various motivational factors
like attainment of personal development, recognition, accountability, autonomy and the

work them self. Whole these are effectual as well as vital for firm in achievement of
competitive benefits.
CONCLUSION
From the above study it has been concluded that in the beginning Argos sales and profits
were disappointing but now due to changes in the organisational behaviour the growth has been
excellent. This is a remarkable turn for them which has brought instilling insights and
enthusiasm into the team, keeping the brand modern, providing more convenient services to
customers and building the winning culture among the staff members. Changes in its behaviour
and effective team work has revitalised the brand and boosted its market share. Argos worked
hard to improve its productivity by measuring the time taken by staff members to complete the
task and also make sure that all the resources are used efficiently to met the needs of the
customers. With the change in the approach of offering, improvement in store technology and a
clever distribution model, it has stand on the promise of a seamless shopping experience across
the board.
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Online
Models of Organisational Culture - Handy, 2015. [Online]. Available through:
<https://www.tutor2u.net/business/reference/models-of-organisational-culture-handy/>.