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
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
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. Thedevelopmentofbusinessisultimatelyandindirectlydependsupontheattitudeof 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 helpofTuckmanandBelbintheories.Apartfromthis,theorganisationalbehaviour’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 inassigningdutiesand role tohuman resourcesbaseditsqualitiesaswellas 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 moreemployeeishavingthisparticularpowertocontrolperformanceofworkers. Moreover,thisculturetypeassistsitsenterprisesindevelopinghumanresources 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 typeswere 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.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
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 . Herea 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
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
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. TheResourceInvestigator(people-oriented)helpscompanybymakingnewbusiness 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. Concentrationuponmotivationalfactors:It isconsideredastheroleof 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.Thisisaremarkableturnforthemwhichhasbroughtinstillinginsightsand 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. REFERENCES Books and Journal
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Amankwaa, A., Gyensare, M. A. and Susomrith, P., 2019. Transformational leadership with innovative behaviour.Leadership & Organization Development Journal. Barbaranelli, C. and et. al., 2019. Positivity and behaviour: the mediating role of self-efficacy in organisational and educational settings.Journal of Happiness Studies.20(3). pp.707-727. Chou, C. M., and et. al., 2019. Factors influencing teachers’ innovative teaching behaviour with information and communication technology (ICT): the mediator role of organisational innovation climate.Educational Psychology.39(1). pp.65-85. Curcija, M., Breakey, N. and Driml, S., 2019. Development of a conflict management model as a toolforimprovedprojectoutcomesincommunitybasedtourism.Tourism Management.70. pp.341-354. daVeiga,A.andet.al.,2020.Definingorganisationalinformationsecurityculture— Perspectives from academia and industry.Computers & Security.92. p.101713. Effron,D.A.andRaj,M.,2020.Misinformationandmorality:encounteringfake-news headlines makes them seem less unethical to publish and share.Psychological science. 31(1). pp.75-87. Eissa, G., and et. al., 2019. Winning at all costs: An exploration of bottom‐line mentality, Machiavellianism,andorganisationalcitizenshipbehaviour.HumanResource Management Journal.29(3). pp.469-489. Griffin, R. W., and et. al., 2020.Organisational Behaviour: Engaging People and Organisations. Cengage AU. Jacobs, K. and Manzi, T., 2020. Conceptualising ‘financialisation’: governance, organisational behaviourandsocialinteractioninUKhousing.InternationalJournalofHousing Policy.20(2). pp.184-202. Lugosi, P., 2019. Deviance, deviant behaviour and hospitality management: Sources, forms and drivers.Tourism Management.74. pp.81-98. Miao, Q., and et. al., 2020. Ethical Leadership and Unethical Pro‐Organisational Behaviour: The Mediating Mechanism of Reflective Moral Attentiveness.Applied Psychology.69(3). pp.834-853. Naz, S., and et. al., 2019. Linking emotional intelligence to knowledge sharing behaviour: mediating role of job satisfaction and organisational commitment.Middle East Journal of Management.6(3). pp.318-340.
Sathiya,V.,2019.TheMediationEffectofPersonalCharacteristicsonOrganisational Behaviour.Research & Reviews: Journal of Statistics.8(2). pp.34-40. Sheedy, E., Garcia, P. and Jepsen, D., 2019. The Role of Risk Climate and Ethical Self-interest ClimateinPredictingUnethicalPro-organisationalBehaviour.JournalofBusiness Ethics, pp.1-20. Simbine, B. D. and Tukamushaba, E. K., 2020. The effect of employees’ behaviour on organisationalcompetitivenessinhospitality.ResearchinHospitalityManagement. 10(1). pp.43-49. Soto, M. and Rojas, O., 2019. Self-efficacy and job satisfaction as antecedents of citizenship behaviour in private schools.International Journal of management in education.13(1). pp.82-96. Susomrith, P. and Amankwaa, A., 2019. Relationship between job embeddedness and innovative work behaviour.Management Decision. Tjahjono, H. K., Fachrunnisa, O. and Palupi, M., 2019. Configuration of organisational justice and social capital: their impact on satisfaction and commitment.International Journal of Business Excellence.17(3). pp.336-360. Zhang, L., Jiang, H. and Jin, T., 2020. Leader-member exchange and organisational citizenship behaviour:Themediatingandmoderatingeffectsofroleambiguity.Journalof Psychology in Africa.30(1). pp.17-22. Online ModelsofOrganisationalCulture-Handy,2015.[Online].Availablethrough: <https://www.tutor2u.net/business/reference/models-of-organisational-culture-handy/>.