Organisational Behaviour: Analysis of M&S Culture, Politics, Power, and Motivational Theories

This report analyses the influence of M&S culture, politics, and power on individual and team performance and behaviour. It evaluates various motivational theories and techniques that help in aim achievement. It also assesses the benefits of working in a team and discusses the effectiveness of team work in relation to group development theories and concepts of organizational behaviour.

UNIT 12 - ORGANIZATIONAL
BEHAVIOUR
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Analysing how M&S culture, politics and power influence individual & team performance and
behaviour......................................................................................................................................3
Analysing various motivational theories, including content and process and motivational
techniques that help in aim achievement.....................................................................................5
Conclusion with suggestions on how Marks & Spencer can improve staff performance...........7
Overview of M&S culture, power and politics with relevant examples, and how motivational
concepts and techniques have been applied in the company.......................................................8
PART 2............................................................................................................................................8
Assessing benefits of working in a team......................................................................................8
Discussing the benefit of working in a team as leader & member............................................11
Critically analyse at least two group development theories to discuss effectiveness of team
work...........................................................................................................................................11
Examining how effective teams relates to at least two models or concepts of organizational
behaviour....................................................................................................................................12
Concluding overall analysis with critical reflection on valued and relevance of effective team
working......................................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCE.................................................................................................................................14
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INTRODUCTION
The academic study of the interaction of the people in the organization is the behaviour
of the organization. There were different types of organization behaviour such as the supportive
model, autocratic model, custodian model, etc. Thus, the report will include the analysis of the
individual and team influence in the organization politics and the culture. The report will include
the individual performance and the team behaviour. Further, to achieve the goal of the
organization business will evaluate the individuals and team motivation. The report will evaluate
the motivation of employees through different theories. Thus, the report will include the
identification of the effective in opposed to the ineffective team. Further, within the organization
the philosophies and the concepts will have applied to the report.
PART 1
Analysing how M&S culture, politics and power influence individual & team performance and
behaviour
To influence the performance and behaviour of the individual the team the internal
factors helps. The internal factors are the politics, power and the culture of the organization. The
peoples were demotivated if there is the negative power, culture and the politics. The internal
factors of the organization are:
Organization Culture – The Marks and Spencer believes prevailing to the values and
the believes is known as the culture of the organization. The productivity and the performance of
the team can be influenced through four types of organizational culture. The four types of
cultures are:
Power Culture – In the Marks and Spencer only few people have the power of authority
to the culture of the organization. To the cited organization only those people were allowed to
take decisions and only they were liable to the decisions (Handy's Model of Organisational
Culture, 2022). In the Marks and Spencer those people enjoy the special position and the place.
Thus, at any cost the task was allotted and assigned to the subordinates. The subordinate does not
get the right to freedom to share the views and the express their ideas to the superiors (Stewart,
Courtright and Manz, 2019). Thus, if the values were not expressed to the superior it will
demotivate the employees and will left the organization. Marks and Spencer will generate loss if
they do not motivate the employees.
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Task Culture – To achieve the goal in the organization Marks and Spencer achieve
through developing the team. To achieve the organization short and the long term goals Marks
and Spencer produce the team of 4 to 5 members (Li and et.al). To complete the assigned task,
the team were formed in which the members share their skills, talents and ideas. The employees
of the Marks and Spencer will employee due to these type of culture. There will be increase in
the performance and the productivity.
Person Culture – The persons working in the employees were much prior then the
organization in the person culture. The organization performance can impact because some
peoples in the organization only comes for the money.
Role culture- along with above, the current category of term is also included in category
of power that a person hold in the organization, through which they can influence team and
individual behaviours as well as performance, either in negative or positive ways. According to
the role culture, when management in the M&S rule over the employees in ethical and systematic
manner, they can influence them positively in term of boosting morale.
Organizational power- French and Raven is the best model that applied in the context of
determining power and their extent to which, individual and team behaviour as well as
performance might be influenced. The chosen model encompasses five different power dynamics
and these are;
Referent- The current category of power comes as outcome of a person perceived
worthiness and attribute as well as right to other's respect. In the organization, when managers
being liked by the employees, it can influence positively, in term of boosting morale and
confidence as well as increasing performance.
Expert- Managers in the M&S can utilize expert power in term of sharing their
experience with all the employees, while they are working in team. It develops a confidence
level among candidates and give them reason to stay focus on aim achievement.
Legitimate- the current types of power is driven from a specific designation or set of
formal connections (French and Raven’s Forms of Power, 2021). In the organization, leader with
legitimate power influence individual and teams, performance as well as behaviour in term of
increasing confidence.
Reward- The power of rewarding people in the organization is the best authority that a
manager and leader have. In the M&S, with this kind of power, management can influence
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people in term of improving performance and making their behaviour, better than last few years
or months.
Coercive- Another form of power that majority of companies have is current one.
Coercion power includes forcing individual or team to do something against their will and
capability. This kind of power put negative impact on each employee, whether they are working
independently or in a team. It affects in term of decreasing their morale and performance as well
as confidence.
Organizational politics impact- politics in the organization put direct impact on
individuals performance and their behaviour as well (Sung and Kim, 2021). In the context of
M&S, it affects positively, because management instead of playing bad politics, utilize the term
in positive manner. They take approach to identify the reason behind issue occurrence and
resolve the same in systematic manner.
Analysing various motivational theories, including content and process and motivational
techniques that help in aim achievement.
Maslow's hierarchy of needs-
Physiological needs-
The first element of maslow's hierarchy of needs as content motivational theory is current
one, according to which management attempt to fulfil the basic needs of employees. They can
conduct practice of providing stay facilities to those candidates who are coming from different
regions and states, to work with M&S, for purpose of starting their career in the field of business
(Cui and et.al., 2021). It is fact that majority of basic category of requirements that individual
candidate have been physiological, which enable individuals to survive in appropriate manner,
for longer time.
Safety needs-
Another need that is important for management to fulfil appropriately, is safety needs in
which different types of terms are covered. In the recent time, it is quite essential for the
managers and leaders to focus on employees' security in any manner, either health or workplace.
In the M&S, management can focus on providing a specific facility to candidates such as PF,
which help to secure their health in positive manner. This practice will enable them to retain
talented people and skilled employees, who are productive and creative too, which is essential
for them to be that.
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Social belonging-
M&S have number of employees in the workplace, and each candidate is capable to
achieve organizational aims and objectives. It is essential for the management to provide better
working environment, to everyone, from existing to new employees (Sharma, Narasimha and
Singh, 2022). It can be said that humans are fundamentally social beings and require social
belonging, which means an environment, where they can communicate with each other and feel
positive all the time, even workload. It affects positively upon their performance and give
confidence to work better than last few years or months.
Self-esteem-
After passing above stage, employees now reach to the next level where they fulfil
another need, in term of feeling respectful from the management, as they consider their needs
and give them equal opportunity to share ideas. Once employees in the M&S have meet their
needs for social belonging and others, then they begin to concentrate on themselves and their
self-esteem as well. Management recognizant and consideration, make employees feel valuable,
which is not that easy as in the varied companies' majority of candidates are facing issues to deal
with challenge of obtaining respect from the others, either managers or co-workers.
Self-actualization-
After obtaining all the positive reviews from the management and getting things
according to needs, employees are self-actualized as they only focus on achieving business and
personal goals. In the Maslow's hierarchy of needs concept, human are defined as resources, and
valuable assets of the company, towards which management can pay special attention. It enables
them to reach desire outcomes and give candidates reason to be focused on aim achievement.
Candidate feel more productive and capable to take challenges that impact on their performance,
positively, in term of developing certain skills that help to obtain unpredictable benefits.
Vroom's expectancy theory-
Valence-
In the recent time, management always focus on putting their employees on priority,
because they are base of the business, in varied terms (Vroom’s Expectancy Theory of
Motivation: Valence, Instrumentality and Expectancy, 2021). Vroom's expectancy theory drives
the attention of M&S managers and leaders toward rewarding candidates on the basis of work
they did and also focus on doing the same thing in the future. By conducting this practice, they
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can get desire results, even better than last few months or weeks, which pleasure management
can take for longer time.
Expectancy-
Management along with conducting other practice, also focus on believing that
employees additional efforts can help them to achieve the key aim and objectives of M&S.
According to this belief they can fulfil the expectation of candidates, which boost their
confidence and give more energy to take challenge and overcome the adverse situation. Their
efforts can make bigger change in the workplace, as outcome of creating collaborative and
communicative work place, where employees prefer to work for long, more than the
management expectation.
Instrumentality-
It is quite essential for the managers to utilize the best instrument to motivate people,
such as reward in form of incentive and others. It enables candidate to feel pleasure by working
with such an amazing company, where their work and efforts are valued by the high authority. It
gives them a lot of confidence and strengthen their power, even better than few weeks ago,
where candidate might be feel low, due to high level of work pressure.
Conclusion with suggestions on how Marks & Spencer can improve staff performance
From above analysis, it has been concluded that employees has improved their
performance and increasing productivity, because of obtaining rewards and other type of
appreciation by the management as they followed ethical and appropriate practice, under the
term of reward power and power culture. Marks & Spencer can improve the performance of their
staff members to meet the aims, by following strategic suggestions, that are following below;
 It recommended to managers and leaders in the organization, to conduct practice of
developing training session or plan, outdoor and indoor, both. It helps to improve the
staff performance and productivity, which enable candidates to achieve the strategic
goals.
 Organization and its management can plan to arrange workshop in the workplace, where
experts provide an overview of essential projects, that they had completed. This kind of
practice and overview, will acknowledge employees and then move them toward
improving performance.
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Overview of M&S culture, power and politics with relevant examples, and how motivational
concepts and techniques have been applied in the company
M&S can adopt power culture and reward power, that put positive impact on individuals
and team members performance. For example, organization according to chosen culture, attempt
to conduct practice of using their power in positive way, in term of assigning roles and
responsibilities to individual candidate according to their role, and reward on the basis of efforts
they put. The utilization of power in the company is also included in the list of key aspect of
M&S that influence behaviour in the workplace positively. For example, it contributes to
increase the performance among individuals, and give them spirit to work harder and better for
which they will be rewarded.
The implication of Maslow's hierarchy of needs and Vroom expectancy theories, enabled
management to obtain desire outcomes. They applied both motivational theories and techniques
in term of developing plan to consider employees needs and requirement.
PART 2
Assessing benefits of working in a team
While working in a team, individual person obtain unpredictable benefits, such as
accomplishment of project or task, they received from high authority, leader or manager (Zulkifli
and et.al., 2019). By conducting this practice, candidates can take pleasure of gaining
knowledge, across their boundaries, from other members of group, who holds better
understanding related to multiple topics. To perform important role in the team, a person require
to have certain mix of knowledge, skills and experience, which enable them to fulfil their
functions in the M&S and these are;
Knowledge-
It is essential for the teams to have good knowledge about research, IT and legislation,
which enable them to achieve the aims and focus on fulfilling their accountabilities in effective
manner.
Skills-
Team work, effective collaboration, communication, problem solving, critical thinking
and decision-making are the best skills that plays important role in the organization, by having
among teams, which enable them to fulfil the accountability and functions in the Marks &
Spencer.
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Experience-
Team work is the best experience that necessary for the groups, because it allows them to
fulfil their functions in the M&S, even better than last few years or months.
Differences between effective and ineffective teams-
Effective team means, group of individuals who have number of skills and competencies
as well as power to achieve the goals and smart objectives (Grubaugh and Flynn, 2018). On the
other hand, ineffective team means, individual who are less interest to achieve aim on time and
focus on deadline, which is important for them to do that. Effective team always take initiative to
attention challenging tasks, while ineffective team can keep themselves away from this kind of
attempts.
There are different types of theories and models accessible in the business world, that
makes an effective team as opposed to an ineffective group, and these are mentioned below;
Tuckman's team development theory-
Forming-
According to the form, management take initiative to put the structure of groups together,
which enable them to take pleasure of building effective team (TUCKMAN'S STAGES OF
GROUP DEVELOPMENT, 2020). At first stage, management can focus on forming an effective
team, in which each candidate is able to work in challenging and complex business environment.
Storming-
Another step that include in chosen development theory, moves management towards
taking another action, for purpose of conducting practice related to team development in the
M&S. Storming refers to the procedure of organizing processes and tasks as well as projects
surface interpersonal issues. Leaders and managers in term of storming, conduct practice to make
some clarity in the workplace about what a role a candidate can play, which make them and their
team more effective than ever.
Norming-
After passing above two phases, in the M&S, managers move to the third level, where
they effort to create a team of skilled and effective people. They create new ways and give
everyone chance to do that, for purpose of making effective groups of individuals. It is quite
essential for the management to change the leadership and management style that impact
positively upon individuals.
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Performing-
All the efforts of leader and managers, can make individual person capable to adopt
flexibility and be flexible in the workplace, which enable them to become effective team member
of groups.
Adjourning-
The last stage of team development concept, makes individual capable and effective and
allow to be ready to leave causing significant modification to their team structure. At the final
phase, they can become more productive and able to work in a team of skilled candidates, who
are always ready to take challenge and deal with that by applying new and creative techniques.
Belbin team roles-
Resource investigator-
The role-played by a person in the M&S as resource investigator can also contribute to
develop effective team, opposite to ineffective. They can develop good contact and then analyse
the needs for key resources, to make effective team.
Team worker-
Each team member, can also play significant role in the context of team development
procedure, in term of supporting all and collaborating with them effectively.
Co-ordinator-
The role of coordinator such as manager is to focus on team aim and objectives, which is
essential for them to do that, as it helps to provide key directions to teams and then toward major
or minor modifications.
Plant-
A person who play their role as plant, tend to be creative and innovative, which enable
them to form a team of skilled and effective players.
Monitor evaluator-
Team leader is the person who monitor and evaluate staff performance, as they can take
approach to identify improvement areas and then move to formulation of strategies that make
them teams effective.
Specialist-
It is essential for a specialist in the M&S to conduct practice of self starting, which makes
other positive and motivate to do that same.
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Shaper-
By providing essential resources and drive to assure that team keeps moving continually,
shaper can build effective teams.
Implementer-
Managers is one of those people, who play their role as implementer, and implement new
plans that aid to build effective group and cover ineffective into the similar category of teams.
Complete finisher-
Leaders as complete finisher can share their experience with others, so that it can build
team of talented candidates.
Discussing the benefit of working in a team as leader & member.
Benefits as a leader-
Leaders obtain a lot of advantages, while working in a team, such as gain respect and
boost morale of individuals, which is one of the biggest tasks for them to accomplish. It also
enable them to gain benefits of eliminating conflict before it arise, between team members, who
are working in collaborative and productive manner.
Benefits as member-
Like leaders, team members can also gain benefit of working in a group, in term of
achieving complex aims, for which team work and patience as well as good coordination is
important (Bednár and Ljudvigová, 2020). By working with each other, each member can grab
chance of developing new skills and gaining knowledge from the others, who are more powerful
and talented, because of working from last many years in the corporate world, which develop
better understanding among them about everything.
Critically analyse at least two group development theories to discuss effectiveness of team work.
It can be critically analysed that Tuckman's team development theory is effective because
of encompassing some key points that help management to take pleasure of achieving strategic
goals of M&S. The best things about this model is that it encompasses different stages, and each
stage move management towards taking right action to build team. On the other hand, Tuckman'
theory also covers drawbacks, as each stage only move management toward actions that they can
take, but do not specific which activity is suitable to take into their consideration.
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It can be critically examined that Belbin team development theory in case of MS&, is
effective because of specifying number of roles that can support team formation, but not in such
an effective manner in case, when people have lack of collaboration and coordination.
Examining how effective teams relates to at least two models or concepts of organizational
behaviour.
Path goal theory-
Directive-
The team effectiveness relate to the Path goal theory and each stage that is encompasses,
such as current one. For example, when leaders direct candidates about their roles, they can
perform better.
Supportive-
The supportive attribute of individuals makes a team effective and productive as well,
which is quite beneficial for M&S success and growth.
Participative-
When leader and manager participate in the context of project completion, it can help to
make team effective and productive too.
Achievement oriented-
The motivation of leaders also make effective teams in the workplace, among which
skilled and talented people work together.
Contingency theory-
The effective team in the M&S can relate to the current concept of organizational
behaviour, as they have capability to communicate and collaborate with others. It drives the
attention of management, toward changing their styles according to the situation, that impacts
organizational performance as well as candidates.
Concluding overall analysis with critical reflection on valued and relevance of effective team
working.
From above analysis, it has been concluded that utilization of team development theories
and models has improved the performance of individuals, and make them effective and
productively, working candidates. Effective team working is valuable because of varied reasons,
for example it helps to increase organizational performance and productivity. It influences
behaviours and performance of others in the workplace, in positive manner. It leads to develop a
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good sense of knowledge and importance of team collaboration, that benefits each stakeholder,
including team members, M&S, suppliers, etc.
CONCLUSION
On the basis of above discussion, it has been concluded that management has motivated
existing and new candidates in the workplace successfully, by using and following the stages of
Maslow's hierarchy of needs and Vroom's expectancy theories. They had taken pleasure of
building wide and strong workforce in the organization, that helped to achieve the strategic goals
and objectives successfully and appropriately. Furthermore, by summing up above analysis, it
has been summarized that implementation and consideration of Tuckman's team development
and Belbin team roles theories, has successfully builds skilled teams of players in the
organization. It has enabled them to take pleasure of gaining competitive advantages, more than
the rivals who are operating in the same industry and market.
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REFERENCE
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