Organisational Behaviour: Impact of Culture and Motivation on Performance

This report discusses the impact of organizational culture and motivational theories on the performance of an organization. It also provides recommendations to improve staff performance and analyzes the benefits of teamwork for leaders and members. The report applies Maslow's Need Hierarchy Theory and Herzberg's Motivation Hygiene Theory to Marks & Spencer.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
PART 1............................................................................................................................................3
Organizational Cultures...............................................................................................................3
Motivational Theories..................................................................................................................4
Impact of Organizational Culture Over Performance of Organization.......................................4
Impact of Motivational Theories Over Organizational Performance..........................................5
Recommendations to Improve Staff Performance.......................................................................5
Organizational Culture, Politics and Power of Marks & Spencer and Its Impact Over
Employee Behaviour...................................................................................................................6
Application of Motivational Theories and Techniques in Marks & Spencer..............................6
PART 2............................................................................................................................................8
Benefits of Working in a Team...................................................................................................8
Benefits of teamwork to a Leader................................................................................................8
Benefits of teamwork to a member..............................................................................................9
Theories of Group Development.................................................................................................9
Examining how effective teams relates to the concepts of OB.................................................11
Critical reflection.......................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Organizational Behaviour is defined as the way internal people involved with the
organization interacts to each other. The current report is divided into two parts. Organization
chosen for research in Part 1 of the report is Marks & Spencer. It is a British origin MNC that
operates in retailing sector, and deals in clothing, cosmetics, food and home products. Handy’s
culture model will be applied to discuss various type of organizational culture. The report will
include motivational theories. Further the report will discuss the impact of organizational culture
and motivational theory over the organizational performance. Recommendations to improve staff
performance will the covered in the report.
Teamwork simply means working in a team or with the group of people collaboratively
with an aim of achievement of goal and objective. It is the most vital aspect of any organisation
as the employees and colleagues need to work together and collectively whatever may be the
circumstances. The following report therefore, assesses the benefits of teamwork and
demonstration of these benefits from the point of view of leader and member. It will also contain
analysis of two theories of group development and at last and also will contain a critical
reflection on how teamwork is valuable and relevant to influence behaviours at work.
MAIN BODY
PART 1
Organizational Cultures
There are four types of organizational culture according to the Charles Handy’s Model
for organizational culture. The first type of culture is power culture. In this power lies in the
hands of the top management of the company. These are the people with whom all the authorities
to take decision lies. Employees have no choice but to follow their decisions. Second type of
organizational culture is the task culture. In this teams are formed within the organization for
achieving pre-determined targets of the company. This inbuilt creativity and innovation in the
company (Charles Handy Model of Organization Culture, 2022). Third one is the person culture;
it is seen in the organizations where there is a feeling among the employees that they are the
most important part of the organizations. people of the organization consider themselves even
more important than the organization itself. The last category of this is the role culture. In this
type of culture employees are delegated their job roles based on their educational qualifications.

Motivational Theories
One of the motivational theories is Maslow’s Need Hierarchy Theory. Abraham Maslow
given the points for the fulfilment of which an individual gets motivated. This hierarchy of needs
is as follows physiological needs: it includes basic needs that are crucial for survival of an
individual like clothing, food, water, and shelter. Safety Needs: after the fulfilment of basic
survival needs an individual seeks for protection (Maslow’s Hierarchy of Needs, 2022). This
protection is given by employers through health security in employment and property. Social
Needs: in this the need by an individual for friendship, belongingness, association is fulfilled.
Self –esteem needs: It includes the need to be respected and recognised. Self –actualization
needs: this is the highest level of the hierarchy for which an individual craves after the
accomplishment of all the previous levels of the hierarchy. Self –fulfilment, growth, morality and
learning are the factors of this level. It is assumed that an individual will seek to satisfy need
present in the higher level only after the lower level is attained. Another motivation theory is
Herzberg’s Motivation Hygiene Theory. It is a two factor theory. Hygiene includes the factors
like company policy, supervision and working conditions that create job dissatisfaction.
Motivators are factors like achievement, recognition and advancement that provides job
satisfaction.
Impact of Organizational Culture Over Performance of Organization
The customs, beliefs and behaviours in an organization that forms the basis for decision
making process, organizational culture and power are collectively known as organizational
culture. Ideas, concepts, procedures followed in a company are included in the organizational
culture. It is implicit, informal and invisible force in a company. In short there is great impact of
organizational culture over company’s performance (Sarhan and et.al., 2020). To begin with the
clear distinction of one organization with other operating in the industry is created. The
employees of the organization relate to the organization based on the culture that persist in it.
further they remain committed to the organization in a wider sense. It helps organization in
providing standards that it expects to be followed from its employees. Organization culture
further guides the employees in shaping their attitudes in organization. Good organizational
culture provides an environment which is important for employees to work with correct set of
mind and give their best to meet the expectations of the organization. Stability is crucial for
effective performance of any organization. This stability is given by the culture of the company.

Impact of Motivational Theories Over Organizational Performance
When motivational theories like Maslow’s need hierarchy theory are applied by
management in the organization the employees’ moral boosts and they become enthusiastic or
motivated towards their work. These motivated employees have impact over the performance of
the organization. Such employees are more productive as they tend to be more loyal to the
organization they work in. further motivated employees values the organization and their work in
that so remain driven towards the accomplishment of organizational goals. Profit that a company
makes is also a great indicator of its performance (Paais and Pattiruhu 2020). Motivation of
employees is directly linked with their productivity and contribution they make to the profits of
the company. A lot of money is required to be spend by the companies for hiring and recruiting
employees. When employees are motivated within the organisation, employee turnover of such
organization is less and money can be utilized for the growth and development of the company.
Hence the organizational performance enhances. The quality of work life increases when the
workers are motivated. Motivated workers are the key element behind making the efforts of the
organization to create good work life balance successful.
The balance between work and life that an organization manages to provide is an
indicator of its performance. Furthermore, the quality of products the firm produces also
indicates its performance. Quality of product is effected directly to the motivation of the workers
associated in its preparation (Sudiardhita and et.al., 2018). Motivated worker will give its best
result making the quality of product as per the standards decided. So the performance of the
company is highest. Employees are the ones who directly interacts with the customers of the
firm. motivated employees aim at enhancing the satisfaction of the customers in their experience
with the purchase.
Recommendations to Improve Staff Performance
For making improvements to the staff performance the company is advised to delegate
work and responsibilities to them. Delegation of work with employees by the way of assigning
responsibilities to them creates a feeling in the employees that they are trusted by their superiors
and have important roles in the company. This increases the productivity of employees. Further it
is recommended to give tasks to the employees that match their skills. When work is delegated
according to the skills of the employees they will ease in doing the work and hence their
performance boosts up (Lysenko and Vazquez, 2020). Another recommendation is to ensure that

communication within the organization is effective. Effective communication ensures that the
employees are clear about their duties and responsibilities within the organization. Clarity in the
job roles means that the employees knows that they have to do and the wasteful activities gets
eliminated. Further it is recommended to incentivize the employees accurately (Chang and et.al.,
2020). Giving accurate incentive to the employees means such incentives which are capable of
making them satisfied and worth working for the organization. When employees remain satisfied
on the basis of the financial aspects their productivity is high.
Organizational Culture, Politics and Power of Marks & Spencer and Its Impact Over Employee
Behaviour
The organizational culture and power of Marks and Spencer is very influential when it
comes to the behaviour of its employees (Roszkowska and Melé., 2021). For years the company
has always focused on the hierarchical organization structure, but in accordance with the rise in
their competitors and their strategies, Marks and Spencer has now modified the quality of their
customer service by focusing more on innovational and technical needs concerned with the
recent trends and analysis about customer satisfaction and the techniques to grab more attention
of the target audience. The company, at present sticks to the horizontal or the flat structure which
involves less supervision because of the direct interaction of the upper management and the staff
level employees for the better and effective communication system.
This type of structure in the premises gave rise to better opportunities for the employees
as there were no immediate intermediaries between the management and the employees and the
delegation of responsibility among the workforce helped the firm to gain better decision making
results by increasing the efficiency of the employees. This instability often affects their pricing
policy and thereby influences the sale of the products and profitability. This also hinders the
efficiency and effectiveness of the employees because of the negative impact from the target
market which causes them to become less productive and also results in the loss challenges faced
by the firm and its recognition in the industry.
Application of Motivational Theories and Techniques in Marks & Spencer
Employee motivation is the best way a company can go ahead in the target market to achieve the
required goals and objectives (Teixeira and et.al., 2020).
Maslow's need hierarchy theory

Applying Maslow's need hierarchical theory in the motivation of the employees of Marks
and Spencer:
1. Physiological needs:
These needs are concerned with their basic requirements in life such as survival needs, pay,
food, shelter, etc The employees are provided with the usual work pay that satisfies their
needs thereby satisfying.
2. Safety needs:
These needs are concerned with the safety and security which includes protection and and
well being of the employees from various uncertainties of life. Marks and Spencer provides
their employees with these needs so that the employees can effectively and efficiently work.
3. Social needs:
The social needs of the employees such as the human interaction and psychological needs
come under this category. The firms should let employees form informal relations with each
other so that the work efficiency.
4. Esteem needs:
These needs are concerned with a gut feeling of an employee like dignity and self-respect. In
order to retain the employees, the firm has to maintain proper formal and informal relations
with the employees and ensure that no feelings and emotions are hurt.
5. Self actualization needs:
These factors help firms to motivate the employees on the basis of their education levels,
skills possessed, etc. which in turn results in the motivation.
Herzberg's motivation two factor theory:
The two factor motivation theory, also known as the hygiene theory or the dual theory states
that there are two separate sets of the employee satisfaction such as satisfaction and
dissatisfaction.
The hygiene factors are related to the need of avoiding unpleasant factors such as job
dissatisfaction, informal and formal relations, etc. The motivating factors include
performance appraisal, job opportunities, recognition, etc. which stimulate their personal
growth and the employees find their job interesting and enjoyable. Their influential acts

towards employee of M&S to get motivation can prove out to be the biggest advantage in
the long run of the firm to increase the potential of the organization's workforce.
PART 2
Benefits of Working in a Team
Mix of knowledge – The level of knowledge of each individual is different who are
employed in an organisation and thus, through working in a team these different levels of
knowledge can be mixed effectively and efficiently to create team with adequate amount of
knowledge to achieve the objectives and goals efficiently (Hopf and et.al., 2021). This adequate
mixture of knowledge will lead to lesser chances of happening of mistakes and errors which is
the main aim of any organisation. The lesser will be the mistakes and errors in the operations, the
more efficient and productive will be the organisation.
Mix of skills – The skills of the individual person working are very crucial for the
organisation in which they are working. Thus, it can be said that the success of any organisation
will be depending upon the quality of people working in it (The importance of teamwork (as
proven by science), 2022). Only the qualities like talent and hard – work of the individuals is not
enough. A perfect team is the balance of the requisite skills so that every, project, role or
business can be efficiently completed. Therefore, it can be said that by working in a team, the
individual skills of the team members which makes them capable gets clubbed and thus the task
or project on hand is carried out in efficient manner.
Mix of experience – It is a well – known fact that more than knowledge and skill, the
experience of an individual matters and such experience further enhances the knowledge and
skills of the individuals (Driskell, Salas and Driskell, 2018). Now, more will be the experience,
more efficient will be the problem solving ability of the person and when such persons are
collaborated in a team to work for common goals and objectives, the operations of such a team
becomes tenfold more efficient. It has been said that every genius is backed by a well
collaborated team.
Benefits of teamwork to a Leader
Sharing of ideas – Different and innovative ideas can be shared easily in the team or
among the team members. This will lead to enhancement of the morale and interest of the team

members towards the assigned work and projects which makes the resulting working and
operations highly productive and effective.
No communication gap – An effective working of a team will not inculcate or develop
any communication gaps and thus, it will ensure common understanding of the whole team and
avoidance of deviations from the set goals from any team member (Salas, Reyes and McDaniel,
2018). In such a way, the team and its leader can tackle any difficult situation or any sudden
problem more effectively.
Structured and organised working – An effective team work is always appropriately
structured and highly organised and such structured and organised team work will work very
efficiently and the resultant jobs done will be highly centralized and secured. Looking for any
errors or mistakes also becomes easy in this case.
Interactive targets – A good team and an efficient teamwork will result in the
achievement of targets interactively. The leader will be able to encourage the whole team and
work collectively.
Benefits of teamwork to a member
Creativity and learning – Teamwork is the most effective way of learning how to be
creative and be knowledgeable and properly informed about the project or task in hand. Various
challenges and difficulties while working will further enhance the creativity and learning of the
team members.
Conflict resolution – Conflicts are bound to arise in a team however efficient or well –
knit it is. But the main point is to resolve those conflicts and move on to focus on the ultimate
objectives and goals of the team as a whole (Lacerenza and et.al., 2018). Resolving conflicts
peacefully is an art and by working in a team, the team members are able to learn this art.
Smart risk taking – A person working in a team is less hesitant towards taking risk as
compared to him working alone. This is because of the support of the whole team in case of a
failure. This is called healthy risk taking.
Theories of Group Development
Belbin’s Theory:
In case of a good performance of a team, it can be seen that there are clearly set
responsibilities for each member of the team and every role required for the achievement of the
goals is performed efficiently. But there is a possibility that even with clearly set responsibilities

and roles the team will not perform at its full capability and potential. So according to Belbin,
there are various roles in a team which needs to be assigned very carefully to inculcate sense of
harmonisation in the team (Lynch, Lynch and Clemens, 2018). The intention behind these
different roles to avoid facing of same weaknesses that all the members possess. So Belbin said
that each team member shall be able to understand his role in the team taking into consideration
his weaknesses and strengths to improve the level the contribution he can provide to the team.
There are nine team roles in any team according to Belbin which are explained as follows:
Shaper – Role of challenging the team for further improvement.
Implementer – Role of implementing ideas into action.
Completer Finisher – Role of ensuring timely and thorough completion.
(The above three are Action-Oriented Roles)
Coordinator – Role of a chairperson.
Team Worker – Role of encouraging cooperation.
Resource Investigator – Role of exploration of opportunities.
(The above three are People-Oriented Roles)
Plant – Role of presenting new ideas.
Monitor-Evaluator – Role of analysing the options.
Specialist – Role of providing specialised skills.
(The above three are Thought-Oriented Roles)
Tuckman’s Theory:
Tuckman suggested 5 stages of development that the teams would go through to be able
to build a fully functioning business team (Kiweewa and et.al., 2018). These stages are explained
as follows-
Forming – It includes introduction of members to each other and allocation of the tasks to these
members. It will include discussion of skill, interests and background of the members, goals of
the project, timeline, applicable rules and individual roles.
Storming – It includes disagreements and concerns of the team members and requires of
guidance from the leader.
Norming – It includes achieving sync in the team in the working towards the common goal.
Performing – It includes understanding of each other’s strengths and weaknesses and reaching
here is an achievement.

Adjourning – It includes disbanding of team after completion of the project in hand.
Examining how effective teams relates to the concepts of OB
The three concepts of organizational behaviour are individual differences, value of the
person and human dignity. Effective teams are the ones that relate to each of these concepts.
Individual differences mean that each person in the team is distinct from the other. This means
that every member of the team will have different level of understanding, ideas and opinions, an
effective team is the one that manages to synchronise efforts, ideas and thoughts of each member
towards the accomplishment of the team goal. Next is value of the person concept that means
each person of Marks and Spencer is valued by the team they belong to and the organization.
Effective teams are those where each team member and its contribution and voice in the team are
valued. Hence this concept of organizational behaviour is related to the effective team. Another
concept of OB that relates to organizational behaviour is human dignity. Every person in the
effective as per the OB’s concept is treated with respect and dignity.
Critical reflection
With the above analysis, I hereby, can conclude that effective and efficient team working
is very valuable and relevant to influence the behaviours of the individuals in the workplace or
the work environment. I came to know that working collaboratively in a team allows generation
of ideas and increased creativity thereby leading to the personality development and behavioural
development of the team members as well as the team leaders. These ideas and creativity
develops a senses of ownership, belongingness and confidence in the members which as per me,
are very crucial for anyone’s behavioural development. The process of sharing ideas inculcates
the sense of excitement in the employees and thus the process of creativity accelerates. I also
observed that the ideal team members keep on motivating other members which leads to
enhanced productivity of the members and resultantly, the productivity of team increases thus
leading to influencing the behaviours at the workplace (Sanyal and Hisam, 2018). In my view,
the above discussed aspects will lead to boosting of the morale of the team members or the
employees of the organisation. And the one thing that keeps the employees working efficiently is
the boosted morale thus leading to the achievement of the objectives and thus positively affecting
the behaviours at the workplace i.e., be considerate, honest and hard - working towards the
organisation.

I also learnt that the effective group communication is the primary reason for the success
of any organisation when compared to other rivals in the industry. Breakage in the group
communication will thus result into unnecessary rising of the conflicts among the members of
the team. These conflicts will lead to delay in the tasks and projects of the team thereby
degrading the performance of the group which thus leads to degraded morale and productivity of
the members of the team.
CONCLUSION
Based on the above report the concept of organizational behaviour have been made clear.
The report in its part 1 has highlighted organizational cultures and motivational theories and their
respective impact over the performance of the company. Further recommendations have been
included that will help in making improvements to the staff performance. The report has also
described culture, politics and power of Marks & Spencer and how it impacts employee
behaviours. Lastly in the part 1 how motivational theory is applied in Marks & Spencer have
been highlighted.
Conclusively, the above report or research in its part 2 assessed the benefits of team
working which includes identification of the mix of experience, knowledge and skill for the
fulfilment of the organisational functions and then discussion of such benefits as a member and
leader addressing any goals, issues or conflicts that may be faced while developing various roles.
It also analysed two theories of group development along with a critical reflection on relevance
and value of teamwork.

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