Organisational Behaviour: Influence of Culture on Team and Individual Behaviour and Performance

This report discusses the influence of organisational culture on team and individual behaviour and performance. It also analyses motivational techniques and theories of motivation that enable effective accomplishment of goals in an organisational context. Additionally, it compares effective teams with ineffective teams and applies concepts of organisational behaviour to a business situation. The report is based on the case study of Marks and Spencer, a British multinational retailer.

Organisational
Behaviour.

Table of Contents
Introduction .....................................................................................................................................3
Main body........................................................................................................................................3
Describe how organizational politics, power and culture influences the behaviour of team and
individuals as well as on their performance................................................................................3
Analyse how motivational techniques and content and process theories of motivation enable
effective accomplishment of goals in an organisational context................................................5
Analyse what makes an effective team in comparison to an ineffective teams..........................8
Apply concepts and philosophies of organisational behaviour in given business situation.......9
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

Introduction
Organisational behaviour refers to the study of behaviour of humans in the organisational
environment. It analyse the behaviour of an individual or a group of people in the organisation
and try to notice the changes that are taking place in the behaviour of individuals. In order to
improve the behaviour of individuals there are four elements that are needed to be considered
that are people, structure, technology and external environment. It helps the organisation in
developing an understanding about the behaviour of employees and also about the factors which
are motivating employees or are encouraging them for better performance (Lagrosen., 2019.). In
context to Marks and Spencer, is a British multinational retailers and are specialised in selling
clothing as well as food products. The company was incorporated in the year 1884 by Michael
Marks and Thomas Spencer. The company is headquartered in London, England. In this report,
the influence of organisation culture on the behaviour of individual and teams are given.
Main body
Describe how organizational politics, power and culture influences the behaviour of team and
individuals as well as on their performance.
Organisational culture and politics impacts the behaviour and performance of the
employees greatly. It is important for the individual to make sure that they are working without
the influence of organisational culture. It is important for the company as well to make sure that
the employees of the company are not affected by any office politics as it will have a negative
impact on the behaviour as well as on the performance of the individual (Azim and Kluvers.,
2019.). In context to Marks and Spencer, in order to reduce the employee turnover rates the
management of the company implemented strict rules against office politics and made sure that
in the workplace there is transparency and fairness so that no employee have to suffer. Their are
four types of organisational culture that are needed to be taken into consideration and those are
given below:
 Role culture: It is a culture where all the responsibilities and tasks are divided in
between the employees according to the specialisation or interest or educational

background of that employee. It will help the company in getting experts working on the
tasks of the company separately. In this culture the employees tells the company about
the tasks they are experts in and try to fulfil the expectations of the company. The
authority and responsibility of task is in the hands of individual who have accepted the
challenge.
 Power culture: It refers to the management or the workplace where power in the hands
of few individuals. They are the decision makers in the organisation and enjoy privileges
at the workplace. In this case the individuals have no choice but to comply with the rules
that are made by those superior people. The employees do not have the liberty or freedom
so they cannot share their ideas or views with other people. It is important for the
company to understand that by getting employees involved in the management of the
company it will not only help in getting creative ideas but will also make sure that the
employees are having job satisfaction.
 Task culture: In this type of culture the team are made on the basis of task in order to
solve critical problems. In this type of culture, individuals who have common interest
come together in order to form a group in which individuals of same interest take
participation (Hanaysha and Hussain., 2018.). In this culture the individual finds the best
possible way of doing a task and contribute equally which in turns provide the most
innovative way of completing a task.
 Person culture: It refers to the culture in which organisation understand that their
employees are the most important resource for the company. It makes sure that
employees are happy with the workings of the company. In this type of culture,
employees give preference to individual goals rather than to the goals of the company.
In order to understand the culture of the organisation more precisely it is important to analyse the
Hofstede's dimension culture theory which is given below:
 Power distance: It considers the distance up to which inequality and power is tolerated
in an organisation. High power index indicates the culture except low level of inequality
and indicates that there is decentralised decision making is taking place and the culture
has no place for inequality whereas low power index states that there is high level of
inequality in the workplace.

 Uncertainty avoidance: It refers to the tolerance and handling power of the organisation
in context to uncertainty (De Alwis and et. al., 2021.). Low uncertainty avoidance refers
to high tolerance for risk whereas high uncertainty avoidance indicates that the
organisation have low tolerance for risk.
 Individualism and collectivism: This factor considers the degree up to which societies
are integrated in the groups. Individualism refers that in the organisation greater
preference is given to personal goals whereas in collectivism the greater preference is
given to the group goals or the goals of organisation.
 Masculinity and femininity: This dimension is also refers to as tough vs tender as it
indicates the level of equality that the workplace possess. Masculinity refers to as
concentration on material wealth, gender specific roles, etc. whereas femininity refers to
the organisation who are concerned about the quality of life, has nurturing nature, etc.
 Long term vs short term orientation: The long term orientation focuses on the long
term success. These types of organisation tries to avoid short term success and focus on
long term goals and objectives (Gallego-García and García-García., 2019, September.).
On the other hand short term orientation focusses on near future and enjoys short term
success.
 Indulgence vs restraint: It consider the limit up to which society fulfil it desires.
Indulgence includes that society allows relatively free gratification whereas restraint
states the society surpasses gratification of needs.
Analyse how motivational techniques and content and process theories of motivation enable
effective accomplishment of goals in an organisational context.
Motivation is an important factor in the organisation as well as for employees. It helps the
employee in increasing their productivity and also make sure that employee is satisfied with their
job. It is important for the company to make sure that their employees have motivation whether
in terms of rewards or in terms of other benefits. In case of Marks and Spencer, the company
make sure that the employees of the company are satisfied with their job and are having high
motivation. It is important for the company to make sure that they are providing high level of
motivation to their employees as it will help the company in increasing the productivity of
employees and will also make sure that the employees are working effectively and efficiently.
Content theory of motivation

Maslow's hierarchy of needs: The theory states that people are motivated to achieve or
fulfil certain needs and will continuously work towards fulfilling those needs (Murswieck.,
2021.). It is a motivational theory which consists a five tier model of human needs. It defines the
basic needs of a human being on the lowest level and gradually increases to the needs that comes
the fulfilment of last tier basic needs. From the bottom to the upward there are five tiers which
consist of factor that are given below:
 Physiological needs: These are the basic needs that are needed to be fulfilled by the
individual in order to survive. It includes needs such as clean drinking water, air, food,
clothing, shelter, etc. These are the basic need without which the individual will not be
able to survive. The minimum wages by the company must make sure that these needs of
the individual is getting fulfilled. In case of Marks and Spencer, the company make sure
that all the employees of the company are getting minimum wages which can help them
in fulfilling their basic needs.
 Safety needs: These are the needs that are related to the safety needs of the employees.
Specially women employees are extremely concerned about these needs and if they do
not feel a safe environment in the workplace then the employees will not be able to work
at that place. In case of Marks and Spencer, they make sure that the workplace is safe for
every employee and promotes transparency in the culture so that the management has a
close eye on this factor.
 Belongingness and love needs: It refers to the emotional needs of the individual which
are needed to be fulfilled. The company must make sure that the employee is feeling a
part of an organisation and not just an employee (Searle and et. al., 2018.). In case of
Marks and Spencer, the company make sure that all the employees are feeling valued in
the organisation and their efforts are appreciated by the company.
 Esteem needs: These refers to the feeling of respect, self worth and accomplishment.
These are further divided into two categories which are respect from others and esteem
for oneself. In case of Marks and Spencer, it is important for the company to make sure
that all the employees are treated equally and with dignity. It helps the company in
boosting the motivation of employees.
 Self actualization needs: It is the highest need in the hierarchy and it refers to the self
realisation of the potential of employees, employees seek personal growth on this level

and try to gain experience (Luturlean and et. al., 2021.). In case of Marks and Spencer,
the management of the company make sure that there is growth of employee, the
employee is gaining experience at every level of task.
Process theory of motivation
Vroom's expectancy theory states that the the performance of the employees are based on factor
such as skills, personality, knowledge, experience and abilities. The theory states that the
behaviour of employees are based on their conscious choices which the minimize pain and
maximise pleasure. The theory also states that in order to increase the motivation and
performance of employee they uses variable such as expectancy, instrumentality and valence. A
description about these three variable are given below:
 Expectancy: It refers to the expectations of the employee that if they work hard then
their will be better results. The increased efforts will lead to increased productivity and
efficiency. In order to fulfil these it is important to have right resources available, right
skills set and right support required to do the job (Azungah., 2018.). In case of Marks and
Spencer, the company believes that employees gets motivated when the company truly
values their hard work. The better performance and greater efforts of the employees will
lead to better rewards. It is important for the company to build trust in between
employees and company.
 Instrumentality: It is a belief of employees that if they perform well within the
organisation a valued outcome will be received by them. It is important to make sure that
the rewards provided by the company are clear to the employees so that they do not have
any unrealistic expectations from the company and only if the employee is satisfied with
the reward system of the company then only they will work according to the reward they
want.
 Valence: It refer to the preferences of the employees in terms of rewards. If an employee
is motivated through the money then they may not prefer the reward of additional time
off. In case of Marks and Spencer, it is important for the company to make sure that they
are providing rewards according to the preferences of the employee.
Analyse what makes an effective team in comparison to an ineffective teams.
In order to fulfil the group task or in order to achieve the goals and objectives of the
organisation. It is important for the company to make sure that the tasks of the company are

delegated in the teams that are effective as ineffective teams will never be able to complete the
task. The most important thing in the management of the company is to work effectively and
efficiently and if employees are unable to do so they can never be able to complete the tasks
according to the expectations (Zaim, Demir and Budur., 2021.). Employees of the company may
feel demotivated in certain ways as ineffective teams are dominated by few individuals and
others does not even get a chance to speak their ideas. In case of Marks and Spencer, the
company make sure that the groups are not dominated by a group of people, every employees
has a chance to give their opinion and there is a wide scope of creativity in the organisation. It
will help the company in not only making effective teams but will also help in having creative
ways of doing things which will enhance the efficiency and effectiveness of the company as
well.
The comparison between effective teams and ineffective teams are given below:
Basis Effective teams Ineffective teams
Goals and objectives In these teams the goals and
objectives of the tasks are
clearly mentioned and teams
work accordingly.
Goals and objectives are not
clearly mentioned and the team
members only follow the
instructions given by superiors
(Peñarroja and et. al., 2019.).
Contribution of members The contribution of member in
the idea generation is very
high. Each and every member
contribute in the strategy and
in this way the team will work.
A few people of the group
tends to dominate the
discussion of the teams and
other team members does not
get a chance to give their
contribution.
Resolution of conflicts The disagreements regarding
any topic will be addressed
properly and will be resolved.
Disagreements will be ignored
and their will be no conflict
resolution as well.
Decision making The decision making will be
done after listening to the
views of every member of the
The decision making authority
is in the hands of few
individuals who are

group (Ozmen., 2018.). dominating the group.
Leadership The chairperson of the group
does not try to dominate the
group.
The domination of chairperson
can be clearly seen.
Scope for creativity Their is a lot of scope of
creativity in the team activity
and in the workings of the
team.
Their is no scope of creativity
in the team work. People are
rigid and are following the
instruction of some people
only.
Apply concepts and philosophies of organisational behaviour in given business situation.
In order to improve and enhance the performance of the employees and teams and in
order to increase the productivity of employees the path goal leadership styles can help the
company. The path goal leadership style and management style states that there are several path
through which the leader can lead the team. In context to Marks and Spencer the company
believes that leadership style plays an important role in the management as well as in the
performance of the employees. It is important for the company to make sure that leaders are
influencing the employees in the correct way so that the goals and objectives of the company can
be fulfilled. Some of the leadership theories that are associated with path goal theory are given
below:
 Achievement oriented leadership: It refers to a leadership style where the leaders set a
challenging task for the employees and expect them to perform the task with utmost
effectiveness and efficiency and fulfil the expectations (Monika and Kaliyamurthy.,
2018.). The motive here is to build confidence in employee regarding their abilities and
make sure that they reach to the level of expectations. In case of Marks and Spencer, the
managers of the company make sure that they set challenges once a month for the
employees and try to increase the productivity of employees.
 Directive leadership: In this type of leadership the leaders let employees understand and
analyse what is expected from them and the instructions related to the task will be
provided from the leaders. In case of Marks and Spencer, the managers of the company

do promote this style of leadership as it is a best suited leadership style when the
environment of the industry is uncertain (Zahari and et. al., 2020.). As the company is in
retail industry and it is a highly dynamic industry, it is important for the employees to
know their task and also how to perform them.
 Participative leadership: In this style of leadership the leaders consult with their
followers before making any decision. It makes the employee feel valued in the
organisation and also build their self confidence. This style of leadership can be most
effective in the organisation where the employees or followers are highly skilled and are
able to provide better and more creative ideas to the employees. In case of Marks and
Spencer, the managers of the company make sure that they are providing opportunity to
the employees to contribute in the decision making process as it will help in building
their confidence and will also help in retaining the employees as the employees feel
valued and are satisfied with their jobs.
 Supportive leadership: This style of leadership is leaders work pleasantly with workers
and make sure that the workers are not facing any problem in their work. The leader have
friendly approach towards their workers so that the workers can share every problem with
their leaders without any hesitation and the work assigned to the employees does not
suffer (Stewart., 2018.). In case of Marks and Spencer, the managers and leaders of the
company makes sure that the employees of the company are working on optimum
capacity and productivity. If the productivity goes down or the worker is not able to give
their 100% then the leaders make sure to have communication with them and try to
analyse their problems along with providing solutions to the problem.

Conclusion
From the above report it is concluded that in order to have an effective and efficient management
in the workplace it s important for the company to make sure that the employees of the company
are not getting discriminated or are not getting treated unequally. It is important for the company
to make sure that the employees are motivated towards the work and are getting rewards
according to their performance. The trust of employee on the company can also be a major
source of motivation in the employees. It is utmost important for the company to make sure that
there is no office politics in the company as it may affect the performance of the company badly.

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