Organisational Behaviour: Impact of Culture, Politics, Power, Motivation, and Effective Teams

This report discusses the impact of organizational culture, politics, power, and motivation on individual and team performance. It evaluates the relationship between culture, politics, power, and motivation that facilitate organizations and teams to succeed. The report also explains what makes an effective team as opposed to an ineffective team. It covers the evaluation of content and process theories of motivation and motivational techniques for the achievement of organizational goals. The subject is Organisational Behaviour, and the course code and college/university are not mentioned.

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
P1 Analysis of the impact of Organizational culture , Politics and Power on individual as well
as Team performance..................................................................................................................3
M1 Analyse how the Culture, Politics and Power of an organization influence the individual
and team behaviour and performance ........................................................................................6
D1 Evaluate the relationship between culture , politics , power and motivation that facilitate
the organizations and teams to succeed .....................................................................................6
P2 Evaluation of Content and Process theories of motivation and motivational techniques for
achievement of organizational Goals..........................................................................................6
M2 Evaluation of the impact of behaviour through effective application of behavioural
motivational theories...................................................................................................................8
P3 Explaining what makes an effective team as opposed to an ineffective team.......................8
M3 Analysing relevant team and group development theories for supporting the development
of cooperation within effective team.........................................................................................10
P4 Applying concepts and philosophies of organisational behaviour within an organisational
context and given business situation.........................................................................................11
M4 Evaluating how different concepts and philosophies of OB inform and influence
behaviour within a given business situation..............................................................................12
D2 Critically analysing as well as evaluating the relevance of team development theories,
concepts and philosophies that influence behaviour in workplace to improve the performance
and productivity of business......................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational behaviour refers to the study of human behaviours in the organization and
the interface between human behaviour and the organization. It describes the interaction of
individuals with one another that influence how the organization behaves and how effectively it
performs to achieve the desired goals of business (Muthukumar and et. al., 2022). The study of
organizational behaviour aims at creating the strong and positive culture in the organization to
make the workplace a better place to work for the employees so as to achieve greater
productivity from the part of employees. The management of the organization must employ
motivational factors to motivate its employees to make them more committed to the goals of
organization and achieving the overall objectives of business (Buddu and Scheepers, 2022). The
following report will discuss about the organizational culture, politics and power in context with
Marks and Spencer. It is a UK based multinational public limited company headquartered in
London, England. It deals in the products like clothing, home and food products. The report will
cover the impact of organizational culture , politics and power on individuals as well as team
behaviour and performance. It will also cover the content and process theories of motivation and
motivational techniques that facilitates in achievement of organizational objectives.
TASK
P1 Analysis of the impact of Organizational culture , Politics and Power on individual as well as
Team performance
The organization and its individuals are highly impacted by its culture, power and
politics. They are the factors that can create the environment of organization in a positive or
negative way. The business must have positive organizational culture to satisfy the individuals to
achieve more productivity and competitive advantage in the market. It facilitates the long-term
profitability of company by the smooth functioning of operations and achievement of overall
objectives of the organization.
Organizational Culture
It refers to the group of values , beliefs, expectations, assumptions and practices that have
influence over the behaviour of individuals in the organization. It refers to the collection of traits
that describe the company (Rehman and Khatoon, 2022). It helps in bringing stability and control
within the company. It has a direct influence on the individual behaviour and team performance

as well. In context with Marks and Spencer, the different types of organizational cultures are
described hereunder :
 Power Culture : This culture focuses on key decision makers. It is followed in those
organization where the power and authority for taking decisions vests with limited
people. These people get special privileges regarding the working environment of
company and have more power regarding decision making of the company.
 Role Culture : In this type of organizational culture, the employee value is considered in
the organization and they are provided more autonomy and power to take part in decision
making process of the company (Setyowati and Sofingi, 2022). It brings innovation by
involving employees in the decision-making process according to their educational
qualification and specialization.
 Task culture : This type of culture focuses on specific tasks and projects of the
company. Individuals are required to work on the tasks in case required and they share
ideas across the functions of the project. It involves the team members for the project to
make suggestions regarding their area of specialisation.
 Person Culture : This type of culture is social in nature where the interests of employees
are given more importance over the interest of the organization. It enhances motivation of
employees due to which they become more productive.
In context with Marks and Spencer, the company follows Role Culture in the organization as it is
a large multinational company that has more than 78000 employees at different positions. M & S
involves employees in decision making process according to their specialization. It facilitates
innovation in the organization and provides more autonomy to the employees due to which they
feel valued in the organization and develop positive attitudes towards the work. In this way,
positive organizational culture leaves positive impact on employees as well as team behaviour
and overall performance.
Organizational Power
It refers to the ability of an organization to influence the behaviour of its stakeholders.
Organizational power facilitates the company in providing direction to the employees to perform
tasks according to the objectives of company for their successful accomplishment (Khojasteh,
2022). In context with M & S, different kinds of organizational power are as follows :

 Legitimate Power : It considers the more power of managers on the employees and
states that they have right to direct employees behaviour. It refers to the formal power of
top management of the company that can sometimes curb motivation and creativity
among the employees and delays the decision making process.
 Reward Power : It is the capability of manager to employ rewards such as promotion,
money, status and privileges etc. It is a position power that means that te power of leader
is based on the position.
 Expert Power : This kind of power is showed by demonstrating the abilities of a person
or manager having high level of knowledge , expertise or skills in particular area or
specialisation. This leads to showing more power at the workplace and influencing others
by this power.
 Coercive Power : Coercive power does not have influence behaviour rather it has
compel behaviour. Some of the examples of coercive power include pay cuts, threat of
write ups and terminations if employees does not follow the orders or directions.
 Referent Power : It is the ability of leader to influence the followers because of their
identification with the leader. It leads to more positive and trusting relationships at the
workplace and make the employees feel that the leaders are supportive (Neiva, Amorim-
Ribeiro and Macambira, 2022).
In context with M & S, it follows Referent Power in the organization by being supportive to the
employees and by creating hasslefree and positive environment to make them satisfied and
contribute more to the objectives of organization. It leaves a positive impact on the employees
behaviour by making them feel valued in the organization.
Organizational Politics
It refers to the self-interests of an individual in organization without taking into
consideration about its impact on the goals of business. Organizational politics is a process of
self-serving human behaviour and its interactions involving authority and power. It includes the
variety of activities related with the use of influence factors to improve personal or
organizational interests. It has negative impact on employee as well as organizational
performance such as employee perception of job satisfaction, employee turnover, job anxiety,

productivity etc. M & S does not have any politics followed in the organization as it has low
levels between employees and management that provide more autonomy to the employees.
M1 Analyse how the Culture, Politics and Power of an organization influence the individual and
team behaviour and performance
The organizational culture affects the behaviour and performance of the individuals as
well as teams in the organization. For example, M & S follows role culture in its organization
that provides more autonomy to the employees and have limited levels between employees and
management that facilitates positivity in employees behaviour due to which they become
committed to organizational goals by increasing their productivity level. M & S does not follow
any politics in the organization and thus focusing on reducing employee turnover. The company
exercises Referent power in the organization so as to make the employees feel free and valued in
the organization by enjoying a positive organizational culture.
D1 Evaluate the relationship between culture , politics , power and motivation that facilitate the
organizations and teams to succeed
The better organization culture increases motivation level of employees and increases
their productivity that helps in achieving desired objectives of the business. It facilitates the
enhanced performance of the employees. Organizational power affects the culture of
organization such as information sharing, satisfaction level of employees in their working
environment and jobs. The organizational politics is related with the power as it is the use of
power and social networking in an organization. Excessive politics reduces motivation of
employees and impact their behaviour and performance in a negative way. M & S organizational
culture, power and politics create positive impact on employees behaviour by considering their
interests.
P2 Evaluation of Content and Process theories of motivation and motivational techniques for
achievement of organizational Goals
Motivation is a crucial factor for increasing the productivity of employees by ensuring
employee well-being and enhancing their performance to achieve the objectives of business
successfully. The following are the Content and Process Theories of motivation in described in
context with M & S for ensuring achievement of organizational goals :

 Content Theory : This theory contains those motivational theories that define what
motivates people. They describe the fulfilment of needs as a source of motivation
(Campbell, 2022). M & S follows the Maslow's motivational theory to motivate its
employees which is described as under :
Maslow' s need of Hierarchy theory of motivation : It considers the basic needs to be fulfilled
to motivate the employees and increase their productivity. Those basic needs include :
◦ Psychological needs : These are the fundamental needs of survival of humans such
as food, drink, shelter, clothing, sleep, sex etc. These are the basic requirement that
need to be satisfied first.
◦ Safety needs : Employees want emotional security, social security, financial security
and legal security etc. Organization must ensure health and well being of the
employees to satisfy their safety needs.
◦ Love and belongingness needs : After the satisfaction of above needs the third level
is social interaction and feelings of belongingness. They need to have interpersonal
relationships and belongingness.
◦ Esteem needs : These include self-worth respect and accomplishment. Employees
want to be respected for their accomplishments. They desire dignity and high status in
the organization.
◦ Self-actualisation needs : It is the highest level need and refer to the realization of
individual's personal potential, self fulfilment and growth.
M & S motivates its employees by satisfying the above basic needs by taking into consideration
their well being and a positive organizational culture to enhance their performance and achieve
business objectives.
 Process Theory : These theories explain the reason behind the initiation of behaviours.
In this, individuals analyse their environment and respond in certain ways. The following
are process theories that M & S follows :
Equity theory of motivation
This theory of motivation considers the way people compare their values with the similar
work situations on the basis of their inputs and outputs. Inputs refer to their skills, education and
time devoted to the tasks performed and output refers to their outcomes. It is based on the
principle that the action of people must be guided by fairness and equity otherwise it will lead to

dissatisfaction among the employees that will reduce their productivity (Wong and et. al., 2022).
M&S motivates its employees by exercising fair and equal treatment with every employee that
creates commitment in their behaviour to achieve organizational objectives.
Vroom's Expectancy theory of motivation
This theory states that the individuals behave in a particular way as they are motivated to
choose a particular behaviour as compared to other due to which they expect the outcome of that
chosen behaviour will be. According to this theory, employees should believe that the task is
achievable ton pit their best efforts into that task. M & S sets up reward structure with clear ,
defined goals and routine evaluations to motivate its employees.
M2 Evaluation of the impact of behaviour through effective application of behavioural
motivational theories
Motivation affects the behaviour of employees in a positive way that brings positive
attitudes towards their work and increases their productivity and makes them committed to the
goals of organization. The theories of motivation such as content theories help in satisfying the
basic needs of individuals to achieve employee satisfaction like M & S did . The process theory
of motivation includes Equity and expectancy theory that mainly consider the behaviour of
employees to respond in a positive way. All these theories facilitate employee satisfaction and
enhanced performance that ensures effective achievement of organizational objectives.
P3 Explaining what makes an effective team as opposed to an ineffective team
A team plays an important role in an every organisation in order to achieve their
organisation goals. Usually a team is formed when different individuals have common
preferences, interest and attitude as well as they are work collaboratively for attaining the target
goals and objectives (Ainsworth, 2020). This makes important for the company to develop
effective team which helps in operating their business in better manner. In context of Marks and
Spencer, to help its management to understand the differentiation of effective and ineffective
team is described below:
Basis Effective team Ineffective team
Description This will includes those individuals
that are strongly motivated, skilled as
well as productive for conducting
It described a group of those
individuals that are less productive,
inexperienced as well as low skilled

their task which results in increase in
organisational growth.
along with this they perform their task
in irrelevant manner.
Underlying
goals
In this team, task's objectives is well
understood as well as accepted by the
each members properly.
In this type of team, its members
found difficulty to understand the task
and it objectives.
Member
contributions
In this team, each members are
effectively participates in all the
discussion in order to conduct their
task in better manner (Cattermole,
2018).
In this type of team, there are some
members that dominate the discussion
in the organisation.
Listening The team members listen each other
as well as they provide hearing to
each ideas.
The team members are nor really
listen each others properly as well as
they over-ridden as well as ignore
ideas of others
Conflict
resolution
As the group members are
comfortable in working with each
other so, they resolve conflicts in
better manner.
Team members in ineffective team
does not like to conduct their task
with each other as well as create many
difficulties in order to resolve
conflicts within team.
Decision
making
In an effective team, most of the
decision are make by taking consent
of each other in order to make every
one informed and understood about
the each decision.
The decision making within
ineffective team is not proper because
each members does not give their
proper consent and efforts.
By analysing the effective team with ineffective team, it has been found that, it is
essential for the management of Marks and Spencer to develop effective team in the organisation
which conduct their task in better manner by collaborating with each others in order to achieve
their organisational goals in better manner (Guerrero, 2022).

M3 Analysing relevant team and group development theories for supporting the development of
cooperation within effective team
Tuckman's theory is an effective theory which help companies in order to develop
effective team in the organisation which helps in gaining various advantages. It also help
company to improve its overall performance and productivity in order to achieve their
organisational goals in better manner. This theory consist 5 stages which helps in building a
highly functioning team for the organisation. In case of Marks and Spencer, its different stages
which helps its management to develop its effective team are described below:
Forming- This refers to the first stage of team development which makes company to
first introduced to each other as well as allocate their task (Hunter, May and Hough, 2019). This
makes management of Marks and Spencer to allow their team members to start developing an
understanding related to the part in which each individual will play.
Storming- This stage starts when the good grace as well as initial excitement has run out.
It describe that the team may disagree on how to finish a specific task in the organisation. This
stage is focus on looking a strong leader which help in guiding the employees in better manner.
This stage makes the management of Marks and Spencer in order to find the effective leader with
in a team for guiding their team members.
Norming- This describes the stage in which every things needs to settle down. This
makes the team to get in a routine in order to perform together for achieving their common goals.
When the new tasks appear which creates some incidents related to conflicts. This will make
management of Marks and Spencer helps in encouraging their employees to work effectively for
achieving their organisational goals and objectives.
Performing- This stage described the each members of the team will effectively
understand the strengths and weaknesses of each other in order to familiar enough for helping
each other (Khan and Jehan, 2019). This stage help management of Marks and Spencer in order
to make their team motivated and confident in order to conduct their task in better manner.
Adjourning- This refers to the final stage of team development which shows that when
the project ends the team will also disperse automatically. This stage makes the team of Marks
and Spencer to have positive as well as shared experience which makes easier for the team
members in order to work with the same team members in effective manner.

P4 Applying concepts and philosophies of organisational behaviour within an organisational
context and given business situation
Organisational behaviour is basically describes an academic study which help company
in order to understand how person interact within a group. It is important for the company in
order to understand the organisational behaviour in order make their business to operate in more
effective manner. Path Goal theory is an effective theory which help management of Marks and
Spencer in order in order to determine the best leadership styles which helps them to motivate as
well improve the performance of their team in order to support organisational behaviour in the
organisation (Koriat and Gelbard, 2018). This theory describes different type of leadership style
that provide guidance to them in order to understand how leaders can enhance their behaviour as
per the different situational experiences or needs and abilities of their employees. This theory is
based on the expectancy theory because it analyse how an individual act in a certain manner
which is based on their expectations towards their desirable outcomes. This identifies four kinds
of leadership behaviour which help company in order to improve the performance of their
employees, motivate them as well as make them satisfied in the organisation. In aspect of Marks
and Spencer, different types of leadership behaviour which helps in improving organisational
performance are described below:
Achievement oriented- In this type of leadership behaviour, leaders focus on the
encouraging the excellence in the organisation through setting some challenging targets. Leaders
encourage their employees in order to pursue their high level of performance as well as trusts
their ability in order to handle them. This makes leaders of Marks and Spencer to encourage their
employees in order to display their effective work achievements as well as be continue in order
to improve them (Raut and Mangla, 2020). This type of management is suited to those
employees who feel comfortable in working fully independent manner as well as have strong
problem solving skills.
Directive path-goal clarifying- In this kind of leadership style, leader provide clear
guidelines to their employees related to the process as well as expectation to them along with
way in which they conduct the task in better manner. The main aim of this leadership is to help
company to reduce the ambiguity within work functions in order to make it clarified for giving a
high degree of certainty related to policies, procedures as well as rules to their employees. This
leadership style makes their leaders to supervised their employees in closed manner in order to

make it easier for the inexperienced employees as they need proper guidance as well as be
checked in regular manner.
Supportive- In this type of leadership style, leaders pays proper attention to the needs as
well as well-being of their employees in order to make pleasant working to them through being
empathetic as well as friendly. This leadership style make leaders of Marks and Spencer to treat
their employees in respectful as well as supportive manner in order to make them feel
comfortable in the organisation. This will help company in make their motivated or confidence
in order to conduct their task in better manner.
Participative- This kind of leadership behaviour makes leader to consult with their
employees while making their important decisions of the organisation related to their work, task,
along with the paths that required in order to reach their goals. This will help in making their
employees feel motivated and influenced by directly involved them in their decision making
process. This makes the leaders of Marks and Spencer in order to involved their employees in
their decision making process in order to make them to give great efforts to their organisation in
order to achieve their organisational goals in effective manner.
M4 Evaluating how different concepts and philosophies of OB inform and influence behaviour
within a given business situation
By using Path Goals theory makes important for the company in order to inform as well
as influence behaviour of the organisation in each behaviour of the organisation. This theory will
also help company in order to improve the performance as well as productivity of their
employees in better manner. This theory makes leaders of Marks and Spencers responsible in
order to provide proper information, support as well as other resources that are necessary for
achieving the organisational goals in effective manner. This theory described mainly four
leadership behaviours in order to inform as well as influence behaviour of the employees in each
and every situation in the business which includes directive leadership, supportive leadership,
participative as well as achievement oriented leadership.
D2 Critically analysing as well as evaluating the relevance of team development theories,
concepts and philosophies that influence behaviour in workplace to improve the
performance and productivity of business
Tuckman's theory is the most vital theory which helps company in order to develop
effective team which helps in achieving their organisational goals in better manner. This theory

covers five stages that enables management of Marks and Spencer in order to get their teams
started, resolve conflicts in smooth manner, share information, achieve effective results as well
as review their outcomes in order to find the effective ways for improving them (Wisnom and
Gallagher, 2018). Whereas Path Goal theory is an effective theory that influence behaviour
within the working environment of Marks and Spencer in order to improve their overall
performance well as productivity of their organisation in better manner. This theory describes
about the four types of leadership styles which help company in order to improve the
performance of their employees in better manner.
CONCLUSION
From the above discussion, it has been concluded that the organisation behaviour has a
great influence on the business organisation which makes important for the company in order to
understand the behaviour and attitude of the individuals for providing an better working
environment to them by fulfil their requirements in better manner. The culture, power and
politics of the organisation provide great influence on the company which makes to improve the
performance as well as productivity of their employees. Different kinds of motivation theory are
their which has been classified in two parts that are content and process theory. Both kinds of
motivation theory help company to motivate their employees to give their best efforts in their
performance. It is important for the company to develop an effective team in order to perform the
task in better manner. Path goals theory helps in improving the performance of employees of the
organisation in order develop better organisational behaviour in the organisation. This describes
four types of leadership behaviour that inform and influence the behaviour of the organisation
which includes achievement oriented, directive path-goal clarifying, supportive as well as
participative.

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