Analysing Organisational Behaviour at Marks & Spencer - Semester 1

This report evaluates organisational behaviour within Marks & Spencer, focusing on the impact of culture, politics, and power on individual and group performance. It explores content and process theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory, and their application in achieving business goals. The report also differentiates between effective and ineffective teams, using Tuckman's model to illustrate team development stages. Furthermore, it defines key organisational behaviour philosophies and concepts, such as path-goal theory and leadership styles, used by Marks & Spencer to foster growth. Desklib provides access to similar solved assignments and past papers for students.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION.....................................................................................................................................3
P1: Evaluate that how an association's culture, legislative issues and force impact individual and
group conduct and execution............................................................................................................3
P2: Define process and content theory of motivation that enable to attaining business goals.........4
P3: Clarify what makes a powerful group rather than an insufficient group.....................................5
P4: Define philosophies and concept in terms of organisation behaviour.........................................6
CONCLUSION.........................................................................................................................................8
REFERENCES..........................................................................................................................................9

INTRODUCTION
Organisational behaviour refers to a process of measuring an individual behaviour in an
organisation. It specifies a way of engaging employee within a workplace. It defines a set of
several business activities which involves forecasting, implementing of behaviour of person
in a company (Wood and et.al., 2019). It is a study that define how a person engage with
groups. It aids to improve job performance, deriving job satisfaction and enhancing
leadership quality. This report is based on Marks & Spencer, it is a British multinational
MNC which headquarters in London. It can deal with in food items, apparel and home
products. In this report, there is a discussion on power, culture and politics that can create an
impact on team and individual of an organisation, discuss about motivational theories and
techniques, points related to effective team as opposed to ineffective team and concept and
philosophies of organisational behaviour.
PART-A
P1: Evaluate that how an association's culture, legislative issues and force impact individual
and group conduct and execution.
It plays a very important role in marks & spencer culture, politics and power as they give
high as they give high significance to take right decision that influence organisation team
as well as group.
Organisational Culture: It refer to assortment of qualities, assumptions, and practices that
guide and illuminate activities regarding all colleagues (Balwant, 2018). In case of Marks and
Spencer handy ‘model can be discussing for defining culture.
 Power: In this factor subordinate don’t have any to share their ideas, thoughts,
views in an organisation but they have to follow superior instruction. In such a
way, sometimes manger being partial with their staff. This creates a negative
impact on business reputation
 Task: it refers to formed a group within organisation that can achieving task
easily. In this factor individual who have common interest and group can work
together in a same team. This can affect their dedication towards goal and
enthusiasm too.
 Person: In an individual culture, people are more worried about their own self as
opposed to another organisation. The association in such a culture takes a
secondary lounge and in end endures. Representatives just go to workplace for
cash and never get connected to it. They are only occasionally faithful towards
administration and never rule for business.
 Role: In this model, employee are diligently take their roles and responsibilities
towards organisation welfare. They decide what best they can do and willingly
accept the challenge.
In case of marks & spencer culture helps to combine vision, mission and values,
its can provide a way to employees to enhance their performance with in an
organisation. It can be positive in nature, through positivity in leaders can clearly
implement plans and policies of an organisation and builds a confidence to work
harder for business goals

Organisation Power: It defines worker potential to create a impact on other behaviours.
it plays a significant role to reduce certain issues which create a misunderstanding
between employees. It includes non-stability, financial resources etc. Marks and spencer
grant chance to its employee to share their views and ideas regarding welfare of
organisation that help to coordinate effectively for achieving business goal. This will
developing individual confidence and group morale to attaining task with full dedication.
Politics: It defines an action to negotiate and try to resolve conflicts in between an
organisation (Brunetto, Xerri and Farr‐Wharton, 2020). It can be positive, because it provides
better changes like promote organisational activity by which employee morale can increase
and it can work in an effective manner or with full dedication. It also creates negative impact
on performance of group as well as individual, member of organisation try to get more
benefits in comparison to other, this will affect working scenario and arising many conflicts
in marks and spencer.
P2: Define process and content theory of motivation that enable to attaining business goals.
Content theory: This thesis refers to motivation of employees and focus on person needs and
wants. Basically, they involve various perspective to define this point, some of them are
discuss below:
 Maslow’s need Hierarchy: This is helpful for both self-improvement and
working environment development. By recognizing what people need and what drives
and persuades individuals, managers and representatives can foster commonly useful
connections and positive conditions helpful for work. It comprises various levels of
hierarchy, which are as discuss below:
Psychological needs: It defines basic necessities of person which they highly
required to survive. For instance- food, cloth, shelter, water etc.
Safety needs: Once basic needs are fulfilled then come into safety part, it is totally
concerned about employee security and safety in terms of getting job, appraisal,
rewards, awards, health policy etc. which fulfil individual or its family desires.
Social needs: This belongs to third level, after fulfilling both of above necessities,
individual tries to accept love, empathy, belongingness to others. An emotional
relationship plays a dominant role here in terms of its family, friends, relatives, peer
group.
Esteem needs: it refers to a person acknowledge on workplace such as respect,
loyalty award and reward.
Self- actualisation: It is final but most important theory which emphasize high level
of needs related to person capabilities that helps in their self-development or growth.
Herzberg Motivation: It determine two aspects that can influence on individual
motivation in workplace (Gkorezis and Petridou, 2017). This may consist hygiene and
motivating factor. It is important for motivation as it relates with job enrichment and analysis
method which helps manger in workplace that what exactly inspired individual. It also
comprises various type some of them are discuss below:
Hygiene factor: These factors refer to person security as it is not encouraging
employees but if they are not present individual become un motivate to do work well.
It includes salary, supervision, security, remuneration etc.

Motivation Factor: It helps to motivate people for achieving business goals
effectively and perform their actual job in a better way. It comprises responsibility,
achievement, advancement and growth.
Thus, Marks & Spencer has focus on safety and psychological needs along with
hygiene factor theory, because of these employees are highly motivated in workplace
and work accordingly towards achieving goals of an organisation in an effective
manner. The reason is that these theories derive person satisfaction and improve its
zeal to do something. Rewards, appraisal, awards and basic necessities can boost
employee performance.
Process Theory: It defines behavioural and psychological needs that act in a particular way, it
can evaluate through individual desire that affect its behaviour in terms of achieving goal
(Rezaei, Allameh and Ansari, 2018). Interaction hypotheses of inspiration are about an
intellectual sane cycle and focus on psychological and conduct processes that rouse a person.
It set forth plainly, this is regarding how individuals' necessities impact and drive their
conduct. Following are its types that clearly define this theory:
 Vroom’s Expectancy theory: It may consider that people who can choose a specific
behaviour over others for getting response beyond its expectation. It is a root of
cognitive concept which involves instrumentality, expectancy and valence. It can
motivate employee through high results in terms of rewards and awards.
Valence: How much they esteem potential prizes related with particular outcomes or
practices.
Anticipation: How much they accept that their extra exertion will assist them with
accomplishing objective aftereffects of performance.
Instrumentality: How much they accept that prizes are really seem should they
accomplish ideal results or practices.
 Reinforcement theory: This theory main aim is to achieve desired level of worker
satisfaction and motivation by punishment and extinction. It refers to undesirable
behaviour of a person.
In case of Marks and Spencer, it can use vroom theory for motivation as they help in
enhancing employee’s inspiration that they gave best result on basis of its
performance. By this individual are desperately work for association welfare.
PART-B
P3: Clarify what makes a powerful group rather than an insufficient group.
A better team can evolve to make group by several employees who work for
organisation well-being (Alias, 2020). They take responsibility for accomplish desired target
of business by putting their full efforts. It is a strategy that can develop coordination between
group member. For define this following standard can be considered.
Tuckman Model
This determine value that can be use to understood for team development within a specified
time. Below are definite stage of this standard:

Forming- In the shaping stage, person trying to simply know each other (Srinivas, 2020).
Normally, there's a gathering chief present who is in initial stage and not many gathering
oversees a of greater part of the plan. Regularly, bunch of individuals are excessively pleasant
and positive during this phase of group improvement. It's typically simple to tell when they
are in that stage of team development, as it ought to be the absolute initial phase in the
movement. It involves hobbies, interest, skills, role and responsibilities of a group.
Storming- This phase refers to a contentious form, team members feel comfortable and they
tried to build their position. It considers misunderstanding during meetings, team individual’s
work upon their establishment to grow towards success.
Norming- the group has viably settled most, if not all, clashes and can beneficially deal with
venture or towards ultimate objective of business. The colleagues know one another well at
this stage and feel open to cooperating or looking for input from each other. It determines
signs that group has arrived at norming phase of gathering improvement include: conflicts are
easy to solve, leaders help their subordinate to delegate task.
Storming- It refer to that phase of gathering advancement is derive place where people ought
to ordinarily attempt to invest most of their energy. It simply determines their usefulness and
productivity are very high. Gathering individuals are not only feel comfortable with each
other, but at the same time they're ok with their work and assumptions. This stage
improvement arises when: task is arrived to complete and team member help to facilitate
intervene.
Adjourning- In this stage, group isolates after the finish of their work together(Hügel and
Kreutzer, 2020). Signs you've arrived at this stage include: misery at the undertaking's
consummation, vulnerability about what's to come, feeling of misfortune over the partition of
the group. Dismissing or grieving is flashing and normally just endures a brief time frame.
When they are ready to focus in another work undertaking or start work with other group,
then grieving should pass rapidly.
Effective Team Ineffective Team
It requires completely coordination among
team members at hour of working together
of same errands or methodology.
It involves expansion in number of issues
which reflects result and inappropriate
fulfilment of undertakings.
It incorporates less issues or clashes among
people.
Group member can't confide with each other
so that this can create adverse impacts on
coordination.
They put endeavours to build up healthy
business climate so that desired targets can
be finished on schedule.
It comprises absence of solidarity in
between individual which develops conflict
to conduct venture activities fittingly.
It includes positive conduct which one
another can supports to accomplish goal
successfully.
Lack of self-investigation and undefined
distribution of targets.
P4: Define philosophies and concept in terms of organisation behaviour.
It is based on key factors which can defining individual’s and business behaviour. It
defines basic capabilities that comes unique and similar. It can reflect people perception

and motivation. Following theory is being used by Marks & Spencer for business
growth.
Path goal Theory
 Directive leadership- This hypothesis is considered extremely hopeful as it
should welcome a positive effect on outlook of representative (Javaid and et.al.,
2021). It alludes to conditions where a pioneer enlightens his subordinates
regarding assumption for manager just as organization from the worker. It
likewise discloses to them how to play out in given assignments to accomplish
ideal proficiency. At this point when errand turns out to be clear, it empowers
more prominent fulfilment level. This way of objective explaining leader conduct
is appropriate where vulnerability wins in climate.
 Supportive leadership- This style of conduct works overwhelmingly towards
prosperity of subordinates. It needs to accomplish individual’s fulfilment
consequently takes care of their tendency and necessities. Steady pioneer conduct
is appropriate in circumstances where workers feel troubled. The head of group is
worried about physical and mental well-being of his youngsters and attempts to
watch out for them. It accepts well-disposed responsibility can look congenial to
his group.
 Participative leadership- In this factor, the pioneer act like a mate and includes
his subordinates in his dynamic (Teoh, 2021). Leader requests their ideas, listens
mindfully to them, and afterward settles on a reasonable choice. This leadership
conduct is generally seen when representatives are engaged with work indeed.
 Achievement-oriented leadership- This hypothesis is relevant generally in
engineers, researchers, business people, and specialized positions who are
rationale is an ideal achievement. The achievement-oriented leadership behaviour
alludes to testing objectives that are set up by pioneer for their subordinates.
These circumstances are made to urge workers to put forth a strong effort. It
shows his trust towards worker and ensures that they accomplish most elevated
level of effectiveness.
Thus, manager of Marks& Spencer can apply this above theory for employee
motivation and business success. It generally conducts many discussions related
to resolving major issues of workers on quarterly basis. This helps in providing
employee point of view towards achieving goals, Leaders of company gave them
a chance to improve themselves. This can condemn people on judging and biased
themselves. Another factor reflects on business conduct which have a potential to
admire and close up these things. Motivation creates a positive impact on people
in a better or contrary way. The staff of Marks and Spencer are highly felt
motivate by their Hr. because they give them a better training for recognise
career.

CONCLUSION
It is concluded from above essay that organisational behaviour a significant role in
employees’ life, it can monitor and control effectiveness of working in an organisation.
Above report describe it very clearly through various culture, power and politics of
organisation that help in determining individual behaviour and performance. Qualities and
character clarify inclinations and circumstances that feel alright with. Personality might
impact our conduct, yet. It creates significance of setting where in conduct happens ought not
be disregarded. Numerous associations use character tests in representative choice, however
utilization of such tests is disputable in view of issues, for example, faking and low prescient
worth of character for work execution. Discernment is the way which decipher current
circumstance. It is a significant impact over conduct, still on numerous efficient
predispositions shading insight and lead to misconceptions. Thus, behaviour of employees
can build enhancing workplace environment.

REFERENCES
Books and Journals
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Education. 42(3). pp.389-401.
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organisational support on the innovative behaviour of frontline healthcare workers in
Australia and the United States. Australian Journal of Public Administration. 79(3). pp.279-
297.
Gkorezis, P. and Petridou, E., 2017. Corporate social responsibility and pro-environmental
behaviour: Organisational identification as a mediator. European Journal of International
Management. 11(1). pp.1-18.
Rezaei, A., Allameh, S.M. and Ansari, R., 2018. Effect of organisational culture and
organisational learning on organisational innovation: an empirical
investigation. International Journal of Productivity and Quality Management. 23(3). pp.307-
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pp.246-250.
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Behaviour: How Do Top Managers And Employees Differ?. In Managing Knowledge,
Absorptive Capacity and Innovation (pp. 93-136).
Javaid, M. . and et.al., 2021. Moderator effect of Islamic work ethics on the relationship
between authentic leadership and organisational citizenship behaviour. International Journal
of Services and Operations Management. 38(2). pp.220-230.
Teoh, C.W., 2021. The Study of Ethical Leadership and Employee Organisational
Citizenship Behaviour towards Organisational Success: the Lens of Corporate
Governance (Doctoral dissertation, Tunku Abdul Rahman University College).