Motivation and Performance in Organisations

9 D1 Evaluate the relationship between culture, politics and power.12 TASK3 13 P3 Understanding of effective and ineffective team.13 TASK 418 P4 Applying the concepts and philosophies of organisational behaviour. 18 D2 Analyse the relevance of team development theories.20 CONCLUSION 20 REFERENCES 22 INTRODUCTION Organisational behaviour is the study and applicationofan individual acts or behaveswithin an organisation and examines the structure of the workplace and looks at the ways in which they can

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1 Analyses of organisations culture, politics and power can influence individual and team
behaviour and performance....................................................................................................3
Charles Handy's model of culture:.........................................................................................5
TASK2 ............................................................................................................................................9
P2 Content and process theories of motivation and motivational techniques........................9
D1 Evaluate the relationship between culture, politics and power......................................12
TASK3 ..........................................................................................................................................13
P3 Understanding of effective and ineffective team............................................................13
TASK 4 .........................................................................................................................................18
P4 Applying the concepts and philosophies of organisational behaviour............................18
D2 Analyse the relevance of team development theories....................................................20
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................22

INTRODUCTION
Organisational behaviour is the study and application of an individual acts or behaves
within an organisation and examines the structure of the workplace and looks at the ways in
which they can be improved. Its principles are applied in order to operate more effectively in an
organisation. It focuses on addressing issues such as team building, motivation, incentives and
work environment(Alanazi, Alharthey and Rasli, 2013). Basically it is a subset of management
activities concerned with understanding, predicting and influencing an individuals behaviour in
an organisational context.
Sports Direct International Plc is a public limited company founded by Mike Ashley in 1982. It
is the largest sports goods retailer company of UK and deals with a diversified portfolio of
sports, fitness, fashion and lifestyle fascias and brands. This study has been conducted to have a
detailed study of organisational behaviour. The current report is based on various roles played by
an organisation to motivate individuals and teams to improve efficiency of the workers and
organisation. The study will analyse the influence of culture, politics and power on the
behaviours of individuals in an organisation, various ways through which individuals and teams
can be motivated and how individuals can co-operate effectively with others. With the help of
this researcher will be able to examine various philosophies and concepts in order to make an
effective team in an organisational context.
TASK 1
P1 Analyses of organisations culture, politics and power can influence individual and team
behaviour and performance.
Organisation culture is the set of values, beliefs, attitudes and assumptions shared by the
employees within an organisation and contribute to the unique psychological and social
environment of an organisation(Anderson, 2014). It includes experiences, expectations,
philosophy and values that guides an individuals behaviour, and is expressed in individuals self-
image, inner workings, future expectations and interactions with the outside world.

Organisational culture can help in improving the performance of team by providing a satisfied
working environment which will help employees too think better and coordinate with other
employees. Organisational culture at Sports Direct can affect the organisations performance and
productivity. To overcome this problem managers of Sports Direct can provide guidelines to
employees on satisfaction of customers, quality and safety of products, and concern for the
environment. Cultural differences acts as a barrier to communication at Sports Direct
International, as they could affect an individuals ability to build connections and motivate
people(Bolton, 2010). So, Hoftstedes dimensions of culture were determined to create effective
work environment.
Hoftstedes cultural dimension theory was developed by Geert Hoftstede in 1980. This theory is
the framework used to determine the differences between various cultures and their impact on
business environment. Hoftstede identified various categories to define culture. They are:
Situation of achievement of goals and objectives.
There is the problem that organisation is unable to achieve its goals and objectives as per the
plans and target. Due to this culture of Sports Direct is getting affected. To overcome this
organisation can make use of this model.
 Power Distance Index - Power distance index is the extent to which less powerful
people are treated in an organisation and expects that the distribution of power takes
place unequally. Power Distance index helps Sports Direct International to treat the
employees working at every level equally.
 Individualism vs. Collectivism - Individualism dimension indicates that greater
importance is given on attaining personal goals where in case Collectivism of
collectivism greater importance is given on the goals and well-being of a group. By using
this dimension Sports Direct International can focus on the goals of both individuals and
organisation(Burke, 2017).
 Uncertainty Avoidance index - This dimension indicates the extent to which
uncertainty, ambiguity or miss happening is tolerated and helps in determining how
unknown situations, and unexpected events are being handled. By the use of uncertainty
avoidance index Sport Direct can measure the level of uncertainty and how these
situations will be handled.

 Masculinity vs. Feminity - This dimension considers the preference of society for
achievement, attitude towards sexual equality,etc. Masculinity implies social preference
for heroism, assertiveness, achievements and rewards for attaining success. On the
contrary, Feminity implies modest, nurturing, cooperation and concerned with the quality
of life. Use of this dimension at Sports direct will help in traeting all the genders at equal
level. There will be no gender discrimination(Cartwright and Cooper, 2014).
 Long-term Orientation vs. Short-term orientation - Long-term orientation focuses on
achieving long-term growth and involves delaying in short-term success. Short-term
orientation focuses on the success to be achieved in near future and emphasizes on quick
results. Sports Direct international focuses on attainment of long term objective in order
to make sufficient growth in business.
 Indulgence vs. Restraint - This dimension considers the tendency and extent to which a
society can fulfil its desires. Indulgence refers to the extent to which society allows free
gratification related to having fun and enjoying life. Restraints refers to the extent to
which society suppresses gratification of needs and regulates it through social norms. By
the use of this dimension Sports Direct international, employees can have a comfortable
business environment which will help them to work more effectively.
Charles Handy's model of culture:
Situation- managing and maintaining the internal environment of the organisation.
There is the problem of increase in disputes and conflicts among the employee's of Sports Direct.
Management can focus on using this model. As with the help of this theory conflicts and disputes
among the employee's of Sports Direct can be solved in the best achievable manner.
Organisation will also be able to complete the assigned task in the best possible manner. Best use
of the culture can be used if each and every aspect of this model is properly used by the
management of Sports Direct.
According to Handy's there are four types of culture an organisation follows. They are: Power Culture: It refers to those organisations where power is in the hands of few
people who has the authority to take decisions. Task Culture : It refers to those organisations where individuals with common interests
comes together to form a team to accomplish tasks in most innovative way.

 Person Culture: It refers to those organizations where employees are treated as the most
important asset and because of this factor these organisations suffers the most, as
employees are just concerned about their money.
 Role Culture: It refers to those organisations where each and every employee is treated
equally and the roles and responsibilities are according to their specialisation.
Every organisation has some values and have to follow some policies and guidelines in order to
differentiate it from others. The culture of the organisation defines certain ways in which
employees can interact with external parties. As Sports Direct is a public company Charles
Handys model has been used in order to improve the productivity and efficiency of workers and
organisation.
Cultural Web for Sports Direct.
Source: The Cultural web. 2016
It refers to a tool which is used to represent the culture of an organisation and is a way of seeing
and understanding the different determinants that affect organisational culture. It includes six
elements:
Illustration 1: The Cultural web. 2016

 Stories: These are those events which are discussed in Sports Direct by individuals
within or outside the organisation. Rituals and Routines: It refers to the expected behaviour of an employee on a routine
basis on how he works in Sports Direct. Symbols: it refers to the visual representation of Sports Direct which includes logos and
dress code. Control System : Sports direct is controlled by providing performance based rewards to
employees working there. Organisational Structure: It refers to the hierarchy and structure designated by the
company and includes those individuals whose contributions are most valued in sports
direct.
 Power Structure: It refers to those individuals who hold the greatest influence in the
decisions of Sports Direct.
Organisation politics are the set of informal, unofficial and sometimes behind the scenes
efforts to sell ideas, to achieve the targeted objectives. It is the use of power and social
networking in a business entity in order to benefit the organisation or individuals within it.
Organisational politics can influence the performance and behaviour of team, by making strict
rules for employees regarding attainment of organisational objective in a particular span of time
will help employees in improving their performance(Chemers, 2014). At Sports Direct
International, organisational politics may arise because primary focus thee is given to
organisational objective than that of individuals objective. So, occurrence of organisational
politics will lead to increased efficiency of employees, can generate better relationship between
employees working there, expedite change according to changes taking place in the dynamic
environment and will help in maximising overall profit of the organisation.
Organisational power is the ability to influence other people in an organisation. It is a
relationship of exchange which occurs between manager and employee. The manger is the one
who uses power and employee is the recognition for the attempt to use power. Power might be
physical, social or political. At Sports Direct International, organisational power tends to
influence decisions and transactions of people heavily otherwise it will create a huge impact on
motivation and engagement level of employees. To avoid such circumstances, a manager can
drive power from five sources, they are:

Situation- Misuse of the power
There are some employee's who are misusing their power in the organisation and due to this
work of the organisation is getting affected in the negative manner. So the management of
Sports Direct can use Handy's model. As with the help of this model the management of the
organisation will be able to analyse the current situation and problem in the best possible
manner.
 Reward Power - This type of power uses rewards, perks, new projects , better roles and
monetary benefits to influence people and is based on the saying that 'wealth is
power'.This type of power is based on the idea that society is more inclined when they
are getting something in return of their performance. Use of this power at Sports Direct
will act as a motivating source for employees working there and will lead to improved
employee performance(Clegg, Kornberger and Pitsis, 2015).
 Coercive Power - This power is totally opposite of reward power. Coercive power
forces people to work according to ones demand and involves usage of threats in order to
make individuals perform a task(Colquitt and et. al., 2011).This power is based on the
idea of coercion. It can be in the form of threatening someone with firing, transfer,
demotions, etc. Use of this power at Sports Direct will force employees to work for the
attainment of organisational goals rather than that of individual goals.
 Legitimate Power - This power is based on the position and mutual agreement of both
the employer and employee. The tenure of this power is short lived as it can be used only
till the time an individual is holding some position. This power gives an ability to link
certain feeling to management. At Sports Direct International, this power will be used,
only when managers will treat employees as the most important asset and will let them
take part in decision-making in the organisational context.
 Referent Power - This power is an elusive power which is based on interpersonal
attraction. This power is often possessed by charismatic individuals. The leader in this
type of power is seen as a role model. Here, people make someone as their ideal and
truly follow their behaviours. This power can be easily used at Sports Direct
International, as it can be generated by closely knowing any senior person with
charismatic qualities(Fortado and Fadil, 2012).

 Expert Power - This is the power which is acquired in the workplace when an
individual is being perceived to be expert in a particular topic. Use of this power at
Sports Direct International will lead to better decision making as an expert will be
advised before making any decision which will help in improved overall performance of
the organisation.
This theory can be used for managing the work of Sports Direct in the systematic manner. With
the help of this theory negative situations of the organisation can be overcome and
responsibilities and roles of the individuals can be performed in the coordinated manner.
Proper organisational power, politics and culture in Sports Direct will lead to achievement of the
goals in the best possible manner. This is because each and every work will be guided and
managed to remove the chances of duplication of work. The focus can also be emphasised on
making plans for maintaining proper culture in the organisation.
TASK2
P2 Content and process theories of motivation and motivational techniques.
Motivation is the continuous process of guiding and encouraging the employee's in the
organisation. It is very much essential for the organisation to motivate and encourage the
employee's for achieving the organisational goals and objectives. If the employee's of Sports
Direct are properly motivated than it will directly lead to growth and profit maximisation of the
organisation. For motivating the employees the management of Sports Direct can use various
motivational theories and practices. As these theories will help the manager in properly
motivating the employees(Frick, 2010). This is because by using these theories manager of the
organisation will be able to know the exact needs and demands of its valuable employee's. So
plans and strategies can be easily made by the organisation for achieving these needs. The
various types of motivational theories are discussed below-
Content theory- These theories are also known as need theory because it focuses on
identifying and fulfilling the needs of the individual in the organisation. One the major content
theory is Maslow's needs hierarchy theory. This theory basically helps in identifying the human
needs in the hierarchical manner. The various stages of Maslow need hierarchy theory are
discussed below-

Source: The Maslow’s Hierarchy of Needs. 2018
 Physiological needs- This type of need involves the basic needs of the individuals of
Sports Direct. These include- air, food, water, etc. As per this theory if these needs are
not fulfilled than employee's of Sports Direct will not work in the desirable manner. So
the manager of Sports Direct must try to fulfil these needs of it valuable employee's. As
this will directly lead to proper functioning of the organisation.
 Safety and security needs- These are the needs which are concerned with the safety and
security of the individuals in the organisation. This means it focuses on satisfying and
enhancing the security needs of the individuals of Sports Direct. Employee's of the
organisation must be given proper security benefits regarding the risk and danger.
Manager of Sports Direct can provide better job opportunities and security at the
workplace for reducing the chances of employee retention(Grint, Jones and Holt, 2016).
By doing this the employee in the organisation will be able to work in a appropriate
manner. Employee's will also not have any fear of loss of life and job.
 Social needs- These needs involves the affection and sense of belongingness towards the
organisation. As per this need the employee's of Sports Direct must not have the fear of
loneliness while working in the organisation. For overcoming this situation the manager
of Sports Direct can arrange various events and programmes, so that their social needs
are satisfied. As by doing this a positive attitude can be created in the mind of the
Illustration 2: Maslow’s Hierarchy of Needs

employee's and will also motivate the employee's to work in a coordinated and desirable
manner.
 Esteem needs- These are related with building self confidence and recognition among
the individuals in the organisation. The major focus of this need is to increase the
satisfaction level of the employee's of Sports Direct. This can be done by appraising the
employee's for good work done in the organisation. Appraisal can be done by providing
cash prizes or bonus to employee's. The performance and growth of the organisation will
be automatically increased.
 Self-actualization needs- These are the desires of the individual to grow and develop
the skills in the organisation. The manager of Sports Direct can analyse the performance
of the employee's in order to provide them better opportunities at the workplace. The
employee's will know how to work and achieve the targeted goals in the best possible
manner(Hausknecht and Trevor, 2011).
Situation- of employee retention and turnover.
This theory can be used by the management of Sports Direct for increasing the satisfaction level
of this employee's in the best achievable manner. If the employee's of the organisation are
demotivated and are unable to work in the proper than Maslow theory of motivation can be used
in the systematic manner. By using this theory individual as well as organisational goals will also
be achieved in Sports Direct. There is the situation of employee turnover in Sports Direct than it
will be more appropriate for the management to make use of this theory. As with the help of this
theory chances of employee absenteeism can be reduced.
Process Theory- These types of theories deals with how the motivation of the individual
can be done and the reasons by which the motivation can influenced. The major theory in this is
Vroom expectancy theory. This theory will help in evaluating the skills and efforts of the
individual in the organisation. Various stages of this theory is mentioned below-
 Valence- It is related with the strength and skills of the employees working in the
organisation. The skills of the employees in Sports Direct can be increased by rewarding
them for the work done. As this will directly help them in putting their best effort for the
purpose of achieving the goal in the systematic and coordinated manner. The manager of
Sports Direct must try to identify the potential and capabilities of the valuable

employee's. This will be done for providing various motivational stimulator such as
bonus, promotion. As by doing this the productivity will be directly increased.
 Expectancy- Every employee in the organisation generally have various kinds of
expectation from the organisation in which they are working. So the manager of the
organisation must focus on providing appropriate opportunities and resources for
fulfilling the expectations in the appropriate manner. This can be done by providing
proper training and development programmes(Ljungholm, 2014). As with the help of
these training programmes the skills and capabilities of the individual in Sports Direct
will be increased and employee's will be able to give better plans for managing the task
and activities of the organisation.
 Instrumentality- According to this theory the individuals in the organisation believes
that there is a connection between the organisational activities and goals of the
organisation. This means management must make plans for rewarding the employee's to
maintain good relationship between the superior and subordinates of the organisation.
The manager of Sports Direct must focus on providing security regarding the rewards of
the employee's in the organisation. This will be done for building and maintaining the
trust of the employee's. It will also lead to increase in the productivity, performance and
profitability of the employees. Better internal environment can also be created and
maintained by the doing this(Lumby and Morrison, 2010).
D1 Evaluate the relationship between culture, politics and power.
The theories the manager of the Sports Direct will be able to maintain proper
organisational culture. As with the help of these theories the manager will be able to know the
needs and preferences of the employee's working in the organisation. Better plans can be made
for improving and managing the politics and environment of the organisation. Each and every
work in the organisation will be managed in the proper order and organisational goals will be
easily achievable. If there is effective team in the organisation than the productivity of the
employee's will be improved and the organisational culture will also be maintained.

TASK3
P3 Understanding of effective and ineffective team.
Team is the group of various individuals which come together for achieving the goals and
objectives of the team. The team members generally have the common mindset regarding the
goals and task assigned to them. Effective team plays a vital role in improving the performance
of the organisation and achieving the competitive advantage in the market for longer period of
time. The major objective various teams in the organisation is to improve and enhance the skills
and capabilities of the team members. This can be done by planning and organising various task
in the systematic manner. Teams also helps in solving the problems in the best possible manner
by taking appropriate decision for the future course of action. If the management of Sports Direct
wants to achieve proper functioning of the work than work can be equally delegated among each
and every member of the team(O'Neill, Allen and Hastings, 2013). The teams in Sports Direct
can be formed for various motives and objectives depending upon the nature and type of the
work. Teams can either help in improving the productivity of the organisation can lead to loss to
the organisation. The various types of teams are mentioned below-
 Functional Team- In this type of team the members generally belong from same type of
department but the responsibilities are very much different from each member. Every
employee in this is answerable to the manager or leader of the team. The leader of Sports
Direct must try to manage and handle the work in the manageable manner. This can be
done by making plans for reducing the problems and conflicts among the members of the
team.
 Cross functional team- In this type of team the members belong from various others
departments of the organisation and also have different set of responsibilities. This type
of team in Sports Direct will help in growing and enhance business. The major work of
cross functional team in Sports Direct is to complete the assigned task in professional
and expertise manner(Schein, 2010). The complex and hard task can be easily managed
by these types of teams. This is because such types of team generally have experienced
individuals.
 Virtual team- In this type of team the members belong from various other locations and
are supposed to communicate and coordinate with each other. This is usually done to
complete the task in the coordinated manner. Virtual team in the Sports Direct will

enable the employee's in managing the work and will also help in hiring skilled and
talented employee's.
All these types of teams will directly help the employee's and organisation in completing the
assigned task in the coordinated and best possible manner. Management of Sports Direct can use
Tuckman Model for managing and forming the team. The stages for this model is discussed
below-
Situation- Solving the problem of miscommunication and mismanagement in the team.
There is the problem of miscommunication in Sports Direct as the employee's are unable to
gather vital information in the systematic manner. For overcoming this management of Sports
Direct can make use of the Tuckman model. With the help of this model proper teams can be
formed and management will know how to complete the complex task of the organisation.
 Forming- It is the very first stage in the formation of team. In this stage orientation of
team and its members is done. The actual formation of the team takes place in this stage
and work is allotted to each and every member of the team. The manager of Sports Direct
can form the team with the motive of achieving the desired goals. Every member in this
stage is expected to work properly.
 Storming- In this stage the problems and disputes among the team members are solved
and overcome by the members of the team. A situation of trust and friendly relation is
being formed in this stage(Schein, 2011). Team members of Sports Direct are expected to
give their best output by contributing better efforts. The major focus in this stage is to
work in the coordinated manner by reducing the chances of duplication of work in Sports
Direct.
 Norming- In this stage the members of the team starts supporting each other in order to
achieve the goal. The major focus in this stage is to maintain healthy work environment
in Sports Direct. This will be done by solving the problems and building better
relationship between the superior and subordinate in the organisation.
 Performing- In this stage friendly relation among the team members is formed and the
actual goals are achieved. The team members in this stage become dedicated and
passionate towards their organisation and work. This is because in this stage the problems
will be easily solved by the team members by effectively handling the problems.

 Adjourning- It is the last stage for the formation of the team. In this the assigned work is
completed and members are appraised for their improved performance.
For example- This theory can be used by the management of the organisation for competing the
complex work in the systematic manner. As theory will help forming proper team which will
involve skilled and talented team members. Tuckman model will help the organisation in
choosing best candidates for the completion of task and also for achieving long term objectives.
By following these stages the management of Sports Direct will be able to completed the task in
the best possible manner. Every organisation also has ineffective teams which negatively
influences the work of the organisation(Skogstad and et. al., 2014). The members of the
ineffective teams are generally demotivated and less dedicated towards their work. This is
because there is lack of communication and coordination in such types of teams. Effective teams
are very much different from ineffective teams. The point for there differentiation is discussed
below-
Basis Effective Team Ineffective Team
Underlying goal
In this type of team the goal
and objectives will be accepted
by each and every member of
the team.
The leader in this team is
unable to communicate the
goals because the members
generally shows resistance in
accepting the task.
Members cooperation
The members in this are
cooperative and participative
in nature. This is because ideas
and views of every member is
taken into consideration.
The member in these types of
teams are not at all cooperative
rather they are dominating.
Due to this others opinions are
not taken into consideration.
Problem solving
The problems and conflicts are
solved in the best achievable
manner.
In this type of teams the
problems are not solved
properly which directly affects
the work of entire team.

Division of work
Each and every work in this is
properly assigned to the team
members. So they know what
is to be done.
In this the work is not equally
distributed among the team
members. Due to this disputes
occur in the organisation.
The management of Sports Direct can covert the ineffective team into effective team by
guiding and directing the team members in the adequate manner. If this is done than the problem
of misunderstanding will be decreased and better control in the activities will be done. The
major objective of Sports Direct is to satisfy its customer and to increase the sale of the
organisation. So effective team can help the management in achieving desired goals(Yukl,
2012).
Belbin Theory- Belbin theory can also be used by the management of Sports Direct to
achieve the targeted goal. The theory is briefly discussed below-
Situation – Problem of inaccuracy of work due to unskilled employee's.
This the theory can be used for increasing the skills and knowledge of the individuals in the best
accomplishable manner. With the help of this theory the morale of the employee's will be
boosted and they will be able to handle the complex task of the organisation in the coordinated
manner. The employee's are not able to give their best effort because they are not having
appropriate set of skills and knowledge. So with the help of belbin theory management of Sports
Direct will be able to motive the individuals as per their current skills and knowledge in the
particular filed.

Source- The Belbin team role. 2016
 Shaper- These are the individuals which helps the team in improving their performance
by challenging them. If team of Sports Direct have these type of individuals than work
will be done in the best manageable manner. This because such type of team members
will find different ways for solving the problem.
 Implementer- These are the individuals in the team who works with the motive of
getting things done in the best accomplish-able manner. The idea of increasing the
productivity of the organisation can be transformed into reality if these type of
individuals are present in the team of Sports Direct.
 Complete Finisher- These are the individuals in the team who ensure that no error and
difficulty is faced by other members of the team. Since the motive of the organisation is
on increasing the productivity than the such team members will push other team members
to complete the work before deadline.
 Coordinator- These are the individuals who will help in managing each and every task
of the team so that goal is easily achieved. If these types of individuals are not available
in the organisation than productivity will not be increased.
Illustration 3: The Belbin team role2016

 Team worker- These are the individuals who helps other team members in completing
the task. The team workers will help the team of Sports Direct in motivating other
members for achieving the target of productivity.
 Resource Investigator- These are the individuals in the team who focuses on using
innovative ideas for the achievement of desired target in the best achievable manner. This
can be done by analysing various things.
 Plant- These are the individuals in Sports Direct who continuously comes up with new
and innovative ideas. The ideas of these individuals are not practical so the management
of the organisation or the leader has to make necessary changes for the achievement of
goals.
 Monitor evaluator- These type of members in the team can evaluate and analyse the
work which is assigned to them. As with the help of these members other individuals will
know what is to be done.
 Specialist- These are individuals in the team who generally have special skill and
knowledge. If such type of individuals are present in the team than better guidance can be
given for the achievement of the goal.
TASK 4
P4 Applying the concepts and philosophies of organisational behaviour.
The concepts organisational behaviour can be easily known by using the path goal theory.
As this theory is related to the various leadership styles which can be used by the management of
Sports Direct. The main objective behind this theory is to increase the satisfaction level of
employee's. As by using this theory the skills and capabilities of the employee's can be easily
analysed and proper guidance can be given for enhancing the culture of sports Direct. Points for
path goal theory is discussed below-
Employee characteristics- These are the special skills and characteristics which the
employee must have for completion of work. Manager of Sports Direct must make proper plans
for the motivation of the employee's. This will be done by analysing the needs and demands of
the employee's(Spector and Meier, 2014).

Task and environmental characteristics- The objective of this is to know the various
issues and problems faced by the employee's. The solutions of the problems can be known in the
appropriate manner. If the problems are not not solved than the profitability and market share of
Sports Direct will not be increased.
The manager of Sports Direct can use various leadership style for motivating and guiding the
employee's. These styles will be beneficial managing the work of the organisation. The various
leadership styles which are used in Sports Direct are as follows-
Situation- The organisation wants to grow its business
The management of the organisation wants to increase and expand its business . So the focus
can be emphasised on involving the employees in the decision-making process. As with the help
of this style the leader will only guide its subordinates. This will avoid the situation of
misunderstanding and miscommunication in the organisation. As subordinates will be expected
to work according the directions of the leader. For example if the management of the
organisation wants to increase the productivity of it employees and organisation than this
leadership style can be used. As with the help of this employees ideas and views can be taken in
to consideration for the improvement of productivity.
Participative style- In this style every employee is encouraged to take part in the
decision-making process of the organisation(van Dierendonck and Patterson, 2010). This style
focuses on increasing the skills of the employee's by involving them in the organisational work
and activities. This style will be best suitable for Sports Direct because it will lead to positive
work environment in the organisation. As every employee will be satisfied and their confidence
level will be boosted up.
Directive style- In this style the manager of Sports Direct generally takes the decision
without considering the ideas and views of its employee's. Using this style will lead to
demotivation among the employee because they will not be involved while taking the important
decision regarding the working of the organisation. So manager must try to avoid this leadership
style as it will increase the chance of employee turnover in the organisation(West, 2012).
Contingency theory- This theory is also known as the situational theory of leadership.
As per this theory leaders of the organisation can fall under the category of task oriented or
people oriented. This depends upon the need and preferences of the leader of Sports Direct. The
major motive of this theory is to enhance and improve the relationship of leader and subordinate

working in Sports Direct. As per this theory leader of the organisation can either emphasis on
improving the relationship with the subordinates or can focus on completing the assigned task in
the best manageable manner.
Situation- employee's moral down and less productive
The organisation is currently facing the problem of low morale among the employee's.
They are also not productive and due to this organisation is not able to achieve their goals and
objectives in the systematic manner. To increase the morale of the employee's management of
Sports Direct can focus on using Maslow Need Hierarchy theory in the systematic manner. As
with the help of this theory actual needs of the employee's can be analysed for enhancing the
morale of its employee's. French and Reven model of power can also be used by the
management of the organisation for increase the morale and productivity of its employee's.
Manger of Sports Direct will know what powers can be used to improve the current situation.
With the help of Belbin model organisation can make changes in the formation of teams.
As with the help of this model skills and capabilities of the employee's will be used in the
systematic and desirable manner. Tuckman model will guide the management to control and
manage the team in the impressive manner. With the help of Hofstede model the internal
environment and culture of Sports Direct will be maintained. If the management is successful in
doing this than chances of employee morale will be increased and employee's will be able to give
their best output.
Situation- Organisation is appointing new team leader
Management of Sports Direct is focusing on appointing a new team leader for the
organisation which will help in achieving the goals of the organisation in the best possible
manner. Since the organisation is planning to make major changes in the working structure, so it
is essential for Sports Direct to make appropriate plans ans strategies regarding the use of
contingency theory. As this theory will help in guiding and prioritizing the leader regarding the
actual need of the organisation and individual as well. With the help of contingency theory
management of the organisation and leader will be able to identify qualities of the leader is
related to the task oriented for relationship oriented.
D2 Analyse the relevance of team development theories.
Teams in the organisation is very much essential as with the help of effective teams each
and every work can be coordinated in a systematic manner and if the management of the

organisation is willing to make some changes in the working structure than team members will
support in this. It is because they will be properly trained with the help of various philosophies
and theories. These theories can the management of Sports Direct regarding the activities and
operations of various departments in the organisation.
CONCLUSION
From the above study it has been concluded that organisational behaviour directly helps
in increasing the growth and profitability of the organisation. The nature and characteristics of
the employee's can be easily known by using the concepts and theories of organisational
behaviour. For motivating the employee's in the organisation Maslow need hierarchy theory and
Vroom expectancy theory can be used by the management of the organisation. The power in the
organisation must be given to desirable and skilled employee in the organisation. Otherwise
misuse of the power can be done which will also give rise to organisational politics. Effective
teams will also boost the motivation level of the employees and will reduce the chances of
employee absenteeism in the organisation. Path goal theory and various leadership style will
improve the skill of the workforce as proper guidance will be given to them. With the help of
Belbin theory management of the organisation will able to handle complex task in the best
possible manner and assigned work will be done in the appropriate manner. By using various
theories and practices of organisational behavioural each and every aspect of the individual and
their need can be known in a systematic manner.

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