Organisational Behaviour: Culture, Politics, Power and Motivation Theories in JW Marriott

This report analyses the impact of culture, politics, power and motivation theories on individual and team behaviour and performance in JW Marriott. It discusses Charles Handy's model of organisational culture and evaluates how the four types of culture apply to JW Marriott. The report also explores the influence of politics and power on individual and team behaviour and performance, and the different types of power at workplaces. Additionally, it evaluates Maslow's Hierarchy of Needs and Herzberg's Two Factors Theory of Motivation in the context of JW Marriott.

Organisational
Behaviour

Table of Contents
MAIN BODY...................................................................................................................................1
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context......................................6
P3 Explain what makes an effective team as opposed to an ineffective team.......................9
P4 Apply idea and belief of organisational behaviour within an organizational discourse and
given business state..............................................................................................................11
CONCLUSION .............................................................................................................................13
References: ....................................................................................................................................14

INTRODUCTION
Organisational Behaviour can be defined as the study of group or individuals which are
working in the organisation towards the achievement of their goals (Cross and Carbery, 2022).
Globalisation has impacted many businesses as they need to diversify which impacted the level
of the employment in many countries as the citizen of that country are getting job easily which
can benefit them in future. Workforces are coming from different backgrounds, Ethnicities and
cultures as they need to understand the behavioural pattern of each other in order to understand
the multi culture environment that is affecting the functioning of the organisation. Organisational
Behaviour deals with the study of human behaviour in the organisation and surface between
quality action that help the organisation to achieve its organisational goal. The main goal of the
organisational behaviour is to create an organisational theory and develop a better
conceptualization of organisational life. Furthermore, this report focus on the Organisational
Behaviour of JW Marriott and tells us about the politics, power on individual and organisational
performance of the JW Marriott. The report will also explain about the theories of motivation
and philosophies of OB in context of JW Marriott has been explained thoroughly.
P1 Analyse how an organisation’s culture, politics and power influence
individual and team behaviour and performance.
To analyse an organisations culture, the best and easy model that we can use is Charles
Handy model. In 1932 a well-known philosopher Charles Handy who has a great knowledge in
organisation culture has given a model on organisational model which we will discuss later. The
following report is being produced by using four model in the context of JW Marriott, one of the
leading Hotel Industry which is famous for providing luxurious comfort and food for their
customer and give them the maximum amount of satisfaction. There are over 100 JW Marriott
hotels across the world and they operate in more than 35 countries.
The four type of culture which is explained by Charles handy are as follows:
 Power Culture: This culture is known as Spider web culture because the authority to
take decision is providing to very few people in the organisation and they have a very
good power on holding that authority (Stowell, 2021). Those Power holding people can
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delegate their authorities to their subordinates and the employee strictly need to follow
their instructions. Those employees are also not allowed to share their views or
experience to their superiors. JW Marriott do not follow power culture as the organisation
believes in creating harmony and work culture which suits their employees well and the
organisation also deeply focus on delegating decision and give chance to their employee
to make the decisions.
 Task Culture: It can be defining as a work culture where the employees and the teams
are formed at every level where they can add to achieve the goals which are allotted to
them in the most bearing and advanced way (Muders and Martin, 2021). This can create
the opportunity for the employee to find their common interest and specialization from
which they can create a team of employee and accomplish their goals. JW Marriott accept
the Task culture as it gives their employee the freedom and independent to do their task
and by applying that JW thinks that their employee will become creative and innovative
to accomplish the task successfully. The privilege of using Task culture is to give their
employee the understanding with each other and they also learn to think in productive
manner to achieve their task successfully with team spirit and productivity involve in it.
 Role Culture: In Role Culture model, organisation mainly focus on delegating the
authority and responsibilities according to the skills, educational qualifications, work
experience, and their interests (Navimipour, Milani and Hossenzadeh, 2018). The
employees are more responsible in this culture and they are more accountable for their
actions. JW Marriott often focus on the Role Culture as there is flexible working
environment and the employee can work accordingly by applying their knowledge in real
life. Although the employee can work accordingly in JW Marriott but they have to be
centralized and be formal to their Superiors
 Person Culture: Person Culture can be considered as the work culture where the
employee feels like superiors in the organisation itself (Ilie Olaru and Staneci, 2020).
Organisation which follows the Person Culture suffers a lot as this culture set back the
employee and loses their behavioural goal towards the organisation. In this type of
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Culture, the employee is more concerned about their personal goal rather than focusing
on the organisation's goal. JW Marriott do not follow person culture as the organisation
do not want their employee's to focus on their personal goal rather than focusing on the
organisation's goal. JW Marriott do not the organisation to evolve their business
environment in such a way that will destroy or demolish their brand reputation.
Influence of politics and power on Individual, Team behaviour and performance -
Organisational Politics: In this type of politics, employees can have negative effect
because they tend to gain extreme importance within the organisation by using organisational
politics as their weapon of power (Storkey and et. al., 2021). Employee's try to stain the
representation of different employee to take their control on the workplace.
The Reason of employee to be involved in the Organisational Politics can be motive to
work hard, not accurate to changes at workplaces, influence, lack of clearness, lack of holding,
struggle for quality, enviously etc. The types of Organisational politics and its effect on the JW
Marriott are mentioned below:
 The Weeds: These Refers to the weeds because such politics can be found internally
without the effect of the external environment and influence (Griffin and et. al., 2020).
This can influence the work culture of the organisation positively or negatively.
 The Rocks: In such type of politics the power depend upon the higher authority to keep
the organisation at edge and higher authority can manage the organisation well when
compared to lower authority because of their work experience (Wagner and Hollenbeck,
2020). Those types of people are generally known as “The rocks” of the organisations.
 The High Ground: In this type of Political Environment formal authorities of the
organisation are linked with framing rules, policies, structures of an organisation
(Workgroups, 2021). In this type of politics decision making and framing organisational
structure are involved which can sometime lead to bureaucracy.
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Power: To Influence the people of the organisation in the direction towards the achievement of
the organisational goal can be defined as Power. It can be through thought, behaviour, and
feeling and diversifying their mind-set of the employee in the organisation, so they can possibly
work in a wanted way (Jain and Ansari, 2018). JW Marriott use different approach to increase
their employee productivity and work performance.
Types of Power at Workplaces:
 Legitimate Power: Legitimate Power come from the certain designation in the
organisation. This type of Power can be considered as the formal power which will go
through with the employee in the long run (Tearand et. al., 2020). This type of power can
help the person to remain in the organisation for the long period.
 Reward Power: We can find such power in the form of benefits, promotions, raises, and
praise (Sai, 2022). Rewards can be offered to the employee by simply offering the tasks
that has been carried out by the employee efficiently.
 Expert Power: We need a deep Knowledge and large expertise in the field of IT to get
acquisition which will come from their respective place.
JW Marriott include all types of power in their employee that the organisation need. This
will cover the JW Marriott work culture look like that their employee will get more opportunities
and more options to complete the given task in the most productive and innovative way and
along with that following the centric approach.
All these factors which we are discussed above are included Content Models of motivation in the
terms of JW Marriott and now we are going to discuss the Process Model in the terms of JW
Marriott.
The Process Model of motivation can be described as the influencing power that the
leader and management provide to their employee and this model include two theories and these
will be mentioned below:
Vroom's Expectancy Theory of Motivation: It can be described as the theory where individuals
are concerned about their future expectations. Vroom says that Individual is more concerned
about the rewards that is associated by the work they are doing and the efforts that the task will
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take to complete it. Individual believe on how much good result will cost them if they work hard
enough to achieve it.
The model of vroom includes following points:
 Valence: This will depend upon, how Individual value their potential rewards related to
the specific results or behaviour.
 Expectancy: The belief that Individual have that how their extra effort can help them to
achieve their target result or behaviour.
 Instrumentality: How the rewards will look like after achieving it and does the reward
really satisfy their desire.
Adams Equity theory of motivation: It states that the level at which the individual has done its
work will affect the level of motivation. The theory gives the comparison with others employees
also while considering the concept of equality and fairness.
Adams equity theory of motivation state that the connection between individual inputs
(contribution) and their advantage (rewards). To understand this properly we need to understand
the individual inputs and their benefits.
The Model of Adams Equity theory of Motivation include following points:
 Contributions (inputs and costs): Inputs can be described as the things which an
individual does to help the organisation to achieve a target or a goal. These factors mainly
are the contribution of the individual in the organisation. These factors are of different
types and consider as the input to the organisation and these factor include: Time,
Education, Prior, Experience etc. Hence, every time an individual put the efforts on any
projects and task for the achievement to that task, that can thoughts as contribution to the
organisation.
 Benefits (Outputs or Rewards): Rewards ate the things which the individual receives on
helping the organisation by achieving its target. The organisation also provides some
bonus and salary on completing the work and help them to progress. These factors
include Salary, Job Security, routine, Pride, etc. Benefits is not only related to Salary but
there is a lot more than financial contributions.
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P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context.
Motivation can be defined as inspiring the employee of the organisation to work in the
best inches of the organisation and complete there given task and goals in order to gain more
productive. Motivation also refers to the willingness for completing their duties in given period
of time which will help the organisation and the employee to become confident in their
respective place. In other language we can also define motivation as inducement, incite, or
prompt anyone to complete the tasks or any action and give the result to the organisation which
is expected from him. The theories of motivation in JW Marriott to ensure that their employee
are working properly in their organisation is discussed below.
Although there are multiple theories of motivation that is used by JW Marriott to make
the environment of the organisation a better place to work at and also help the organisation to
achieve their goal. Few of them is discussed below in the terms of JW Marriott.
 Theory of Maslow's Hierarchy of needs: In state of understanding what truly motivates
the employee of the organisation, Maslow has given a theory to understand the human
need that can be fit into a hierarchy to gain the focus of attention (Deegan, 2019).
Humans are tending to fulfil their hierarchical need which will keep them motivated.
Firstly, employee's try to fulfil their very basic need and then try to move to the advanced
level. The main purpose of this theory is to reach on the fifth level of the hierarchy.
Below the given diagram will tell us how the Maslow need of Hierarchy works:
Physiological Need This Include Shelter, water, food, warmth, rest,
and Health.
Safety and security Need This Include security of employee's that they
will feel safe to work in the organisation
Love and Belonging Need This Include friendship, intimacy, family, and
love.
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Self-Esteem Need This Include Gain Recognition, status, ad feel
respected.
Self-Actualization Need This Include obtaining skills, continued
education, and seeking happiness
 Herzberg's Two Factors Theory of Motivation: This Two Factor Theory is known as
Herzberg's motivation theory because it separates the set of mutually exclusive factors
that give job satisfaction or dissatisfaction in the workplace (White, 2020). These factors
will encourage the employee in the organisation by either providing self-growth and self-
actualization. Through Herzberg's, motivation employee can ensure job satisfaction. The
factors of Herzberg's are mentioned as follows:
Motivational Factors: Herzberg's debate that motivational factors can easily better our job
satisfaction. Such Motivators according to Herzberg's, are intrinsic because they led the
organisation to Success and also help the employee to give them Job satisfaction and self-
actualization.
Motivation Factors Include following points:
 Achievement: Organisation must provide job satisfaction to their employee so that they
feel motivated in doing that job.
 Recognition: Job must provide recognition to their employee on their success and they
must also praise them for their achievement.
 The Work Itself: Organisation must make the job of the employee interesting so that
they can stick in the organisation for long term.
 Advancement: Jobs must provide Promotions to their employee's
 Growth: The organisation must teach their employee's new skills which will give them
opportunities to grow.
 Responsibility at work: Organisation must give their employee some responsibility to
do the work on there.
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Hygiene Factors Include the following Points:
 Supervision: The supervision of the employee must be fair and accurate, by doing this
this organisation will give autonomy to their employee.
 Company Policies: Organisation must be clean and proper to every employee in the
organisation.
 Relationships: Organisation and every employee must whistle blow while seeing any
bullying or cliques. They must provide the healthy environment in the organisation.
 Work Condition: Organisation environment should be secure and safe and they must
maintain a hygienic workplace to work for the employee.
JW Marriott being working in the lines of Hotel Industry focuses on the multiple mix
approaches of Motivation. They Tend to focus on both Maslow hierarchy theory and Herzberg’s
motivation theory which we have discussed above. We know look at how JW Marriott apply
both the theories in their organisation to give their employee highest level of satisfaction and Job
security.
Maslow Hierarchy Theory of JW Marriott is as follows:
JW Marriott provide their employee all the 4 needs which we have discussed earlier by
giving them house, sector, and shelter which will complete their psychological need. JW Marriott
also provide safety, or security need to their employee by providing them Life Insurance and
pension fund for their future which will complete their safety need. JW Marriott give status and
perks to their employee which are regularly working well enough in their organisation. JW
Marriott also give and take respect from there employee which will fulfil their Esteem Needs.
JW Marriott give seminars to their employee which give them knowledge on, how to develop
themselves as an individual. JW Marriott also provide good knowledge to their employee related
to their work which will help them to use that in the organisation and through this JW Marriott is
fulfilling their employee self-actualization.
Herzberg Motivation Theory of JW Marriott is as follows:
JW Marriott involve motivation factor in their organisation by providing a sense of
achievement, recognition, and responsibility to their employee's by give them task and those task
feel like worthwhile after doing it.
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JW Marriott involve Hygiene factor in their organisation by providing them Companies
policies, Supervision, Relationship and work condition to their employee.
P3 Explain what makes an effective team as opposed to an ineffective team.
Work culture, practices, are innovating business every day to gain some productivity to
achieve the high level command standards at the workplaces. Organisation are tending to focus
on the making the groups and team culture to bring the efficiency and productivity which will
tell the organisation whether they are performing well enough or not and their outcome of
teamwork will tell the organisation is the team is effective or ineffective after performing their
task. The team which is performed well enough or the effective team will get to their target
easily and they can achieve their target easily and the other team which is not performed well
enough or the in effective team will need guidance on where they went wrong and how they can
achieve their target in an easy way.
We can distinguish more information on the effective and ineffective teams and these
points are mentioned below:
Effective Team Ineffective Team
Underlying goals:
 The members of the groups understand
the objective and the requirement of the
task properly, so that they can perform
well.
Member Contributions:
 The members of the groups involve
themselves in the discussion of the
given topic and dedicate themselves to
work accordingly.
Listening:
 The members of the groups listen to
each other very carefully and they also
Underlying goals:
 The member of the group does not
understand the task properly and they
find it difficult to understand what the
task is.
Member Contributions:
 A few members of the group participate
themselves in the discussion and later
find the topic difficult to understand
Listening:
 The member of the group does not take
interest in Listening to each other and
the ideas are ignored and over-ridden.
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have an idea of the topic.
Decision Making:
 The seniors will send a form known as
form of consensus which is been clear
to the members of the group and they
work upon it properly. This form also
clears that all the members are in
General Agreement.
Decision Making:
 The course of action is taken
prematurely and the organisation need
to suffer lately.
To Analyse and Learn about the team development or cooperation the most appropriate
and fit model we can use is Bruce Tuckman's Model in 1965. We will also see the model in the
context of JW Marriott.
Bruce Tuckman proposed this theory in 1965 and it include 5 different stage of
development. These are Forming, Storming, Norming, performing, and adjourning. The
following stages are listed below:
 Forming: It is the process where management creates a new team at early stage and the
new team is totally dependent upon there leader for guidance. The roles and
responsibilities is not clear to the teammate at this stage so leader has to demonstrate the
Purpose, Objective, and Goals to the team. At JW Marriott so many teams and groups are
formed with different motive and the Leader will lead the new team. This is applicable to
all the Hotels of JW Marriott running across the world.
 Storming: It is the second stage where the team is formed and the members are told
about the work and tasks they have to do. Incertitude might be at the very low level and
the employee try to settle themselves in the organisation. JW Marriott provide Induction
to their employee's to present the idea in their mind that what is the ultimate goal of the
organisation.
 Norming: This stage clears the employee that what they have to do, how to strengthen
their mind in the achievement of the organisational goal and all the roles and
responsibilities are been cleared to the employee. Organisation not only focus on the
organisational goal but also take care on each and every individual mind's also, So the
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organisation also does some activities to keep the interest of the employee in the
organisation. JW Marriott creates an environment for their employee where they create a
fun surrounding and maintain a good environment and also the employee are aware of
their responsibilities that they have to complete their given role.
 Performing: This is the fourth stage of Bruce Tuckman's Model and it gives the strategic
awareness to each and every member of the organisation. In the time of conflict, the
employee of the organisation has to handle its own their own. It also develops good
relationship with the employee as the employee need to interact with each other regularly.
At JW Marriott employee are motivated enough to take care of each other and bring
harmony in the organisation which will create a good environment in the JW Marriott.
 Adjourning: Adjourning is the final stage of the Bruce Tuckman's Model where the
employee is focused on achievement of the organisational goal as a whole. The ups and
down are going on regular basis but the employees need work closely with each other and
motivated each other and work effectively and efficiently. JW Marriott work upon
creating achievement ceremony also for giving awards on achievement of their
employee's.
P4 Apply idea and belief of organisational behaviour within an organizational discourse
and given business state.
Organisational Behaviour is a study of individuals teams or groups to find out that how
they are interacting with each other in the organisation. Organisational Behaviour focuses on
finding the employee's emotion, behaviour towards other colleagues, and their perceptions
against the different individuals working in the organisation.
The Fundamental Concepts of Organisational Behaviour in the Context of JW Marriott is
as follows:
JW Marriott also uses this Concept in their organisation as they try to build a friendly
environment in their organisation and to increase the level of productivity of their employee
consideration a proper overlook upon there employee whether they are working in the
organisation properly or not. JW Marriott never fails to take care of their employees and
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providing a work environment in which the employee feels safe and provide best work to JW
Marriott.
This method can be understanding by applying the following theory which will give us brief
about on how the leader can change the employee by motivating, give him satisfaction and job
security.
This theory is known as Path-Goal theory and it is mentioned below:
This theory emphasis on, how the leader take care of his employee and give them boost on every
achievement and when they are demotivated and the leader must also compensate on
shortcoming of the employee.
Types of Path-Goal Theory include:
 Achievement Oriented: In this type of Leadership, the leader focuses on setting the goal
of the employee and encourage the employee to work on the highest level of performance
and leader are confident that they will handle their task. Leader want their employee to
show their excellence and they also want them that they show improvement on a regular
basis.
 Directive path-goal Clarifying: In this type of leadership, the leader provides the clear
pathway to the employee and the leader have a clear expectation from them. The leader
need to closely look after the employee and force them to work best for the organisation.
 Supportive: In this style of leadership, the leader is afraid about their employee and they
want them to work hard to reach out to the goals they want to achieve. Supportive leaders
should create a healthy environment for the employee in the organisation.
 Participative: after applying this strategy employee can set their goal in the organisation.
Leader will meet daily with the employee to see whether they are working towards the
goal or not and they also help and guide them to reach out to the goals easily. Leaders
also encourage employee to provide feedback to them so that they can regularly access
them.
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CONCLUSION
It has been concluded that the above report gives the clear knowledge about
Organisational Behaviour and it is the most vital part that the organisation need to focus on to
maintain a workplace that the employee love to work upon. The power and the politics that we
have studied above also give the basis that the organisation need to rely upon and maintain a
good working space for the employee. Also the organisation need to focus on the efficiency and
effectiveness of the organisation and train their employee to work for the organisation in a
productive way. The organisation should learn to make a employee productive to take the
maximum gain from the employee. The organisation should also know who are the effective and
ineffective team employee in their organisation and should work accordingly.
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