Organisational Behaviour: Culture, Power, and Motivation in Marks and Spencer

This document discusses the influence of culture, power, and motivation on individual and team behavior and performance in Marks and Spencer. It explores different theories of motivation and how they enable effective achievement of goals in the organization. The document also highlights the characteristics of effective teams compared to ineffective teams.

ORGANISATIONAL
BEHAVIOUR

INTRODUCTION.......................................................................................................................................3
Marks and Spencer’s Organisational Behaviour......................................................................................3
TASK 1.......................................................................................................................................................3
P1 The culture, politics and power of the organization and its influence on individual and team
behavior and performance.......................................................................................................................3
TASK 2.......................................................................................................................................................6
P2 Different theories of motivation and motivational techniques enable effective achievement of goals
in an organization....................................................................................................................................6
TASK 3.......................................................................................................................................................8
P3 Effective team, as opposed to an ineffective team..............................................................................8
TASK 4.....................................................................................................................................................11
P4. Concept and philosophies of organizational behavior within an organizational context..................11
CONCLUSION.........................................................................................................................................14
REFERENCES..........................................................................................................................................15

INTRODUCTION
Businesses are vast and have employees from different background and skills and make it
effective by interacting with employees in teams and individually contributing to the success of
the organisation (Kitchin, 2017). Organisational behaviour is the study of the interaction between
employees in an organisation. The behaviour of employees within the organisation is important
because they will help the organisations to grow. The chosen organisation for the report is Marks
and Spencer which as products for different categories like clothing, home products and food
products headquarters in UK in 1884. It was founded by Michael Marks and has operations in
many countries. The report includes the motivation and culture of the organisation on the
performance of the organisation, the cooperation of the employees, power, culture and politics
and different cultures of the organisation.
Marks and Spencer’s Organisational Behaviour
The culture of Marks and Spencer is important for internal environment and increasing
the performance of employees. It explains beliefs, experiences, psychology and understanding of
the culture of the organisation.
TASK 1
P1 The culture, politics and power of the organization and its influence on individual and team
behavior and performance.
The organizations are influenced by the culture, politics and power of the behavior of
individuals and team on the performance. The behavior of the human beings is different and each
of them behaves differently when the decisions in the organizations are made and they have to
understand the needs of employees. They are the most important factor for the success of the
organization as they works for achieving it. The influence of power, culture and politics are
influencing the behavior of employees individually or in teamss.
The different types of cultures

 Power culture- There are many positional powers in an organization which is enjoyed by
employees and they have control on the operations of the organization (Paull and
Whitsed, 2018). They make the decisions and employees have to work accordingly.
 Task culture- The culture of the organization is measured by the performance of
employees. The task of employees is diced and the effectiveness is on the success of the
goals achieved. The employees are motivated to perform the task in an effective way to
increase the satisfaction of the organization.
 Person culture- The employees are important in the organization because they will
increase profits and help the organization to achieve success (Larijani and Saravi-
Moghadam, 2018).
 Role culture- The organization as formed the roles of the employees and they have to
perform that to increase profits. They should be motivated to perform and it depends on
the qualification of the employees.
Marks and Spencer have a positive organizational culture is increasing the influence on the
behavior of employees and employees who are impacted in an organization, they have a
tendency to behave in an exceedingly positive way and they will work to achieve and attaining
organizational excellence as they're attached to the organizations. The culture of Marks and
Spencer is good and a positive organizational culture is provided. Good organizational culture
provided influences the behavior of employees is additionally positive. It is normal in an
organization that employeesand also the workforce have a understanding with each other.
To achieve market success, internal and external factors are increasing in the organization
which will influence the behavior of employees individually or in a teams where they will
perform effectively. The organisation should be employee centric where they will focus on
increasing the performance of employees and they will increase consumer loyalty, effectiveness
of individuals. The dynamics of the business and the operations should be according to the
external environment. The organizations should not force the employees to take the decisions
rater they should help them in the decision making and the communication should be effective in
the organizations.
Impact of power and politics on the behavior of employees

The corporate culture of Marks and Spencer has an impact on the external business
environment and political factors of UK (Rhoden, 2016). The culture of the country and the
culture of employees in an organisation is influenced by the political factors of the economy. The
political conditions of the countries are important for improving the performance of the
organisation because they will make the strategies according to that. The political situation of
countries will be monitored by Marks and Spencer and they will make the strategies. Marks and
Spencer are having a policy where they do not hide anything with customers. In the context of
Marks and Spencer, they are focusing on for the improvement of the relationship with the
employees in the organisation. Another significant factor that will improve the profits of the
organisation is the employee’s performance. The various leveled structure of the organisation
will make tem improve the strategies of the organisation.
The employees of the organisation by entertaining themselves into politics and legislative
issues affect the business and the work environment which impacts the relationship between the
employees and the organization. Politics among employeesresult in poor performance of the
employees which are involved with political issues either the explanation of governmental issues
or are the employees in power are in question. Employees have insensitive disposition with one
another which affects the performance of employees in the organization. They act distinctively
with their friends and employees and they feel that they cannot take decisions in the
organization.
All the three factors culture, power and politics have different effect on the conduct of the
employees in the organization. It impacts the relationship of the employeesin an organisation
with customers and the suppliers of the organisation (Zaghini and et.al., 201). Because of the
impact of culture, politics and power there is an improvement in the general efficiency of an
organization. In an organisation there are social changes and it impacts the intensity and the
political factors of the country have made steep changes in the hierarchical conduct. The
utilization of resources in the organization Marks and Spencer has increased the efficiency of the
organisation by permitting the employees to work in a improved climate than previously. The
internal and external environment has made both positive and negative effect on the decisions of
the organization. The political power and resources has permit the organization to get new
changes like the compensation where the employees are given compensation dependent on the

factors affecting the organisation and worker determination for the oversight of different
employees. And yet power can be used for horrible employees in the organization because of the
force done by various authorities in the organisation at first. Again the resources of governmental
issues have impacted the profits of the organization as the Marks and Spencer has adjusted
factors from various political structures that are as of now in real life in the country and in its
business arrangements. This adaption of the arrangements has increased the profitability of the
organization and it has made employees engaging in the untrustworthy practices in the
organization.
TASK 2
P2 Different theories of motivation and motivational techniques enable effective achievement of
goals in an organization
Motivation is the most important factor for deciding achievement of objectives in an
organisation. Employees in teamss in the Organisation are persuaded to achieve the profits of an
organisation. Motivation of employees in an organisation is clarified by two kinds of theories-
content theory and process theory.
 Process Theory- The process theory in motivation bargains in clarifying the human
needs change after some time and measures the impact on the organisation. The particular
factors that influence the motivation of employees in an organisation are classified by
these factors.
 Content theory- McGregor's has two theories- Theory X and Theory Y is mainstream
content theories which give more prominent comprehension of motivation. The
motivation Theory X expresses that employees in an organisation don't play out the
employment as they abhorrence and attempt to evade the work. They are focusing on the
compelled to work in an organisation as they don't wish to take obligations and need
desire (Khaola and Rambe, 2020). Then again, Theory Y totally repudiates Theory X.
According to Theory Y because it is an idealistic theory where employeesare imaginative
and are independently employed. This is an extraordinary theory of motivation as it is
picking up fame in advanced organizations. Self-enabled teams is the fundamental trait of
the theory.

Marks and Spencer are focusing on increasing the Organisation's motivation and traits can be
lined up with theory Y in which employeesperforms better. The organisation bargains in many
dress and extravagance food items which request serious extent of innovativeness and
advancement. In an organisation the HR is one of the main resources as they will help the
organisation towards making new items and administrations which are a result of the creative
mind and formation of workers. In Marks and Spencer, greater part of the employeesis self-
propelled and acknowledges duty. They are motivated to perform well as they will help the
organisation to achieve profits (Tamta and Rao, 2017).
Motivational theories impact the effectiveness of performance
The culture in Marks and Spencer is motivating because it included effort, improves
performance, reward and satisfaction which help the employees in increasing the motivation to
perform better which successively increases the effectiveness of performance on the basis of
which they were rewarded. The reward motivates the employees and increased the amount of job
satisfaction among employees which helps them and made them improves the performance and
helping in achieving organizational goals and objectives. The reward system helps tee
organizations to increase profits and it will help them in understanding who is contributing in
achieving the goals and the employees who exerting to assist the organisation achieve its goal of
expanding the business additionally as customer base. Motivation to achieve organizational goals
and objectives are achieved through other factors also. The factors include financial and
technical factors are equally important in increasing the organisation to achieve its goals and
objectives. Finance and organizational behavior determine the amount of success an
organisation. They are not the good factor for the achievement of the goals of an organisation as
if the staff aren't motivated to improve the performance and the organisation cannot achieve
success.
Aside the conduct speculations of motivation and the procedures additionally make them
a significant part in impacting the behavior of others which helps in achieving objectives and
goals (Zhuang and et.al., 2020). Marks and Spencer monitors every day action timetable to
reduce the laziness cycle and get influenced for fundamental exercises. The exercises are
positioned from 0-5 and the employees can pull together on basic work and authority. Be that as

it may, the motivation factors and the method isn't so compelling as it relies upon the conduct of
a person.
Marks and Spencer has measured the effectiveness of the performance of the employees
and the organisation utilizes viable motivation procedures and models to make the employees
achieve progress toward hierarchical achievement. Nonetheless, the quality can be measured by
the organisation and by improving the quantity of Reward and Recognition program quarterly or
weekly. The employees of the Organisation have to be compensated at quarterly and weekly to
keep them motivated. What's more, it is important to the organisation to give some space to
normal breaks to revive the employees which helps them in increasing the quality and wellbeing
in order to achieve objectives. Besides, procedure of giving ordinary and strong criticism is
needed to help achieve hierarchical productivity as the employees take a shot at their territories
of tasks. The organizations are successful because they have employees who help them in
achieving profits (Lee, Nie and Bai, 2020).
TASK 3
P3 Effective team, as opposed to an ineffective team
Cooperation between employees is the most fundamental component needed for effective
and the increased business lead. Cooperation in the work environment focuses on the
commitment of employees in the internal environment. Cooperation in the work environment is
profoundly described by teams which can be powerful or incapable. It has been seen that simple
presence of teams doesn't support the organisations. An organisation must be successful so as to
achieve objectives and destinations.
A team can pick up the status of being viable when a communication wins where
individuals are allowed to communicate the perspectives unreservedly in an organisation,
situational administration style is utilized and individuals will achieve the every others'
perspectives and conclusions. An ineffective team and its strategies are in contradiction with
effective team because the members in teams do not listen to each other and have closed
discussions happen in the organisation. They have authoritative leadership style followed. The
viable teamss dynamics is portrayed by a type of agreement in which understanding is taken
from every single part though in incapable teamss, choices are commonly taken rashly before the

main problems are settled. Besides, it is seen that teams jobs assume a significant part in making
the teamss successful or not. This can be perceived with the assistance of teams advancement
theory propounded by Meredith Belbin. As per this theory, there is a sum of none teams jobs that
influence the adequacy of teamss which thusly impacts the conduct.
There are different roles and they are as follows:
Action oriented (Dhar, 2015)
Shaper- The person who provokes the teams to increase the number of employees who are
outgoing employees and dynamic.
Implementer- The person who completes and performs by others by transforming the plans into
activities.
Complete-Finisher- The person who guarantees that there are no blunders and oversights in
culmination of the undertakings.
Employees Oriented
Facilitator- He is the person who goes about as the conventional teams pioneer who controls the
teams.
Teams specialist- The individual who offers help and guarantees that if teams is working
successfully.
Asset Investigator-He is the inventive and inquisitive individual that investigates accessible
alternatives and arranges assets.
Thought oriented
Plant- The inventive trend-setter who gives groundbreaking thoughts and approaches however
leaves something to be desired in correspondence.
Screen Evaluator- The analyzer who assesses the thoughts. He is keen and basic in nature as he
distinguishes upsides and downsides prior to settling on and choice.

Master Specialists are those individuals who have particular information and abilities to play out
a specific work.
Marks and Spencer follow the model wherein the meaning of teams parts of various offices in
the organisation. They gives home stylistic layout items, extravagance food products and dress
class which comprise of various divisions, for example, Marketing, Finance and Accounts,
Technical, tasks and Logistics, marketing and so forth. There is a relationship of employees in an
organisation is a result of powerful coordination and correspondence among divisions and it
made them the viable teams pretended by employees in an organisation which expands the
adequacy of the teams. Regarding teams, it is seen that adequacy is reliant on the jobs played by
various employees in an organisation.
The major hypothetical structure established by Marks and Spencer is the Tuckman
model introduced by Bruce Tuckman which is a mainstream process of giving the base to
successful teams building. There are four stages of Tuckman Theory. These are Forming,
Storming, Norming and Performing. Forming is the basic phase of teams improvement wherein
lion's share of the employees is positive and neighborly and pioneers assume prevailing jobs. The
next stage is storming in which employees are pushed against the limits. The employees
challenge the power of other employees which results into clashes between them. Norming is the
third stage in which individuals increases the quality and their contentions and comprehend the
suppositions and qualities of their employees (Brewster, 2017). The last stage is of Performing in
which teams objectives are adequately achieved through difficult work.
Concerning Marks and Spencer, they have followed Tuckman's theory somewhat. The
framing stage was viably execute by the individuals when the Organisation choose the new scope
of food products. The general teams between various offices are facilitated very well in the
organisation which has improved the working of teams. The employees indicated that they have
long term relationship with employees in the main stage itself which helped the organisation to
complete their capacities easily. Be that as it may, at the second stage is norming, serious extent
of contentions emerged when new scope of food products was served. Clashes set aside much
effort to get improved which some way or another influenced the adequacy of the entire teams.
Thinking about the two different stages, Marks and Spencer performed well in organizing all the
divisions including new food range. At all these stages, various employees display various

practices which are answerable for influencing the teams working and teams improvement
(Brewster, Mayrhofer and Morley, 2016). It is seen that compelling teams results into open
correspondence which cultivates great and positive conduct among individuals in the
organisation, while, an ineffectual teams encourages negative conduct among the employees who
influences their capacity to achieve objectives.
As for both these theory, in breaking down the adequacy and incapability of teams, some
place these speculation slack in giving point by point information in the teams functioning as just
hypothetical region is secured (Han and et.al., 2019).
It is important to understand that hierarchical conduct and motivation are significant in an
organisation. Marks and Spencer has a positive authoritative culture and they have given which
made a positive conduct among the teams and employees. Hierarchical force and political issues
exceptionally sway the practices of others just as the employees and gatherings. Both substance
and cycle speculations of motivations like Theory X and Y and Porter-Larlow models are
considered to recognize the kind of motivation followed by the Organisation. It has been
distinguished that the successful teams working is a significant quality of the Organisation;
nonetheless, certain characteristics of incapable teams working have additionally been
recognized. The ideas and ways of thinking of authoritative conduct are distinguished.
TASK 4
P4. Concept and philosophies of organizational behavior within an organizational context
Path goal theory
The subsequent conception was firstly initiated by Martin Evans and then it was further
urbanized by House in the year 1971. Path goal theory define about guidance from which is
effectiveness and speedy according to circumstances to attain aims and goals (Mostafa and Shen,
2019). It also make the concentration on the process with the assistance of which leaders choose
and assort effective behaviors that are best appropriate to the employeesand the workplace
offered to them and with the assistance of which the manpower will be capable to achieve the
managerial endeavor and objectives. In Marks & Spencer, with the assistance of Path Goal
theory, the management of firm can enable in motivating employees, assign and convince them

that lastly aid to improve appearance of whole relations. This concept considers of following
features and the description them in reference to M&S:
Employee characteristic
There are diverse diversification in the form of working of the individual who are execute
their work and assigned task within the organization as per their skills, capabilities and
knowledge etc. So the employer and superior of the venture assigned task according their skills.
It assists to obtain improved and optimistic outcomes.
Task and environmental characteristic
It is an efficient factor of path goal theory that is effective for achieveing the set purpose
in specified time duration. The included factors are defined as under:
Work teams- It refers to the teams of employees within number of employees perform
regarding a particular task, There is good as well as bad relations between involved individual,
so chances of arising issues and, conflicts and problems are high. It is important to HR manager
that the person must prominence on framing interactive actions which assist to bring or creating
a positive environment in the community.
Formal authority system- There is hierarchy in Marks & Spencer that assists to execute
business operations in efficient form (Curcija, Breakey and Driml, 2019). Top or high level
administrators of respective establishment are accountable for delivering duties and
accountabilities effectively and at the same time staff members are also needed to accountable
for their assigned roles and duties.
Leadership style
It refers to those forms which are used and adopted by the leader in term of leading and
guiding employees of the firm so that they can complete their working developed form. There
are four style of leadership:
Supportive leadership- With this leadership style, the leader assists their employees in
achieveing their aims (Bellini and et. al., 2019). It includes the need of the follow, demonstrating
concern or their wellbeing and making a healthy and friendly workplace.

Directive leadership- This behavior is distinguished as leaders who describe expected
level of execution and rules, regulations, procedures and policies are follow in achieving
objectives.
Participative leadership- With this leadership style, In M&S, the leader believes in team
discussion and delivers information with their teammates. The person consults his employees on
essential topics that are beneficial for the development of the business organization.
Achievement oriented- In this form, the leader set aims and motivate employeesto attain
them by their effective execution. The leader demonstrates trust in the skills of the team
members to successes.
The key aim and function of this concept is to offer incentive and encourage them who
are assist and building involvement in the efficient and adequate consecutively of business and
Organisation so that they can adequately execute their task and work in granted time frame. This
assumption is effective for building development and growth in the functioning situation of the
establishment so that it can construct an efficient presumed position and brand position in the
marketplace place. With the assistance of this conception, the worker of organization feel
encouraged and efficiently makes involvement in the development of venture. They will utilize
their all effectiveness and efforts for achieveing the organizational goals. If they execute well
then they will remunerated by the administration for the effective performance.
Contingency theory- This theory to organizational behavior involves that diverse and several
situations require different behavioral actions for effectiveness in its place of the traditional
method to one adequate form for all situations (Al-Kurdi, El-Haddadeh and Eldabi, 2020). In
Marks & Spencer by executing and using this concept, each condition must be analyze carefully
to determine the essential alternatives which exist in reference to set up the kinds of activities
that will be more crucial. The ability of this tool is that is encourages determinations of each
situation prior to action. Thus, it helps to use in the most efficient form all the current
information and knowledge about the workforce of the organization.
With the assistance of these leadership theories and philosophies, the employees of
venture feel motivated and effectively make their contribution in the growth of establishment.
They will use their all efforts for attaining organisational goals and objectives, If they perform

well then they will be compensated and rewarded by the management for the effective
performance and contribution.
Organisational behaviour influence individual in favourable manner by encouraging them
through assisting them in their work and it influence administrators to applying effective
motivational tools according to the nature of employees of the firm. It influences Marks &
Spencer’s employeespositively through developing their industrial and labour relation. Along
with this negative behaviour impact on the workforce is they demotivate and not develop their
execution then it decrease the efficiency o the venture.
CONCLUSION
This has been concluded form the preceding described data that authority, civilization
and politics play an effective role in the development and success of the organization as if the
authority or authority is in good hand then it work for the growth and appropriate operation of
the firm. Along with this, there are several concepts of motivation that are help in encouraging
employees and assist them in attaining the set business aims and goals. For this the administrator
and leader can consider Maslow need theory and others motivational conceptions. Efficient and
unproductive teams is also liable for the success and growth of firm as the manager frame team
by including skilled employees. Leadership theories are also effective as they lead and direct
workforce to achieve their aims and goals.

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Online
Path-Goal Leadership Theory. 2020. [Online]. Available Through: <
http://www.nwlink.com/~donclark/leader/lead_path_goal.html>.