Influence of Organization Power, Culture and Politics on Performance

This article explores the influence of organization power, culture, and politics on the performance of individuals and teams. It discusses the impact of different types of culture, positive and negative politics, and various forms of power on employee motivation and productivity. The article also examines the theories of motivation and effective and ineffective teams in the context of Marks & Spencer.

Organizational
Behavior

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................4
P1. Influence of organization power, culture and politics on the performance of individuals &
teams...........................................................................................................................................4
TASK 2............................................................................................................................................7
P2. Process & Content theories of Motivation............................................................................7
TASK 3............................................................................................................................................8
P3. Effective and Ineffective Team.............................................................................................8
TASK 4..........................................................................................................................................11
P4.Concepts & Philosophies of organizational behaviour in relation to company...................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational behavior is the process to investigate the behavior of groups as well as
individual towards the organization. It is basically concerned with two components that is the
nature of an organization or the nature of a person (Boddy, 2015). Higher authorities of every
association emphasis on creating positive atmosphere for all the staff members so that they can
feel comfortable and appropriately work towards their responsibilities which directly leads to
attainment of organizational goal within time frame. In these present report, the company which
is considered is Marks & Spencer. The company basically deals in home items, clothing and
food items as well. It is one of the biggest retailer company and its head office in United
Kingdom. Marks and Spencer was proposed in year 1884 by Thomas Spencer & Michael Marks.
The report covers the affect of power, politics and culture on employees as well as team
performance. Further it will discuss Theories of motivation which assist companies to encourage
its employees. With this, there is a discussion about effective and ineffective teams. Later, it
covers philosophies and concepts of OB with their applications.
TASK 1
P1. Influence of organization power, culture and politics on the performance of individuals &
teams.
The study about individuals and team behavior while they are working for organizational
goals or performing their responsibilities is termed as organizational behavior. By the assistance
of this, it is easy for higher authorities to influence subordinates and raise productivity level. The
main components that affect performance are culture, politics and power as well. These three
elements are discussed below with relation to Marks and Spencer:
Culture
The values, ideology, opinions, beliefs which an organization holds is termed as culture.
It is necessary for every organization to build positive working environment in order to decline
issues in the coming future (Cherry, 2017). With relation to M & S, the upper level authorities
uses Handy's Typology with an aim to develop an understanding about culture in order to
provide better workplace culture to employees. This are as follows:

Role culture: As per this culture, the manager holds all power of an organization. They
assign activities to employees by considered their interest, skills as well as capabilities. In
context to Marks & Spencer, if this role culture is acquire by manager it will automatically build
optimistic environment at workplace which leads to enhancement of productivity of both
individuals and the teams.
Task Culture: This culture is basically takes place in companies to perform specific
tasks or to solve a particular problem. Role culture also attains companies to develop healthy
environment as it reduces conflicts and issues in a defined manner. Acquiring Task culture by
Marks & Spencer helps individuals to develop opportunities and solve their interpersonal issues.
In addition to this, it creates a sense of collaboration between employees which will help
company to retain employees for longer period.
Person Culture: Herein, the work is assigned to staff members as pr their capabilities
and skills. This culture is basically stated as negative form of culture as it mainly focuses on
individuals rather than the whole team (Connolly, 2017). With reference to M&S, person culture
boost the performance and morale of particular employee. But this might be effect negative when
individuals give preference to their own work rather than team work. In addition to this, it is
difficult for Marks & Spencer to achieve goals within stipulated time due to ineffective team
work.
Power culture: Herein, the main power and authority of taking decision is in the hands
of few employees. In context to Marks & Spencer, adopting this culture affect negatively on the
working environment of the company as it creates negative mindset when the creativity as well
as innovation of an employee is not consider by the managers (Eloquin, 2016). It creates
dissatisfaction among employees which directly leads to reduce in their performance level and
productivity.
According to the given forms of culture, the feasible and suitable culture for Marks &
Spencer is role culture. As it encourage both individuals and team behavior positively.
Politics
It is basically refer as the process where the interaction takes place among people by
using their power. It consist of both negative and positive environment at workplace. The politics
mainly develop in organization when employees work in different shifts, interaction among
subordinates, flexibility in holidays and many more. Herein, if a employee behaves in negative

way then it develops a mindset of partiality at workplace. In relation to Marks & Spencer, the
employees performance will be boost up or they work work with full potential if there is
consolidation of positive politics in the company. On contrary, development of negative politics
in the organization reduce productivity of workforce.
From the above mentioned information about negative and positive politics, it has been
stated that it is necessary for M&S to develop positive politics in the organization. This will help
them in maintaining healthy relationship with every employee which results in positive outcome
for Marks & Spencer.
Power
Power is refer as the authority provided to the managers or the superiors of at the
workplace. With this, it allows them to take decision related to the organization without
considering other views (Kallio, Kallio and Blomberg, 2015). According to French and Raven,
the power is of five different types which is used by leaders as per situations and the conditions.
These power is mentioned below with relation to Marks & Spencer:
Coercive power: Herein, the manager and the leader has the authority to punish or threat
employees if employees did not fulfill their orders. In context to Marks & Spencer, if this type of
power is followed by managers then it will affect negatively on morality of employees. With
this, it declines the thinking capacity of subordinates. The employees is not capable to use their
knowledge and skills which lead to not fulfillment of task within time frame specified by
superiors.
Reward power: The top authorities of a company has the right to appreciate their
employees with rewards as per their effectiveness as well as performance. In relation to M&S,
this power attains managers to develop positive environment at workplace (Kasemsap, 2014). In
addition to this, it will encourage employees to work with full zeal towards attainment of
organizational goals.
Legitimate Power: This power is given to designated people like CEO, manager of a
company. It has stated that it is superior form of power and affects negatively on the behavior of
employees. As per this power, it does not allow subordinates to share their views or take part in
decision making. It this power is acquire by Marks & Spencer develops negative attitude
between the employees as their morale is go down if there skills and capabilities is not

acknowledged by the higher authorities. In addition to this, it will also reduce employee
productivity and the performance.
Expert Power: Herein, the right is given to those people who have specialization in
some field. This power is effective as it helps employees to complete the task assigned to them in
a proper manner. Their confidence level raises when skills and knowledge of employees is
appreciated by upper level authorities of an organization (Katou, 2015). With this, expert power
also have negative impact as it creates a feeling of insecurity among the employees as their views
is not considered in the organization.
Referent power: This power has owned by those employees who have capability to
attract the people or their characteristics attracts other staff members. This will increases the
performance of subordinates as every employee works to gain the position of a referent power. If
the workforce of M&S uses referent power than it impacts adversely on company growth
because subordinates is going to focus to gain referent position rather than organizational goals.
By analyzing the forms of power, it has been stated that the power which helps Marks &
Spencer in motivating employees is Reward power. With this, it also boost confidence and
performance of workforce when they appreciated by monetary benefits.
TASK 2
P2. Process & Content theories of Motivation
Motivation is an effective process which enhance the performance of teams as well as
individuals in a defined manner. Every organization uses different theories of motivation with an
aim to enhance the productivity of workforce and to easily achieve goals of organization. This
theories also contributes in building positive culture in a company. With reference to Marks &
Spencer, the HR manager can follow motivational theories in order to fulfil needs of its
workforce and to enhance their knowledge (Maitland, Hills and Rhind, 2015). This automatically
motivates employees of the company. The two motivational theories followed by Human
Resource manager of M&S which are as follows:
ERG Theory
This theory was proposed by Clayton P. Alderfer. This theory basically converts the
Maslow's theory which consist of five human needs into 3 needs which is Existence, Relatedness
& Growth as well. ERG motivation theory is the part of content theory and focuses on

requirements as well needs of each employee. With this, it helps companies in meeting goals in a
defined manner.
Existence Needs: These needs is the combination of materialistic & physiological needs
of a human being. It involves water, food, air, shelter, clothing and many more basic needs of a
person. In context to Marks & Spencer, the upper level authorities emphasises on encouraging
the staff members by giving incentives as well as bonus (Mohamed and Sathyamoorthy, 2014).
This lead to the increase in satisfaction level of employees and they take interest in the working
of an organization. In addition to this, it also motivates them to work towards organization goals
and achieve it in set time period.
Relatedness Needs: These need is basically the integration of external needs & social
esteem need of an individual. It also involves the need of family, colleagues, peers and so on.
These needs of employees is fulfilled when they are appreciated by higher authorities in informal
parties where all the staff members, family members is present. It automatically influence
employees and they work potentiality towards goals of an organization.
Growth Needs: This is the last need of a human being as per this theory. It involves self
actualization as well as internal needs of an individual. These need develop the growth level of a
person. In context to M&S, the human resource manager of the company satisfying these needs
by conducting training session which raises skills, capabilities and knowledge of staff members.
With this, it raises performance of subordinates in appropriate manner when there needs are
fulfilled by company.
Adam's Equity Theory
This theory was developed by John Stacy Adams. It consist of two principles which is
need to be fulfil by every organization. The first principle identifies that there should be equal
appreciation given to employees as per their efforts and hard work that is inputs given by
employees is equal to the output they received by managers. The second principle of this theory
is that all employees did not feel impartial at workplace which means they are treated equally by
the top management (Nograšek and Vintar, 2014). In relation to Marks & Spencer, the managers
should give appreciation to employees as a monetary or non monetary incentives at workplace as
it builds confidence and they feel valued to be the part of a company. It basically involves bonus,
medical service, paid leaves, certification, training, incentives, flexible hours of working and
many more. Acquiring Adam's Equity Theory in the organization attains managers to foster the

performance of employees in a proper manner. In addition to this, it also helps managers of
Marks & Spencer to achieve task rapidly and within time frame.
TASK 3
P3. Effective and Ineffective Team.
The subordinates of an organization assemble together for perform a task or for a
common purpose is refer as Team. It is basically the integration of skills as well as knowledge of
employees in order to attain goals also termed as a Team. As working in a team, the employees
make good relationship with other members of team and thus develops positive relations in the
organization. It is sated that there are two types of team which is effective & ineffective team in
the organization. In context to Effective team, the members gain all the idea and knowledge
about the project or task which they need to attain. The members of the team has the ability to
sole issues in appropriate manner (Pennington, 2014). In addition to this, effective teams attain
companies to complete the project as per the time decided. This team also enhance the value of
an organization which in turn lead to raise profitability & market share of company. With
reference to Ineffective teams, the members of this group have no proper knowledge about tasks
which they are going to perform as they are not taking any kind of interest to gain information
about tasks or goals of a company. Furthermore, this teams affects adversely on other members
of the company. There is no trust among the subordinates of this team and creates an
environment of competition within the company which sometimes divert the mind of employees
towards competition and they will not ficus on organizational goals. The managers of Marks &
Spencer create effective teams in the organization with an aim to achieve goals in proper manner
or within stipulated time frame. The difference is described below of effective and in effective
teams with relation to Marks & Spencer:
Attributes Effective Team Ineffective team
Decision
making
In effective teams, the members share
their opinions, ideas to mangers as
well as team members of the company
that means every employee of this
team has the right to involve in
decision making. This builds high
Herein, all the team members have
no authority to share their opinions
and ideas in decision making process
(Xerri, 2014). The manager of the
company gives right to few members
of the team to take decisions related

confidence level and also build
positive atmosphere in the
organization. In addition to this, it
rapidly raises the growth of company
in the market (Piercy, 2014).
to project assigned to them. It brings
down morale of employees which is
not beneficial for the company as
their productivity declines. With this,
they feel partial at workplace and did
not take interest in the activities of a
company.
Goals Herein, the team and its members put
their efforts towards attainment of
objectives. As they carry out their
activities as per the time decided by
higher authorities which automatically
leads to achievement of goals within
the specified time frame. The members
complete the projects on time and in
appropriate manner.
Herein, the team members did not
take interest in attaining goals on
time as the objectives are not
appropriately clear to them. Due to
this, the company profit level
declines. In addition to this, it
sometimes creates disputes in the
organization which adversely affect
on performance of company.
Forms of Team:
There are different types of team which fulfils the requirement of a company are as
follows:
Functional Team: Herein, all the team members works for a common purpose but their
responsibilities are different as per their specialisation. The higher authorities ensures that there
should be a good relation among all the functions of organization so that activities performed
better in a defined manner. The major functions of a company is Human Resource, marketing,
accounting, sales and finance ( Ruck, 2017). In context to M&S, if upper level authorities
acquire this team in the organization than there will be maximum utilisation of all the resources
and skills of an employee. It also raises productivity which in turn increases profit level of a
company. With this, it also supports company to engage employees for longer time.
Project Team: This team is formulated by higher authorities of an organization so that
they can complete a particular project on time. The members have a clear understanding about

their roles as well as the responsibilities which they need to perform. In context to Marks &
Spencer, it is a big retailing company and deals in multiple segments. The company have more
than one project at a particular time. In order to effectively complete projects the company
should form Project teams which helps in implementation of activities effectively. In addition to
this, development of this team leads to raise in profits of the company which further leads to
increase in market presence as well as market share of Marks & Spencer.
Virtual Teams: This teams are also refer as remote teams. This teams are developed by
companies who works at international levels or more than in one country. Herein, the employees
from different areas work for a particular project and rely on different communication modes to
interact. It includes interaction through Emails, Video conferences, whatsapp and other
applications. With reference to Marks & Spencer, the company operates in more than 58
countries and have around 1500 stores worldwide (Saunila, Mäkimattila and Salminen, 2014). It
is beneficial for company to develop virtual teams as it helps them to operate conveniently in
other locations and fulfils task in a proper manner.
TASK 4
P4.Concepts & Philosophies of organizational behaviour in relation to company.
The conception of organization behaviour is involve with administrative and handling
human behaviour as well as their execution regarding the attainment of the business objective of
the company in an effective way. For accomplishing the similar role of administrator and leader
is regarded as one of the complex component as their demeanour and attitude which instantly
create impact upon the workforce execution in favourable as well as unfavourable (Wagstaff and
Larner, 2015). With the implementation of effective theories and models, the management of the
company can create an health working environment and fro this the administration of M&S can
use path goal theory which is defined as under:
Path Goal Theory
This concept is formulated by Robert House which is wholly based on leadership styles
which are used by them in diverse business circumstances. This theory is classified in to three
categories which are below:
Employees characteristics- It is affiliated with those characteristic which signifies that
each and every employee are diverse from each other in term of competencies and knowledge.
So the behaviour of leader create huge effect upon workforce performance in context of

accomplishment of business goals. Therefore, in M&S, leaders should understand and aware
about abilities and interest of the workforce and allot and assign work according to that. It will
help in developing the brand image of the company and completing the work and task on time
(Wan and Wan, 2016). If the leader of the m&S assign work as per skills and competencies of
the employees then they can accomplish the objectives of the task in more efficient manner
which help in fulfilling the business objectives of the firm in more adequate way.
Task and environment characteristics- It indicates that working environment which
create impact on the employee's involvement and participation in term of achieving business
aims and objectives. In M&S, the leader make an effort to offer tremendous chance to workforce
which help them to adopt developed extent of employees appointment and encourage regarding
the company in an improved manner. When the employee are working in group to fulfil the task
need and achieve a common goal, the the leader set vision of the task and provide clear about
them so that employees and provide their entire contribution in it.
Leadership behaviour- It is another component of leadership theory, in which tghey
adjust their style of behaviour as per employee and task characteristics so that employees can
feel encouraged and effectively attain their aims. This component include leadership style which
has to be accepted by specific leader to offer effective resolution towards critical circumstances.
Some of leadership styles like democratic, autocratic, lazzez-fire etc. which varies for each other
and help in developing a good working environment and culture without and issues (Weng,
2015). These different leadership style are curial for the leader of M&S because by adopting
them the leader can guide and direct the workforce in different situation.
Accordant to the scenario of M&S, it has been expressed that firm undergoes with
unfavourable working atmosphere and ineffective abstraction which unfavourably affect the
competency ration of the organization. From the preceding defined component it can be analysed
that democratic leadership is and effective style because it encourage employee to participate in
determination devising activity and share their thought and issues which affect them. It can be
monitored from the preceding defined Path goal concept that it assist the firm to find out
workforce abilities and potentiality. It also enable in leading employees regarding assigned work
which make contribution in accomplish business objective. Apart form it, effective acceptance of
leadership style help in take restorative action and develop the execution of employees in an
effective manner.

CONCLUSION
From the above study it has been stated that organization atmosphere as well as culture
directly impacts on the performance of teams and individuals. It is also analysed that
motivational theories help companies to encourage its workforce positively. Using of ERG
content theory and Adam's Equity theory attains an organization to fulfil needs of al staff
members effectively. With this, development of effective teams allows company to attain
organizational objectives as per standards decided. Ineffective teams adversely affect on the
productivity of an organization. Moreover, Reward power is effective for Marks & Spencer to
raise their sales and gain positive outcome. The participative style of leadership is beneficial for
all the organizations as it maintains a healthy relationship among employees and also helps them
to communicate effectively. In addition to this, it attains companies in developing good market
reputation which leads to enhancement of sales and profitability.

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