Organisational Behaviour: Impact of Culture, Politics, Power, and Motivation Theories on Individual and Team Behaviour and Performance

This report discusses the impact of culture, politics, power, and motivation theories on individual and team behaviour and performance in the context of Marks and Spencer. It critically evaluates the organisation's power, culture, and politics and how they influence individual and team behaviour and performance. It also discusses various motivation theories and how they affect the achievement of organisational goals. Additionally, it explains what makes an effective team and applies concepts and philosophies of organisational behaviour within an organisational context and given business situation.

Organisation behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1 ...........................................................................................................................................1
P1 Effect of culture, politics and power of organisation on individual and team behaviour and
performance.................................................................................................................................1
M1 Critically evaluating organisation power, culture, politics which influences individual and
team behaviour and performance. ..............................................................................................3
P2 Discussion of theories of motivation which implies effect on the achievement of
organisational goals.....................................................................................................................3
M2 Critically evaluating how to influence the other behaviour through effective application of
theories, concepts of motivation.................................................................................................6
PART 2 ...........................................................................................................................................6
P3 Explaining what makes an effective team as opposed to an ineffective team.......................6
M3 Analyse relevant team and group development theories to support the development of
collaboration in effective teams..................................................................................................8
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and given business situation...........................................................................................8
M4 Evaluating how concepts and Philosophies of OB influences behaviour in given business
situation.....................................................................................................................................10
CONCLUSION..............................................................................................................................10
References:.....................................................................................................................................11

INTRODUCTION
The field of organisation behaviour deals with human behaviour in organisation which is
related to individuals and group of people working in team together. It is an academic study of
how people interacts within groups which involves areas of improving job performance,
increasing job satisfaction, encouraging leadership. In workplace, motivation is important that
leads to improvement in work performance of employees and motivates them for efficient
working (Bishop, and Bechkoum, 2021). The Marks and Spencer is chosen for the report. This
company was founded in 1884 by Michael Marks and Thomas Spencer which is an multinational
retail of clothing, food and home products that is situated in London, England UK (Linkedin,
Marks and Spencer, 2022). In two parts report is been divided. In Part 1 it discusses impact of
politics, culture and power on individual and team behaviour as well as importance of motivation
theories for the goal achievement. In Part 2 there is discussion on several models and concepts
that supports in effective team working. This report helps in gaining understanding of leaders
contribution for achievement of organisation goals.
PART 1
P1 Effect of culture, politics and power of organisation on individual and team behaviour
and performance.
The behaviour of team and individual is influenced by leadership in the organisation. In
Marks and Spencer, culture of organisation is linked to values, practices that provides guidance
to actions of members for performing well. The organisation behaviour is developed on the basis
of beliefs and attitude. In organisation, behaviour of every individual is different from each other
(Carvalho, and et.al., 2019). It involves in what way an organisation plans and implements
policies, rules and regulations. The culture also involves company norms, values, systems,
assumptions etc. The Handy Model is used which includes experiences and other philosophies in
context to Marks and Spencer-
 Power culture- In such culture higher authority has power that owner is authorised to
make decision in organisation and employee do not have freedom to express their
viewpoints, ideas. The employees of Marks and Spencer is required to follow the
instructions of their top owners and there is delegation of responsibility to other
employees.
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 Task culture- This culture solves critical problems and teams are developed for
achieving the organisation targets. With the person having common interests and
specialisation the team, is formed and their equal contributions of team members finishes
tasks in innovative and effective way (Chen, and et.al., 2019).
 Person culture- The employees are part of organisation which made them to feel
important. The decision are not taken in favour of organisation as person are more
obsessed with own self. The power rests with employees as they are centring and
opportunity is given for developing careers and skills of employees.
 Role culture- In accordance to specialization, education qualification an and interest
there is delegation of roles & responsibilities to employees and every employee is
accountable for something. For the assigned work the key responsibility is taken in work
culture as power comes with responsibility. (Christie, and Dubrowski., 2021).
In context to Marks and Spencer, task and role culture is beneficial that helps in
completing task in effective manner and employees are valued. The roles and responsibility are
assigned to achieve the organisation goals.
The organisation power is related to capability of person that influences the other person
behaviour. The top level management is involved in power which influences the decision
making. The employers expresses opinions by offering them opportunities. The power is an
social motivating force for an organisation and types of power in context to Marks and Spencer
are as follows-
 Legitimate power- The manager holds power and leads official according to position
that arises with its roles. The informal rules are conducted. The workforce of Marks and
Spencer follows orders of their seniors (Fellows, and Liu., 2020).
 Coercive power- This is formal power and managers ability for stimulating employees to
follow their instructions by threatening them with punishment if workers fail to obey. The
power is used effectively by manager of Marks and Spencer at time of hard crises for
completing services on time and correctly.
 Reward power- In such the manager have ability to reward employees with promotions,
money and other privileges. The incentives is provided to workers by their supervisors
for performing task with efficiency. The use of power in Marks and Spencer is with aim
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of urging subordinates and employees to engage with productivity and effectiveness
(Kim, and et.al., 2020).
In the organisation reward and legitimate power is used for having effective working
which leads to enhancement of work productivity in positive way.
In organisation, politics is an effective tool that helps in achievement of goals. There is a
understanding of other works to influence them. The organisation politics impacts in negative
way on team and employees that reduces productivity of work. The influence of tactics improves
organisation and personal interest (Nguyen, 2019). The politics involves power and authority
which is related to process and behaviour. In the organisation the prime reason of politics is
disagreement between different members and groups as there are different motives and
viewpoints. Interest is another component in organisational politics, when different members'
and groups' interests clashes, causing conflict and finally to politics.
M1 Critically evaluating organisation power, culture, politics which influences individual and
team behaviour and performance.
The culture, power and politics affects in both positive and negative ways that influences
performance and behaviour of individual in Marks and Spencer. The effective use of power
contributes in achieving organisational goals. Politics focus on authority and on individual’s
interest. The different people view results in conflict in the politics. In Marks and Spencer strong
culture states that individual actions are optimistic as working of manager and workers is proper
leading to success.
P2 Discussion of theories of motivation which implies effect on the achievement of
organisational goals.
The motivation is related to needs of hierarchy which includes all factors that motivates
in accomplishing tasks and roles in effective way of company. The motivation is process of
guiding and maintaining goal-oriented behaviour. The actions of people are stimulated for
achieving the goals. In the company of Marks and Spencer the employees are motivated in order
to have maximum contribution of their efforts. The motivation is considered of two types-
Intrinsic motivation- This helps in better performance and individual ability is improved
for the given task. In individual, this motivation arise for personal satisfaction that connects with
self-realization and arises at time of completing tasks. The non-financial rewards such as
participation, responsibility are involved.
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Extrinsic motivation- The external factor influences which is developed from individual
made up of rewards, money, fringe benefits and profit sharing. This motivation deals in financial
nature.
The motivation theories are classified on basis of content and process-
Content theories- It has a significant impact on management policies and practises that
focus on what motivates human behaviour (Obuobisa-Darko, and Domfeh, 2019). This is also
known as need theory, and it aids in the identification of wants and how they might be met.
Maslow's need hierarchy and Herberg's Theory are also discussed.
Maslow's need hierarchy theory- Abraham Maslow proposed this model in 1943,
stating that a person cannot achieve self-actualization unless their basic needs are met.
Employees are motivated by satisfying their basic requirements and work with a good attitude,
according to this approach.
 Psychological needs- These are biological necessities, which include food, shelter, sleep,
and water, are necessary for human survival. It is a basic requirement that must be met. If
these needs are not met, the human being's ability to function is harmed.
 Safety needs- It becomes significant when psychological needs have been met. This
requirement is linked to emotional and financial stability, as well as social stability.
People experience predictability as a result of society and family fulfilling these
demands.
 Love and belongingness needs – It is also known as social needs, and it is linked to a
human's emotional urge to be a part of a group and for interpersonal relationships. This is
related to friendship, trust, and so forth.
 Esteem needs- It encompasses self-esteem, achievement, and respect, which are
separated into two categories: i) self-esteem, which includes dominance, dignity, and
independence, and ii) respect from others, which includes status and prestige.
 Self-actualization needs- It refers to a person's potential realisation, or self-actualization,
as a person seeking personal progress and experience (Paull, and et.al., 2020).
Herzberg's Theory- This is known as the two-factor hypothesis, which aids employee
motivation and improves work performance. This is due to the following two factors:
 Hygiene factors- In the existence of such a condition, the employee is supplied the short-
term gratification that this factor necessitates. Employees are demotivated if these factors
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are missing. The work environment, working conditions, safety, and security are all
hygiene aspects that make people uncomfortable in the job because they are low-level
and inadequate. The large concentration of managers, as a result of these characteristics,
contributes to a high level of job satisfaction among employees. Motivating factors- From the employee's perspective, the existence of this component is
critical, as it leads to an improvement in the employee's job and performance. Employees
are satisfied with their jobs because of motivating aspects like performance, recognition,
responsibility, and advancement. Individual needs and personal progress are the
foundations of motivation (Qodriah, and et.al., 2019).
Process theories- It focuses on how individual behaviour is motivated and how the
motivation process is altered. Individual behaviour and psychological processes are represented
in this theory in order to achieve organisational goals and objectives. An individual's
requirements are analysed, which may influence behaviour in order to achieve goals. It examines
Skinner's Reinforcement Theory as well as Vroom's Theory.
Skinner's reinforcement theory- B.F. Skinner, who represented the manager's
behaviour and disposition toward employees, backed with this thesis. It is primarily about the
employees' internal values. To excite personnel, the organization's external environment must be
designed successfully and positively. Positive, negative, and punitive reinforcement, as well as
punishment and extinction, are used to influence the employee's behaviour (Raptis, and et.al.,
2018).
 Positive reinforcement- The behaviour or reaction is reinforced by reward, which leads
to the desired behaviour being repeated.
 Negative reinforcement- It is the end of an unpleasant experience, and it is regarded as
negative because the negative stimulus has been removed.
 Punishment- It works in the opposite direction of reinforcement in that it aims to
eliminate rather than encourage any response. This is a disliking occurrence that has a
negative effect on subsequent behaviour.
 Extinction- This feature is used by a manager to stop someone from repeating a taught
behaviour since it reduces the profitability of the undesirable behaviour.
Vroom's theory- Employee performance is based on individual factors, which include
skills, knowledge, experience, and abilities. The positive relationship between effort and
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performance aids in inspiring individuals to pursue a variety of objectives. Ultimate performance
pleasure leads to favourable performance and desired rewards. The following are the most
essential motivational factors: Valence- Extrinsic benefits, such as promotions, free time, money, and so on, inspire
employees. This holds true for emotional orientations as well. Happiness and status are
examples of intrinsic rewards. Employees' values and wants are discovered through
management (Siddiqi, and Sahaf, 2019). Expectancy- Employees at Marks & Spencer have varying expectations and levels of
confidence in their abilities. Managers speak with employees to identify expectations,
and training courses are supplied to motivate them and improve job performance.
 Instrumentality- Employees are made aware of their obligations and benefits. Employees
need to understand the reward system in the organisation of Marks and Spencer.
Employee perceptions dictate their desire for what they truly want and receive.
M2 Critically evaluating how to influence the other behaviour through effective application of
theories, concepts of motivation.
Motivation plays a significant part in accomplishing organisational goals because it
supports the achievement of targets through the collaborative efforts of employees who use their
knowledge, skills, experience, and other assets to create value. It considers the content and
process theories in relation to Marks and Spencer (Susomrith, and Coetzer, 2019). It takes into
account Maslow's theory since it aids in meeting individual needs and gives a good income,
which provides fulfilment. Positive reinforcement in the workplace is used to implement
Skinner's reinforcement theory, which aids in the reduction of employee turnover and increases
productivity. This model is effective in changing the behaviour of employees.
PART 2
P3 Explaining what makes an effective team as opposed to an ineffective team.
For every successful organisation effective team is base that works in collaboration. The
effective team leads to increase in productivity. For having an effective team, the members are
required to unite vision through which assigned tasks can be completed successfully and
improves its efficiency and effectiveness. In effective team members understand their task
clearly so that goals of organisation can be attain. In two-way communication takes place, where
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employees both ideas and feelings is expressed openly and precisely. For achieving a common
goal the team is involves two or more members who have together working. The multiple team
are formed in Marks and Spencer to get job done in precise manner and by having optimum use
of resources brings talent & skills to each team. The group is influenced with an open discussion.
The team members are motivated by having clear communication and leadership (Waddell, and
et.al., 2019).
The conception of ineffective team is defined as arising of conflicts in organisation
between team members, employers that is full of distrust, unfocused and negative competition. In
ineffective team of there is trust break and less efforts then there is increase of workload and
pressure to members in achieving objective. In understanding the group task and goals it creates
difficulty along with this ideas are ignored and team members do not listen to each others. For
having an effective team in organisation there is need to be have mutual collaboration, individual
development, good communication trust and support. The model of Tuck-man's team
development is used for knowing hoe team is developed which consists of five phases-
 Forming- This is first stage in which employees are unknown to each other. The
organisation provides orientation for making familiar to person with other members. In
such stage knowledge is provided about skills, background and individual role of Marks
and Spencer to an new joining. The task is defined by high authority and relationship are
developed by forming roles and responsibilities.
 Storming- In this stage the chance of conflict and clashes arises among team members
which is critical stage for team members that leads to decline in performance and results
in failure. In company of Marks and Spencer the objectives are discussed with employees
for evaluating creative ideas and sales can be enhanced efficiently (Weber and et. al.,
2019).
 Norming- The difference are start resolved in such stage and other strengths are
appreciated and authority is respected. The teams agree upon rules and figures for
accomplishing goals by having together working as conflicts are resolved. The employees
of Marks and Spencer works in unity & harmony to have efficient performing by
following rules.
 Performing- The working of team members is with full potential that helps in achieving
organisation goals efficiently. In the organisation it is required to maintain stable
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atmosphere by team members with structured process for having effectiveness in working
so that objectives can be accomplished.
 Adjourning- It is an last stage of model in which team goals are attained and project
comes to end. It is also called by name of Mourning stage. On the team members the
work load is reduced and there is delegation of new tasks. The team members of
organisation celebrates positive achievement and performance is 9improved efficiently.
Difference between effective and ineffective team
Basis Effective teams Ineffective teams
Underlying goals There is understanding of
organisation objective by all the
team members.
To have an understanding of
goals and group task it
becomes difficult for team
members.
Conflict resolution The conflicts and disagreements
are avoided between team
members which makes them
comfortable with each others.
The situation of conflict arises
in workplace and nobody
agrees with ideas of each other
that leads in low performance.
Working environment The relaxed, pleasant and
informal atmosphere is created
for the team members.
The working atmosphere is
bored, tense and indifferent for
group members in team.
Belbin theory- This theory helps in understanding role with particular team. As team member it
helps in developing strength and improves contribution in team. The nine team roles is
being identified which is grouped in action oriented, people oriented and thought oriented.
In context to marks and Spencer this tool helps in describing an individual preferred team
roles and how they operate in team environment. This approach enables individual or team
in benefiting from self-knowledge and adjust behaviour accordance to demand made by
external situation. The roles are as follows-
 Shaper- This involves people who challenge team for improvement as people are
dynamic and extroverted that enjoys in stimulating others and solving problem by finding
best approach.
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 Implementer- It is people who get things done. The ideas and concepts are turned into
practical actions and plans. The people are in discipline that work in systematically and
efficiently.
 Complete finisher- This are people who see that projects are complete thoroughly and
ensures to have no errors or omissions. The individual are concerned with deadliness and
ensures to make work completed on time.
 Coordinator- This are person who take traditional team leader role. The guidance is
provided to team regarding the organisation objectives. They are excellent listeners and
delegates task effectively.
 Team workers-The support is provided and made ensure that all team members have
working together. The people of organisation fill role of negotiators within team and are
flexible.
 Resource Investigator- The people are innovative and curious in which options are
explored, develop contacts and negotiates for resources on behalf of team. The team
members of marks and Spencer are enthusiastic which identifies work with external
stakeholders for achieving objectives.
 Plant- The person is creative innovator which comes with new approaches and ideas. The
people are introverted and prefers to work apart from team.
 Monitor evaluator- The ideas are analysed and evaluated of people as they are critical
thinkers and strategic in approach.
 Specialist- It defines to person those have specialised knowledge for getting the job done.
The people pride on skills and abilities and works for maintaining professional status,
M3 Analyse relevant team and group development theories to support the development of
collaboration in effective teams
The follow of Tuckman theory helps in developing latest technology in relation to Marks
and Spencer. The whole team was organised well for several divisions which strengths the team
job. New management ability and strategies are implemented which is shown by employees.
The effective team encourages constructive and optimistic behaviour of employees whereas
inefficient team allows employees to be pessimistic regarding efforts for achieving goals.
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P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and given business situation.
The organisation behaviour is a procedure of analysing behaviour of human working in
organisation which involves several factors such as values &beliefs, traditions etc. In
organisation main role of manager to attain goals and motivating employees. In context to marks
and Spencer several theories and concepts are used by company manager-
 Path goal theory of leadership- The different styles of leadership is explained in this
theory which provides understanding of styles in organisation. The path goal theory is
based on assumption that behaviour is influenced by motivation, performance and leading
to employee satisfaction. It states that leadership style should be an motivating factor so
that team performance can be improved. The following are the leadership styles it
contains-
◦ Directive- The guidelines are provided by manager and expects with their team
members to cooperate. In this roles and responsibilities are delegated to team
members and their opinions are considered for starting task. In context to Marks and
Spencer direct guidance is provide to employees for implementing guidelines ans
employee behaviour is control in order to meet standard of performance.
◦ Supportive- This is a people-centred leadership in which personally leader cares
about well-being and needs of subordinates. The empathy is showed by leaders for
enemies in the need of support. All the employees are treated equally and helps in
achieving business goals in efficient manner (Rasdi, and Tangaraja, 2020).
◦ Participative- It is a style of democratic. This provides orientation to members and
allows input from team members. The employees are feel important part of on
organisation. In context to Marks and Spencer the staff are consult at the time of
important discussion by taking into account their ideas and suggestions for the tasks
to have efficiency in working.
In respect to above, manager of Marks and Spencer focus on adopting most vital for of
management style which is participative management style. This style primary focuses on the
employees efforts and their working. It is also ensured by leaders that employees have
involvement in decision making process. The use of this style creates positive environment
where employees can freely discuss their issues that is face by them hence making
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communication strong. There is both positive and negative effects of this leading style. In
positive it leads to employee encouragement by motivating then in order to achieve desired goal
by working in positive environment without any conflicts thereby maximising working
productivity. On the other side the negative factor is there are chances of having disputes among
the members of the team. Thus the most vital factor for Marks and Spencer is that they should
give consideration to both the negative and positive aspects of this theory.
M4 Evaluating how concepts and Philosophies of OB influences behaviour in given business
situation.
For the teamwork motivation is an integral aspect that have important role in path goal
theory. The theory helps leaders in motivating workers by praising them along with this direction
is given for accomplishing goals by offering advise to managers on correct path. In framework of
Marks and Spencer the leaders focuses on several forms of behaviour which suggests that leaders
are active and willing to change its leadership style in path goal theory. This also helps in
influencing environment, work and characteristics of employee. The use of theory in
organisation increases motivation and empowerment of employee.
CONCLUSION
It has been concluded from study that organisation behaviour involves study of individual
behaviour within an organisation as it is influenced by the organisation culture. The motivation is
developed by the managers in the workplace which helps in creating positive atmosphere
through employee motivation. The employee work performance is positively and negatively is
influenced by its culture, power and politics. The organization take use of motivational theory
for goals attainment. Further, in organisation different concepts and philosophies is applied to
organisation behaviour. To maintain the positive atmosphere within the company it is essential
for manager to analyse demand and requirements of employees. In addition to this, management
team uses concepts and philosophies that assists in satisfying needs of staff members in effective
manner.
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Online
Linkedin, Marks and Spencer, 2022 [Online] Available through
<https://www.linkedin.com/company/marks-and-spencer>
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