Organisational Behaviour: Analysis of Culture, Politics, Power, Motivation Theories, Effective Teams and Concepts in Marks and Spencer

This report analyses the influence of culture, politics, power, motivation theories, effective teams and concepts in Marks and Spencer. It explains how these factors affect team behaviour and performance. The report also describes the content and process theories of motivation and how they enable effective achievement of goals in M&S. Additionally, it analyses the difference between effective and ineffective teams and discusses various concepts and philosophies of organizational behaviour within the business situation and organizational context.

Organizational Behaviour
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Table of contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
P1. Analyze organization’s culture, politics and power and how it influences team behaviour
and performance..........................................................................................................................3
P2 Describe that how content and process theories of motivation, technique enable effective
achievement of goals in M&S.....................................................................................................5
P3 Analyse that how effective team as opposed to the ineffective team.....................................7
P4. Concepts and philosophies of organizational behaviour within organizational context and
given business situation...............................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
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INTRODUCTION
Organizational behaviour is defined as the academic study of the organization and its
employees interact with each other in a significant manner (Buchanan and et.al., 2019). Marks
and Spencer is the British multinational retailer which specializes in food products, clothing and
home products.
The report will analyse Marks and Spencer culture, politics and power influence the team
behaviour, individual and their performance. Along with this, process theories of motivation and
motivational techniques will enable effective achievement of goals for the organization.
Effective team and ineffective team will be explained in detail with all essential information
provided on the scale of knowing all ways they both differ. Various concepts and philosophies of
organizational behaviour within the business situation and organizational context will be
explained. The organizational behaviour method and the performance of employees within the
organization were also evaluated and this created more of the value through which all the aspects
are taken into consideration.
MAIN BODY
P1. Analyze organization’s culture, politics and power and how it influences team behaviour and
performance
Marks and Spencer’s culture, politics and power are explained below and how they affect the
team behaviour and performance is also explained below –
Culture of M&S and its Influence on Team Behaviour and Performance – Every
organization has different culture. The main thing which is observed in the Marks and Spencer is
that the organization works on the formula of customer driven culture in which the organization
takes concern of the customers’ needs and requirements. The main effort is put by Marks and
Spencer in evolving and improving the services of customers by engaging in the market research
trends, providing training and employing the right individuals etc (Mowla and et.al., 2019).
Marks and Spencer follows this culture where their main focus is on the progressive stands of
how they engage their customers at large scale by following the trends which are running in the
market with the view of what customers are likely to buy from the organization. There is
diversity of work force in Marks and Spencer which helps the organization in retaining the
variety of talents to achieve the goals and objective at large scale. The culture influences the
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team behaviour and the performance as the lot of employees and individuals work on different
beliefs and value systems which hamper the productivity of the organization at large scale. The
main thing which is observed is that the performance of the individuals affects the team
behaviour. When there is proper formation of culture in Marks and Spencer then the teams will
contribute in performing at high scale with knowing that the performance and productivity of the
organization should be higher.
Politics in M&S and its Influence on Team Behaviour and Performance – The politics is the
factor which is followed in every organization and this creates controversies in the industry in
which the organization is working. The same is with the Marks and Spencer which also follows
free trade and in importing and exporting its products and services which involves political
connections. Apart from this, the politics is also created in the workplace between the employees
and the individuals who are working together. Politics has negative impact on the environment of
the organization and this creates unhealthy business environment. The main thing which is
affected and hampered is the performance of the employees and the individuals as they get
involved in the politics which is been created depending on the behavior of the individuals or
employees (Swigart and et.al., 2020). This not only affects the Marks and Spencer’s progress and
success scale but also the individuals or employees or is working in the organization as their
performance is questioned. This also affects the team behavior in which the individuals are
working. When the employees are interested in creating value work then they are not involved in
the politics of the organization which is running within. But when the organization is taking
concern of how the things are taking turn and affecting the performance of the individuals and
the team behavior then they are more inclined towards improving and enhancing the problem and
solving it effectively and efficiently.
Power in M&S and its Influence on Team Behaviour and Performance – Power is the factor
of the organization which is originated from the reward power, hierarchal source and referent
power. Power has negative impact on Marks and Spencer as an organization and on its
employees’ at large scale. This creates problem and affects the productivity and performance of
the employees which is directly related to the success factors of how the organization deals when
such problems occur due to the power factor within the organization (Ang, 2018). All the
employees and the individuals have the right to take actions and work in the organization so that
there is no such problem of how the performance scale is low and why the employees are not
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able to concentrate on their work. When the team behavior and the performance are affected,
organization has to take concern of what are the loopholes which are affecting the productivity
and performance of both the organization and the employees’ at large scale. The power factor
plays the negative role while working in the organization and this impacts the tem behavior and
the performance of the employees as the employees behave rudely to the authoritative leader or
any of the tem member while working. Therefore, power plays negative role in the Marks and
Spencer and this affects the productivity and the scale of success through which the goals and the
objectives are framed to be followed to achieve them effectively and significantly.
P2 Describe that how content and process theories of motivation, technique enable effective
achievement of goals in M&S.
Content Model of Motivation-
It define theory of motivation and also known as need theory which mainly focused on
internal factors. This can be developed a lot of energies among people with direct human
behaviour. Content theories are helping to represent internal drives that compel an individual to
act or move towards individual satisfaction level. In context of M&S, it might have a strong need
for employee related basic demand like food, shelter (Sahito and Vaisanen, 2017). A lot of
financial pressure would be created a lot of tension which makes to find way and reduce satisfy
those needs. Here are identified the different kind of content model of motivations:-
Maslow’s Need Hierarchy theory
In context of M&S, Maslow’s need hierarchy theory is based on the specific need of
people. It also identified the satisfaction level of staff member in the organisation.
Physiological Need - The basic and primary needs required for employees related its
physiological requirement. It is related to survival and maintenance of human life. Individual
people can fulfil all needs such as air, water, clothing and foods.
Satisfy and Security Needs - After satisfying all relevant physiological needs, employee
want to assurance of economic standards and level. It seeks protection from emotional threat
which is mainly increased in the workplace (Black, Gardner and Steers, 2019). That’s why,
manager of M&S will try to motivate their employees through insurance services, benefits,
health and housing loan etc.
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Social Needs - It emerge from the basic demand of individuals, who are completely
associated, belong with other friendship. M&S provide the better scope of formation and
encourage working in team or group. This can possible through interpersonal communication
and understanding to motivate or inspire staff members.
Self-esteem Needs - Maslow believes that every people seek growth and development in
the organisation. This is completely a natural desire to be determined and respected by others. In
M&S, manager also consider about the self-esteem need for their employee. This can help to
develop confidence level, achievement, competence, recognition, knowledge and desire to have
freedom. On the basis of Maslow, it can easily identify the satisfaction level of employees in the
workplace.
Self-Actualization Needs - It refers to the transformation of perception and dream into
reality. Individuals have an inner potential to do performance certain things. After realising the
inner potential of staff member in M&S. it would support to improve personality of employee
and meet its expectation
Process theories-
It is basically define as theories of motivation which provide an opportunity to
understand thought process. It is majorly influence the behaviour of people. In some situation,
staff members are selected behavioural actions that help to meet specific needs of people,
identify specific choice.
Equity theory
This kind of theory is related to the motivation which is mainly represented inseparable
link between goal setting and task performance (Sahito and Vaisanen, 2017). Equity theory was
proposed by Edwin Locke in 1960s. The M&S uses equity theory in order to measure the goal of
employees in the workplace.
Here are explained different principles of Goal setting theory:-
Clarity - In case, it has been increasingly the misconception among staff members in the
workplace. Equity theory provides more clarity in the goal setting.
Challenging goals - Besides being a clear way to represent, the actual goal set was quite
challenging. But M&S can be used equity theory and develop specific goals. It helps to motivate
staff members where they can easily achieve desirable goal or objective.
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Achievable goals - If goal set by M&S managers, this is something which really steep. It
will do better thing to resolve challenging at the time of goal achievement. Main idea is to
influence with better performance of staff members.
Commitment to goals - In case, staff member feel so much motivated, but as needed to
create goal and likely to improve its level in best way (Fatehi and Derakhshan, 2020).
Task Complexity - When it can be identified the complex goal, the potential staff
member become confused in M&S, how they can achieve desirable goals. As a result, poor
motivation will create a lot of challenges in task execution.
Feedback - This is important aspect to track, monitor the actual progress of employee in
M&S. It provides the feedback on regular basis so that employees are developed more
understanding. It keep maintain a performance and efficiency.
P3 Analyse that how effective team as opposed to the ineffective team
Tuckman’s model can be explained as team develops on the basis of ability, relationship
establishes and leader changes its style (Black, Gardner and Steers, 2019). Usually, it starts with
direction and move towards coaching. Afterwards, it also participating into different task
execution.
An effective team is always opposed to the ineffective team because of their inability,
poor performance and efficiency of team members.
Here are explained the different stages of team development.
Forming stage- In this process, it involves a specific time intervals and getting
acquainted. There are lot of uncertainty arise, people are looking for authority as well as
leadership.
Storming stage- This process is the most difficult aspect to handle the tasks, sometimes it
also marked as conflict and high competition level among employees in M&S. In some situation,
employees are disagreed on team goals and cliques may form around strong personalities.
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Norming Stage - It is all about the way in which resolve conflict issue among team
members. In this process, it would identify the role of leader, manager in M&S. It promotes a
sense of cohesion and maintains a proper coordination between staff members. Moreover, it also
increased the team performance at the time of learning, corporate and begins to focus on team
goals.
Performing Stage - In this process, it also developed the efficient team where they can
participate into different activities. A mature team can organise and well-functioning. It is clear
and stable structure and members which are committed to particular vision, mission of
enterprise. In M&S, it may arise a lot of problem related conflicts among staff members. But it
can be managed or handled through effective manner. In M&S, each and every team members
are focused on problem-solving and meeting all necessary goals.
Team - It define a group of individuals who can establish collaboration on related tasks to
achieve desirable goal of M&S. Whether, it is reaching a sales target, reducing safety incidences.
In M&S, manager will focus on the set of activities in that can define their effective
relationship in staff members.
Type of team
Functional Team - A manager is responsible for doing everything and reports to them.
Typically, M&S can be achieved as top-down approach to monitor or track activities of staff
members who have performed functional activities (Black, Gardner and Steers, 2019).
Functional team will support in M&S to build a strong workplace culture or environment.
Self-managed teams - In M&S, individual’s staff members are encouraged with the self-
motivation and help to manage the different activities. The primary aim is to reach common goal
and operate without any manager. This can possible through self-managed team or group
because it always influence to share lot of responsibility & leadership.
Virtual Team - This kind of team has made up of efficient people who can do work any
location or place. In M&S, employees are used the modern technology and establish a
collaboration to achieve desirable goals. Virtual team of M&S will handle any kind of complex
tasks in proper manner. That’s why, it plays an important role to create or develop a strong
cultural perspective within enterprise.
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P4. Concepts and philosophies of organizational behaviour within organizational context and
given business situation
Organizational behaviour is the term which is defines the study of both group performance and
individual behaviour which are undertaken within the organization. Marks and Spencer focuses
on how the organization behaves and what is the basis through which the work and the processes
within the organization are taking place. Organizational behaviour of Marks and Spencer helps in
identifying what are the individuals or employees and the groups which are being concerned for
the scale of progressive turns and effective work culture and processes to be followed effectively
and efficiently (KUMAR, 2019). The main aim of the organization is that it takes concern of
how the tasks and the activities are worked upon and what is the scale of the performance of the
employees so that they are able to contribute effectively and in significant manner. In this
manner, the main aim of the organizational behaviour is taken into consideration and this helps
in knowing the best of what the organization achieves.
Organizational behaviour initiates the processes of organization which are undertaken at
Marks and Spencer and this helps in knowing what is the scale through which the organization
measures its success along with its growth and development. There are various activities and
tasks which are undertaken at the organization and this helps in knowing that how effectively
and efficiently the employees of the organization are working together as a team and what are
they contributing towards the organization to reach and fulfil the goals and objectives which are
being set (Esoimeme, 2020). The external and internal business environment are concerned with
the business of Marks and Spencer and this helps the organization in making and framing the
scale through which all the aspects of knowing what is to be done are on the stage of stepping
towards progression and this initiates the very own nature and organizational behaviour to how
the functions of the organization are being responded at large scale. This also helps in knowing
the activities and the tasks which are being undertaken at large scale within the organization by
keeping in concern the major changes which are to be taken place if any. Organizational
performance of Marks and Spencer is evaluated in which the performance of employees is
evaluated which helps in knowing the strengths and weaknesses of the employees (Taylor,
2019). The organizational behaviour can also be measure and analyzed by the external
opportunities which can be identified by Marks and Spencer and that will help in knowing how
effectively and efficiently the organization can frame its work through which all the aspects are
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taken into consideration of being in the sequence of how the work and the processes within and
outside the organization are undertaken.
The main thing which is being observed is that the aspect through which there has been
change in the higher management in which the new CEO has promised to review the culture,
performance management system and structure has helped in making the frame through which
all the possible work is being taken and in this manner the organizational behaviour is taken into
consideration (Rana and et.al., 2020). The organizational behaviour through which all the
possible aspects of the organization are taking place and in this manner the main aim of the
organization is lost due to which all the possible aspects and processes of Marks and Spencer is
known to have what the organization is taking through which the growth and the development of
the organization is known to have the best of procedures worked upon effectively.
Thus, the main thing which is been observed is the changes in the higher management
will help Marks and Spencer in knowing what are the sources through which all the aspects are
taken into consideration and the culture, structure and the performance management systems
help in knowing the various functions of Marks and Spencer and this helped in knowing what
can be the various measures through which the scale and the measure of growth and
development is known at its best (Bernon, 2018). The new ways and the changes which take
place are varied through the processes which are in consideration of how the processes and
procedures take place effectively and efficiently. Also, along with this, the employees and the
individuals productivity and performance is also analyzed on large scale which helps in knowing
the various measures of what are the conditions and the changes which are taken through which
all the points are known to be providing the scale and motivation to employees in an effective
and efficient manner for progress of company.
CONCLUSION
Thus, it is concluded from the above report that Marks and Spencer culture, politics and
power influence the team behaviour, individual and their performance. Along with this, process
theories of motivation and motivational techniques enabled effective achievement of goals for
the organization. Effective team and ineffective team were explained in detail with all the
essential information provided on the scale of knowing all the ways they both differ. Various
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concepts and philosophies of organizational behaviour within the business situation and the
organizational context. The organizational behaviour method and the performance of employees
within the organization was also evaluated and this created more of the value through which all
the aspects are taken into consideration and this was also made clear that the performance and
productivity of the employees was analyzed and evaluated at large scale along with functioning
and performance of what is done effectively and in an efficient manner.
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REFERENCES
Books and journals
Buchanan, D.A. and et.al., 2019. Organizational behaviour. Pearson UK.
Mowla, M.M. and et.al., 2019. Towards Achieving the Success in Communication Campaign: A
Study on Marks and Spencer.
Swigart, K.L. and et.al., 2020. Working while liberal/conservative: A review of political
ideology in organizations. Journal of Management.46(6).pp.1063-1091.
Ang, P.H., 2018. Communicating with power in a volatile, uncertain, complex, and ambiguous
world.
Sahito, Z. and Vaisanen, P., 2017. The Diagonal Model of Job Satisfaction and Motivation:
Extracted from the Logical Comparison of Content and Process Theories. International
Journal of Higher Education, 6(3), pp.209-230.
Fatehi, K. and Derakhshan, F., 2020 Appendix B: Major Motivation Theories. International
Business Management, p.422.
Black, S., Gardner, D.G. and Steers, R., 2019. Process Theories of Motivation. Organizational
Behavior.
KUMAR, M.Y.A., 2019. MANAGEMENT & ORGANIZATIONAL BEHAVIOUR.
Esoimeme, E.E., 2020. Using the risk-based approach to curb modern slavery in the supply
chain: The Anglo American and Marks and Spencer example. Journal of Financial
Crime.
Taylor, A., 2019. An exploratory study of the relationship between job insecurity and employee
engagement focusing on temporary employees in the retailing industry in the United
Kingdom| Case study: Marks and Spencer Group plc.
Rana, A. and et.al., 2020. Crisis or opportunity: Marks and Spencer’s tryst with Indian retail. The
CASE Journal.
Bernon, M., 2018. Sustainable supply chains: Marks & Spencer’s Plan A. The Business &
Management Collection.
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