Organisational Behaviour: Marks & Spencer

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
P1 Organisation’s culture, politics and power influence individual and team behaviour and
performance............................................................................................................................2
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance...................................................................6
TASK 2............................................................................................................................................6
P2. Content and process theories of motivation and motivational techniques enable effective
achievement of goals in an organisational context.................................................................6
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models..............................10
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations.............11
TASK 3..........................................................................................................................................11
P3 Explain what makes an effective team as opposed to an ineffective team.....................11
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation............................................................................................................14
TASK 4..........................................................................................................................................14
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context..................................................................................................................................14
M4 Explore and evaluate how concepts and philosophies of OB inform and influence
behaviour in both a positive and negative way....................................................................16
D2 Critically analyse and evaluate the relevance of team development theories in context of
organisational behaviour concepts and philosophies that influence behaviour in the work
place......................................................................................................................................16
CONCLUSION..............................................................................................................................16
REFERENCES .............................................................................................................................17
1

INTRODUCTION
Organisational Behaviour is basically a study of human behaviour within organisational
setting. It is subset of management which is essentially concerned with understanding and
predicating individual behaviour. Furthermore, it a study of business related activities which aids
to effectively investigate the overall impact of organisational structure on business performance.
(Balmer and Burghausen, 2015). This report is based on Marks & Spencer which is a large
British multinational retailer. The company's headquarters is in Westminster, London.
Respective organisation is specialised in selling high quality of clothing, home based and food
products. The outcome of this report will cover several aspects relating to organisation
behaviour. Firstly, analysis will be conducted in order to effectively determine organisational
culture as well as policies which influences the overall team behaviour and performance.
Furthermore, content and process theories of motivation will be evaluated in order to effective
achieve attain goals of respective organisation. Considerations with regard to several concepts of
philosophies with regard to organisational behaviour would be done.
TASK 1
P1 Organisation’s culture, politics and power influence individual and team behaviour and
performance.
Culture of organisation
Organisational Culture basically tends to highlight values as well as behaviours which
significantly contributes to the social as well as psychological environment of a business.
Furthermore, organisational culture enormously influences the procedure in which people
interact and aims at achieving business related aspects. Primarily organisational culture defines
jointly shared description of a company (Bester, Stander and Van, 2015). Organisational culture
also highlights norms, visions, belief, languages and several other similar aspects. However, in
order to effectively identify impact of organisational culture on team performance Handy's model
is analysed in detail:
Handy's Model of Organisational Culture: This model critically aims to four different
types of culture based on the aspects of power, role, task and person. Details of this are
discussed:
2

 Power Culture: Under power culture organisation the overall power to perform major
business related decisions is essentially based on few individual. There are few rules and
regulations which are included under this form of organisational culture. Herein
employees are judged on their achievement level (Burrell and Morgan, 2017). They are
only two or three authorized persons who enjoy the privilege of decision-making. They
are most important for an organisation because they are primarily responsible of
delegating responsibilities. Under power culture employee do not have liberty to express
their views regarding business related issues. Whereas, through adoption of this method
within Marks & Spencer consistency can be witnessed and accomplishment desired
business objective can be in effective manner. However, adoption of this culture will
essentially aid at improving team's behaviour and performance because workers
effectively know to whom they are accountable.
 Role Culture: This is a kind of organisational culture where in a worker is delegated
authority on the basis of educational qualification and specialization. Employee are given
authority to significantly decide what they can do. Every individual within organisation is
accountable to perform task according to their interest. M&S can adopt this culture in
order to take expertise services from their employees in effective manner. Adoption of
this culture within an organisation tends to positively impact team's behaviour and
performance because delegation of authority is done on keeping in mind the interests of
workers.
 Task Culture: Under task culture, an organisation essentially forms a team in order to
deal with a particular problem in effective manner. Under such cases individual with
common interest and specialization are grouped together so that business objectives are
significantly achieved. Under such culture every individual have to equally contribute
(Cherry, 2017). M&S can make use of this culture wherein they need to solve a particular
type of problem. Overall team's behaviour and performance under this culture is also
positively impacted because grouping of people is done in order to accomplish a
particular objective with full efficiency.
 Person Culture: Person culture aids to states that an individual is more concerned about
themselves rather than focusing of goals and objectives of organisation. Problem of
productivity within an organisation is witnessed due to adoption of person culture.
3

Adoption of this culture usually negatively hampers overall team's behaviour and
performance because employees focuses on accomplishing personal goals.
Moreover, with regard to Marks & Spencer respective organisation inherits role culture in
order to effectively carry out business activities with full efficiency. This theory positively
impacts the overall team's behaviour and performance because herein delegation of authority to
employees is done according to knowledge and skills which is inherit by an individual.
Organisational Politics
Workplace Politics refers to a process and the behaviour which significantly involves
level of human interaction highlighting power and authority. However, organisational politics
primarily are informal and unofficial in nature which aims at increasing power of an organisation
so that targeted business objective can be achieved. However, such activities negatively impact
the working environment at Marks & Spencer to a great extent. Therefore, proper evaluation
shall be adopted by respective firm so as to in order to significantly deal with the trouble. Some
of the common factors which are influenced by organisational politics are mentioned below:
 Enhances Staff Stress: Level of stress within staff is increased due to organisational
politics due to which overall business performance is negatively impacted. However,
politics tends to create a negative working environment which weakens overall growth of
an organisation.
 Hampers Productivity: Productivity of employees is highly impacted due to
organisational politics. This is critically because of negative working environment.
Workers within Marks & Spence are not able to effectively focus on allocated work due
to which distracted situation and unnecessary disputes are witnessed within respective
organisation.
However, there are several other organisational politics due to which overall business
performance of Marks & Spencer is hampered. Potential of team members to work is decreased
to a great extent. This is essentially because of negative working environment. Furthermore,
implementation of several strategies is must in order to effectively outcome this situation.
Organisational Power
Organisational Power is the ability to effectively impacts other individuals. It is basically
the capability that affects behaviour of subordinate with regard to power of resources. Further, it
includes exchange of resources which critically occurs between agent and a target. Herein agent
4

is the person who makes use of power and target is actually the recipient on whom power is
implemented (Chumg and et.al., 2016). Moreover, organisational power highly influences the
behaviour as well as overall performance of employees within an organisation. With regard to
Marks & Spencer, there are various organisational power which the respective organisation has
adopted in order to accomplish their desired business objective effectively. Here, French and
Raven's Power model is adopted in order to identify different types of power. Some of them are
mentioned below in detail:
 Expert Power: It is a kind of power which is significantly based on knowledge and in-
depth information. Leaders under this form of power are intelligent and trustworthy in
nature which helps an organisation to accomplish desired business objective. Due to this
ability power of reward is combined in right manner (Coccia, 2015). Therefore, with
regard to M&S expert power will help in getting expertise services. However, adoption of
this will significantly help in enhancing team's behaviour and performance because
herein leaders tends to provide expertise services.
 Legitimate Power: Legitimate Power essentially aid to provide feelings regarding
obligation in order to effectively deal with business related problems. Punishing as well
as rewarding individuals at workforce is a type of legitimate power. However, this power
critically aids to influence team's performance and behaviour because employee’s overall
performance is analysed and rewards as well as punishment is given accordingly. With
regard to Marks & Spencer organisation shall make use of this power so that proper
management with respective organisation shall be witnessed.
 Coercive Power: This power is essentially focuses on the idea of coercion. Herein an
individual is forced to perform a particular activity against their will. The prime objective
of this power is based on compliance (Connolly and et.al., 2017). This power critically
identify what can happen when compliance is witnessed. Several types of problems are
identified through this power and this negatively hampers team's behaviour and
performance. This power can be utilized by Marks & Spencer in order threatening its
employees with regard to pay cutting, job security and several other similar aspects.
 Reward Power: It is a kind of power which critically highlights the efficiency of an
individual to assign matters they do not want to perform. Reward Power of based on the
idea that an individual is more likely to perform allocated task when they are getting
5

something in return of it. Such power essentially helps in motivating a team's behaviour
and performance to a great extent. In order to effectively motivate the employees at
Marks & Spencer the company shall effectively make use of reward power.
 Referent Power: Referent Power is significantly states on the aspect of ability to
administer a sense of individual approval (DeGouveia and Kimble, 2016). Herein the
leader of an organisation is observed as a role model who is primarily responsible of
managing business related activities. Consistency within an organisation is witnessed and
overall employee's performance is enhanced. This power shall be utilized by Marks &
Spender in order to effectively manager work effectively.
However, with reference Marks & Spencer, the respective organisation makes use of Expert
Power in order to carry out business related activities with full efficiency and overall team's
performance as well as behaviour is positively enhanced through this power.
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.
In order to effectively carry out business related activities to full potential the culture
inherit by Marks & Spencer is role culture within which employees are delegated authority on
the basis of educational qualification and specialization. Adoption of this culture helps in
enhancing overall productively of employees whereas decision making under this process is
quite slow in nature which negatively hampers overall team performance. However, organisation
politics with regard to M&S negatively hampers the business operations because overall
potential of team members to work is affected. Whereas with regard to organisational power
M&S usually make use of Expert Power, which is significantly based on knowledge and in-depth
information. This positively impacts the overall business environment and performance of
individuals and teams as it allows the power in hands of individual who has relevant knowledge.
TASK 2
P2. Content and process theories of motivation and motivational techniques enable effective
achievement of goals in an organisational context
Motivation at workforce is critically very necessary in order to regularly encourage
employees to work with their full potential. It is defined as the willingness to exert high levels of
efforts so the business tends to accomplish business objective in appropriate manner. Motivated
6

employee eventually helps in improving organisation's productivity as well as competitive
business advantage is gained. However, there are various motivation theories which a firm
organisation adopts so as to enhance the overall productivity of workers and keep them
motivated (Elsmore, 2017). However, with regard to Marks & Spencer there are several
strategies which the respective organisation adopts in order to effectively motivate workforce so
that they tend to work with their full efficiency. Such activities essentially help in enhancing
business worth. Therefore, manager of M&S can implement process as well content theory in
order to enhance productivity of employees. Process as well as Content theory of motivation are
mentioned below from which organisational goals are be achieved.
Content Theories: Content theory is a traditional theory of motivation. The prime
objective of this theory is to critically identify the exact requirement through which consistency
can be witnessed. Content theory of motivation may include Maslow's Hierarchy of needs,
Mcleeland' theory of needs, Herzberg's theory needs and Alderefer's ERG theory. However, with
respect to Marks & Spencer, the company has adopted Maslow's theory of motivation in order to
enhance overall productivity of employees:
Maslow's Need Hierarchy Theory: This is termed as one of the safest and well-known
motivation theory. It is a pyramid shape theory which tends to describe several needs relating
motivation. Following are aspects which are essentially included under this theory of motivation:
 Physiological Needs: These factors primarily highlight the basic of human beings through
which they are survive. These basic needs primarily include air, food and water.
Physiological needs are dominant of all needs (Hall and et.al., 2016). However, it this the
responsibility of Marks & Spencer to effectively ensure that the employees are able to
attain these basic needs. Fair remuneration to employees is provided in order to
encourage them.
 Safety and Security: After fulfilment of physiological needs willingness of new needs
appear. Safety needs essentially includes factors through which an individual's rights are
protected effectively. Major factors included under this are personal security, health and
safety, financial security and several similar factors are considered. M&S effectively
fulfil safety and security of its employees so that they perform allocated task
appropriately. Such activities highly help in motivating employees of respective
organisation to great extent.
7

 Social needs: After performing a particular task with full efficiency an organisation needs
to appreciate its employees so that they need to carry out task with such fluency in future
course of time. After fulfilment of physiological and safety needs prominence of social
need arises. Therefore, several strategies are adopted by M&S in order to provide
employees with healthy and positive working environment.
 Esteem: This is considered as one of the most important factor due to which an individual
aim to perform with full efforts. However, the management of Marks & Spencer
implements several strategies through optimistic working environment can be witnessed.
Such activities critically help in enhancing overall performance of employees and
business objectives by respective organisation can be achieved effectively.
 Self-Actualisation: Self-Actualisation critically aids to describe individual's desire to
grow and develop (James, 2017). This is considered as the final step of hierarchy model.
Needs essentially follows a definite sequence of domination. With regard to Marks &
Spencer, the respective organisation critically provides several training and development
activities through which potential of employee to work shall be enhanced.
Therefore, several strategies are adopted by Marks & Spencer in order to critically carry out
business related activities of respective organisation with full potential. Moreover, through
adoption of motivational theory overall business performance as well as productivity tends to
show a positive shift.
8

Process Theories: Process theory of motivation critically tends to address issues relating
how a process works and sustains. This theory significantly helps in depicting the exact manner
in which motivation within an organisation occurs (Katou, 2015). However, there are several
types of process theory through motivation within an organisation takes places. Process theory
includes Adman's equity theory, goal setting theory, vroom's valence theory and many more.
However, Marks & Spencer have adopted Vroom's expectancy theory in order accomplish
desired business objective.
Vroom's Expectancy Theory: Vroom's Expectancy theory states that individuals usually
select their behaviour based on the outcome of what they expect. This theory is essentially
dependent on the aspect of personality, behaviour as well as skills of staff within a company. The
three major aspects of this theory are mentioned below:
 Expectancy: The expectancy that an individual has with respect to job critically relates
to the exact of how much their efforts result in achieving desired performance goals
9
Illustration 1: Maslow's Hierarchy Theory
Source: The New Hierarchy of Needs, 2018

(Kitchin, 2017). However, will setting goals management shall believe that working hard
will effectively help in reaching the goals successfully. Direct correlation between
efforts as well as success shall be witnessed. Therefore, with reference to Marks &
Spencer company shall critically implement proper strategies through which goals can be
achieved.
 Instrumentality: The actual rewards provided to the employees must be based on the
aspect they will be given the kind of performance which they perform within an
organisation. With regard to Marks & Spencer, the company shall aid to provide rewards
according to the kind of they performance. Regular reward shall be given to employees
so that they feel motivated and tend to work effectively.
 Valence: Motivation is essentially an important factor which highly helps in influencing
the workers of an organisation so that they tend to work with their full potential (Laforet,
2016). However, it the responsibility of management team to ensure that rewards given
to individual are valuable in nature. This will future help in keeping the employees
motivated for a longer period of time span.
However, it is very essential to bring out all these three variables together so that high level
of motivation within an organisation is effectively seen. Marks & Spencer shall critically
implement proper strategies so that employees shall be rewarded for meeting the organisational
goals in effective manner. Motivation is a very powerful think within an organisation which
assist in increasing the overall performance of employee.
M2 Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models.
As per the view point of Bester, Stander and Van, 2015, Motivation theories critically aid
to influence the behaviour as these theories essentially help an organisation to motivate its
potential employees so that they work with their full potential and accomplish targets. Further
implementation of several motivational strategies adopted organisation extensively help in
enhancing overall business performance. Motivation theories furthermore effectively helps in
fulfilling desire of company's prospective employees so that they serve to accomplish goals.
10

D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations.
As per the view point of Balmer and Burghausen, 2015, Culture, politics as well power
inherit by an organisation critically aids to motivate the overall performance of team members
and also these elements are closely interrelated which enable an organisation to achieve desired
business objective effectively. Organisational culture helps to increase power, and power is the
way which influences culture. However, adoption of proper culture, politics as well as power is
essentially necessary in order to reach desired business objective. Primarily respective
organisation shall conduct a proper analysis in order to identify the major areas where business
shall implement further strategies. It is recommended to use motivation theories to build culture
of the organisation.
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team
There are variety of factors which effectively helps in making a team effective in nature
so that established business objective can be achieved and productivity shall be witnessed.
However, in order to do this appropriately, there are various strategies which need to be adopted.
Within a business organisation teaBalmerandBurghausen2015m plays a significant role through
which desired business objective can be achieved (Lowry and et.al., 2015). A team is critically
effective when all the members are able to carry out business related activities with full
efficiency in order attain consistency and sustainability. Whereas an ineffective team is wherein
individual within team members does work appropriately and they face several issues while
performing business related activities. With reference to Marks & Spencer, proper evaluation is
essential in order form the appropriate team so the accomplishment of business objectives is
done. Development of team is critically done on the basis of working performance. Comparison
between effective team and ineffective team is mentioned below:
Basis Effective Team Ineffective Team
Interdependence Interdependence within
effective team is positively
used due to which desired
business objectives are
Whereas interdependence is
not used constructively, and
problems are faced while
carrying business related
11

accomplished. activities.
Communication Process Two-Way communication is
followed within effective
team. Open as well as accurate
expression of both ideas and
feeling are emphasized
(Maitland, Hills and Rhind,
2015).
Ineffective team follows one-
way communication wherein
only ideas are expressed and
feeling are significantly
suppressed.
Influence and Power Ability as well as information
essentially helps in
determining influence and
power.
Whereas within ineffective
team position critically aids to
determine the level of
authority.
However, the respective organisation has significantly adopted Tuckman theory of team
and group development so that consistency as well as sustainability within business can be
effectively witnessed.
Tuckman theory
Tuckman theory is developed to provide a framework which includes stages of group or
team development. This theory was given by Bruce Tuckman in 1965 and motive of introducing
this theory provide a proper insight in order to develop a proper as well as effective team (Mesu,
Sanders and Riemsdijk, 2015). Tuckman theory includes five stages such as forming, storming,
norming, performing and adjourning. All these stages are mention below which will help in
developing effective and efficient team in M&S company. Employees of M&S provides their
contribution effectively for organisational objectives but in order to attaining a specific task,
management of firm requires to create a team. The goal of the firm can be implementation of
new technology in each department of firm through which consistency as well as profitability of
firm can be enhanced.
12

 Forming: This is a first phase of team development and in this stage team member
usually have positive and polite attitude towards each other. Forming stage includes
assembling of team members as well as allocation of task. In this most of the time spent
is in planning about task, collecting information about each other and creating bonding. Storming: At storming stage team member try to develop relationship with other team as
well as leaders. The team start gaining trust from each other and they also voice their
opinions. Effective communication skills are essential at this stage as through this,
employees can communicate easily with their subordinates in order to work effectively in
a team. Norming: After storming phase, team starts performing in fulfilling manner. Team
members are more open towards their idea and giving their best to achieving team goals.
In this stronger commitments are made by team members to accomplish goals. However,
individual at this stage must inherit effective listening skills.
13
Illustration 2: Tuckman Theory
Source: Developing High Performing Teams Follows a Set Path, 2019

 Performing: Under this phase all team members are aware about of their job role and
task as well as knows what is expected from them. Performing stage has positive
environment and team members are capable for taking decisions. Active participation as
well as coordination skills are essentially required at this stage.
 Adjourning: In this stage team start dissolving as task and its objective has been
achieved. Team member start making distance from each other and many of them may
experience anxiety. Appreciation skills are critically required in order to motivate
employees.
Moreover, from the above analysis it can be determined that Marks & Spencer have to
adopt a particular theory through which consistency with respective organisation can be
witnessed. However, adoption of Tuckman theory will essentially help Marks and Spencer to
deal with business related activities with full efficiency.
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation.
In order to attain the desired business objective, the respective organisation shall adopt
Tuckman Theory through which team can work with full potential and primarily focuses on the
method which a team follows in order to handle task effectively from initial formation. This
theory enormously directs team development through which consistency within business
organisation can be witnessed essentially. Tuckman theory is a five stage method wherein each
phase aid to develop the team members in such a way that desired business objective are
accomplished effectively.
TASK 4
P4 Apply concepts and philosophies of organisational behaviour within an organisational context
Situation: Marks & Spencer is a multinational retail organisation. The respective
company is specialised in providing high quality of clothing, home based and food products in
order to achieved desired business objective. Currently the business operation of Marks &
Spencer is facing issue with regard to employee management and conflicts situation at workplace
is essentially witnessed. In order to effectively deal with the respective problem path goal theory
is adopted by respective organisation.
14

Path Goal Theory: The Path Goal Theory essentially aims at highlighting the best leader
style which an organisation shall adopt in order to carry out business related activities accurately.
Prime objective of path role theory is to raise level employee's motivation, satisfaction as well as
empowerment, in order to make them productive individuals (Wynarczyk and et.al., 2016).
However, three major components are included under this theory which are discussed below:
Leadership Style: In order to effective solve business related issues following aspects
must be considered:
 Directive: Herein leaders significantly tend to provide guidelines to the subordinates so
as that they are able to perform task according to the requirement. Leader critically aids
to sets performance standards for its subordinate.
 Supportive: Within supportive leadership style friendly attitude of leader is essentially
witnessed. This is also known as people-oriented leadership style.
 Participative: Herein leaders within an organisation believes in group discussion and the
decision-making is essentially shared by subordinates. Through adoption of this
leadership approach business related issues are solved effectively.
 Achievement-Oriented: Under this leadership approach, leaders critically enhance
employee’s overall performance so that they seek to reach at peak and accomplishment of
business objective is done.
Contingencies: The theory essentially highlights that each of leadership style is effective
depending upon the situation which is faced within a firm. However, relationship of leadership
style its overall effectiveness is dependent on variables which are mentioned below:
 Employee Characteristics: This primarily focuses on aspects relating to worker's needs,
satisfaction level, set of control, temperament to leave a particular company and several
other factors are included.
 Characteristics of work environment: It primarily includes factors relating to team
dynamics, task structure, control of employees and many other aspects through which
overall business performance is negatively hampered.
However, the above theory will effectively help Marks & Spencer to solve the conflict
situation. The leader at Marks & Spencer shall adopt directive form of leadership through which
proper management can be done.
15

M4 Explore and evaluate how concepts and philosophies of OB inform and influence behaviour
in both a positive and negative way.
Concepts as well as philosophies of organisational behaviour have ability to influence
team members in positive as well as negative. However, the respective organisation has adopted
path goal theory in order to effectively deal with the business situation. Positive aspect of this
theory is that it is flexible in nature and ideas are usually understandable. Whereas the major
drawback of this theory is that it is undemocratic in nature.
D2 Critically analyse and evaluate the relevance of team development theories in context of
organisational behaviour concepts and philosophies that influence behaviour in the work
place.
As per the prospective of Cherry, 2017, the most relevant team development theory
which an organisation can inherit is Tuckman Theory wherein each and every stage focus the
enhancing the overall team performance so that desired business objective can be achieved.
Furthermore, through adoption of this theory overall workplace environment can be positively
impacted because the prime focus of this theory is on developing the overall performance of
team. Whereas path goal theory is also adopted by M&S that aids to positively impact team
development because this theory focuses on encouraging morale of employees and furthermore
this theory is very effective under emergencies.
CONCLUSION
From the mentioned report it can be significantly summarized that organisational
behaviour plays a very curial role in effectively managing business related activities in
appropriate manner. However, organisational culture, politics as well as power highly impacts
the overall performance of team to great extent. Therefore, proper evaluation shall be made so
that overall performance of team is not negatively hampered through organisational politics.
Several theories are adopted by respective organisation in order to carry business related
activities effectively.
16

REFERENCES
Books & Journals
Balmer, J. M. and Burghausen, M., 2015. Introducing organisational heritage: Linking corporate
heritage, organisational identity and organisational memory. Journal of Brand
Management. 22(5). pp.385-411.
Bester, J., Stander, M. W. and Van Zyl, L. E., 2015. Leadership empowering behaviour,
psychological empowerment, organisational citizenship behaviours and turnover
intention in a manufacturing division. SA Journal of Industrial Psychology.41(1). pp.1-
14.
Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis:
Elements of the sociology of corporate life. Routledge.
Cherry, S., 2017. Transforming behaviour: Pro-social modelling in practice. Willan.
Chumg, H. F. and et.al., 2016. Factors affecting employees' knowledge-sharing behaviour in the
virtual organisation from the perspectives of well-being and organisational
behaviour. Computers in Human Behavior. 64. pp.432-448.
Coccia, M., 2015. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. Coccia, M.(2014)‘Structure and organisational
behaviour of public research institutions under unstable growth of human resources’,
Int. J. Services Technology and Management. 20(4/5). p.6.
Connolly, L. Y. and et.al., 2017. Organisational culture, procedural countermeasures, and
employee security behaviour. Information & Computer Security.
De Vasconcelos, J. B., Gouveia, F. R. and Kimble, C., 2016, July. An organisational memory
information system using ontologies. In Atas da Conferência da Associação Portuguesa
de Sistemas de Informação (Vol. 3, No. 3).
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Hall, C. M. and et.al., 2016. Business and post-disaster management: Business, organisational
and consumer resilience and the Christchurch earthquakes. Routledge.
James, P. S., 2017. Organisational Behaviour, 1e. Pearson Education India.
Katou, A. A., 2015. Transformational leadership and organisational performance: Three serially
mediating mechanisms. Employee Relations. 37(3). pp.329-353.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Laforet, S., 2016. Effects of organisational culture on organisational innovation performance in
family firms. Journal of Small Business and Enterprise Development. 23(2). pp.379-
407.
Lowry, P. B. and et.al., 2015. Leveraging fairness and reactance theories to deter reactive
computer abuse following enhanced organisational information security policies: An
empirical study of the influence of counterfactual reasoning and organisational
trust. Information Systems Journal. 25(3). pp.193-273.
Maitland, A., Hills, L. A. and Rhind, D. J., 2015. Organisational culture in sport–A systematic
review. Sport Management Review. 18(4). pp.501-516.
Mesu, J., Sanders, K. and Riemsdijk, M. V., 2015. Transformational leadership and
organisational commitment in manufacturing and service small to medium-sized
17

enterprises: The moderating effects of directive and participative leadership. Personnel
Review. 44(6). pp.970-990.
Wynarczyk, P. and et.al., 2016. Managerial labour markets in small and medium-sized
enterprises. Routledge.
Online
Developing High Performing Teams Follows A Set Path... 2019. [Online]. Available through:
<https://actioncoach.co.uk/coaches/donnie-dhillon/news/2019/06/17/developing-high-
performing-teams-follows-a-set-path/>.
The New Hierarchy of Needs. 2018. [Online]. Available through:
<https://www.coachilla.co/blog/the-new-hierarchy-of-needs>.
18