Marks & Spencer Organizational Behaviour: Culture, Motivation & Teams

This report provides an analysis of organizational behaviour, focusing on the impact of work culture, politics, power distribution, and motivation on employee performance and organizational goals, using Marks & Spencer (M&S) as a case study. It explores Handy's culture model, Raven's power model, and various motivation theories, including Maslow's hierarchy of needs and the equity theory, to assess their influence on M&S. The report also discusses the dynamics of effective and ineffective teams, their relation to organizational behaviour models, and concludes with recommendations for enhancing employee performance through financial motivation and a positive work environment. Desklib provides a platform for students to access similar solved assignments and study resources.

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
PART-1............................................................................................................................................3
Work culture, politics and power distribution in an organization...............................................3
Content and process theory of Motivation...................................................................................5
CONCLUSION................................................................................................................................8
Recommendation:........................................................................................................................8
PART-2............................................................................................................................................8
Effective vs ineffective team.......................................................................................................8
Relation of team with the models of OB...................................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES................................................................................................................................1

INTRODUCTION
The organization culture, politics as well as the distribution of power plays an important role
in respect to an organization and its success. Since the organizational culture, presence of politics
plays an important role in respect to employee’s behaviour and their working moves which will
further assist in the organizational goal. In the same way with respect to motivation the
employees will be assisted to take more effective moves that will lead to the goal
accomplishment. With respect teamwork and group efforts the organizational will be assisted in
the direction of attainment of its goal. Marks and Spencer’s is one of the major British
multinational retailer with a headquarter in London. The company aims with enabling of quality,
value, innovation, service and trust with respect to its customers. This report will discuss about
the concept of culture, politics, teamwork, power in respect to M&S. Likewise, another part of
the report states towards the concept of teamwork and the organizational behaviour in respect to
employee’s performance of M&S.
PART-1
Work culture, politics and power distribution in an organization
Culture is a mixed concept that continuously evolves in the workplace based on many
components. A culture of an organizations directly effects on the efficiency of work on an
employee. According to Handy culture model, there are four types of culture in an organization,
they are as follows:
Power –
In some organizations the power are in the hand of only few people to take decisions of
the organizations (Chan, 2022). In a firm like M&S the power of making big decisions is the
only right of top level managers .The other employees of M&S do not have the liberty to express
their views and sharing opinions on an open forum and have to follow what their superior says.
Person culture-
Under this culture the employees work for them only, they only think about their growth
and development. In the organization the employees of M&S have to come up with a general
interest of achieving the objective of organization. They have to form a team to accomplish their
given task and to achieve the target.
Task culture-

This refers to the importance of an individual in organization rather than the importance
of organization, here the staff is concerned with only money (Zhao, and et. al 2022). This culture
in M&S creates a negative impact, because as the organization takes back seat and eventually
they have to suffer.
Role culture:
This culture is results in healthy and positive culture for M&S, because under this the
every employee is delegated roles and responsibilities according to their skills, education and
specialization. This method will help in motivating and achieving the objectives effectively to
the employees of M&S.
Organizational politics:
This is an informal practice in an organization. Organizational politics are unofficial,
these may lead to impact negative on the environment of business. Practices of organization
inequality like favorism in M&S can effect on the ethics of the business. The organization have
to face its consequences also. For example: low job satisfaction, high tension, conflicts among
the employees and goal displacement (Sa’adah, and Rijanti, 2022).It is the responsibility of M&S
to avoid such practices in organization like favourism, inequality and partiality. This results in
building trust of employees on the top level management of the organization. There are some
factors that affects the organizational politics, are as follows:
Competition of power- employees wants to gain to power because it is satisfactory to them. This
may leads to results in conflicts among the employees of M&S.
Joint decision making- conflicts and politics arise from joint decision making. To make favorable
decisions , M&S should involve people in politics by forming associations and alliances , which
they will be able to achieve their objectives.
M&S can mange the organizational politics by, taking the direct action to curb political behavior.
This first signal becomes clear, it can stop the offensive strategies taking place in M&S.
Impacts of Power on organizations performance:
According to Raven power model, there are five types of power model which help in
deciding when the suitable power is used in important situation. The types of power are:
Legitimate power-
This power belongs to the leader if the organization’s accepted. It belongs to the rules and
regulations of the organization. They are powered by their given position in the organization.

The employees of M&S such as managers, HR and team leaders have some allotted power by the
organization (power, and Small, 2022).
Expert power:
Under this the power is stem in form of one’s expertise, skill and knowledge. This is the
power of knowledge and skill of special kinds that is suitable in seeking the job done. It will help
in development of M&S as they have selected powerful employees for attaining their
organizational objectives.
Charismatic power-
This power helps in influencing the other, by its attraction or devotion to admire the
other. This would create a positive atmosphere between the employees of M&S , as they are
influenced by their leader or by any of the other staff in the organization. And motivate them to
achieving organizational goals.
Reward power-
This is the reward or present for potential ability for worthy behavior. This is based on
the superiors ability to provide reward. It is a power boosting motivation for the employees of
M&S as they are highly motivated and attain more profits for the business.
Punishment power-
This power is based on the fear of the leader. The leader has the authority to punish and
control its subordinates. In M&S this power may work as a rigid aspect in the organization.
Because threat factor can create negative image of the leader, and in results the communication
between the leader and its subordinates may effect adversely.
Content and process theory of Motivation
Motivation can be defined as an inner desire that initiates actions or guide an individual
to take action. With the aspect of enabling motivation, the organization can guide the employees
to take most suitable and effective action which will lead to the attainment of the goal of the
organization
Content theory of Motivation:
The theories fall under this section mainly focuses on the importance of human needs. A
common man has varieties of needs. According to Maslow ‘s hierarchy theory of needs, there are
five stages of fulfilling a person’s needs, they are as follows:

Physiological and survival needs-
These are the most basic needs of a human being which includes- food, education, sleep
and oxygen. A person must be addressed with these needs before moving on something next.
This means initially the M&S need to focus towards meeting up of this needs.
Safety and security needs-
These needs include the safety of an individual, as in job satisfaction, own house and
stability in life. In this stage the employee motivate themselves to achieve more as it now feels
safe and secured (Moh, and Sperandio, 2022). M&S should give their employees the surety of
job security, and satisfaction of a stable life. This will impact positively towards the development
of the organization. Once the employee feels secured about their job, they will work more
effectively for the organization. And help M&S to earn big profits.
Social needs-
After getting the job security and life stability, an individual will move towards his self-
belongings. This reflects an individual’s desires to target its affection and love from others. The
presence of their parents, love, friends and relatives to whom they feel close, will give them
satisfaction (Aven, 2022). If the employees of M&S are reached at this stage, it is the
responsibility of the organization to support them. This will build a positive image of the
organization. And employees feel motivated, and attain their objectives effectively and
efficiently.
Self-esteem-
Under this the individuals go beyond the social needs. This need is related with the self-
respect. They have reached to their ego of being valued. Under this the employees of M&S may
feel over confident and over motivated, which may result in negative for the organization.
Because the employees now not feel the need of others contribution in making the decisions for
the organization. As a result, they may take any wrong decision and consequences is to be faced
by whole organization.
Self-actualization-
This need is difficult to be explained, because the individual itself won’t feel self-
satisfied even after achieving everything he needed. Their satisfaction is shifted now, they no
longer need much respect, love and being valued by others. They want to follow their passion or
something else. An individual want to follow his incomplete dream or something which it cannot

do during his job life. This is known as the self-actualization. Meeting up of this need in the
context of M&S is not possible because as per the meeting of individual need its eagerness to
new needs would always raise.
Through this motivation of theory Maslow’s, M&S can motivate its employees to achieve
its organizational goal. As this theory gets complex after reaching some stage, but can also be
helpful in motivating the employees of the firm.
Process theory of motivation:
This is a behavioral process that motivate an individual to react in particular way are
known as Process theory of motivation. According to Equity theory, employees are always
motivated through fair treatment in the organization (Li, and et. al 2022). Employees expect to
treat as same as they value the firm. Under this theory, employee’s motivation depends on the
perception of how fair the compensation and treatment of their work. This theory states that the
employees should get what they get from a job outcome. They want a balance between the
efforts they are delivering to the organization, they should also get the same in return. This
describes the relationship between the employee and organization (Nisbett, and et.al, 2022).
M&S should treat fair to their employees because as the employees are devoted to the
organization, it is their responsibility to make a balance effort for them. M&S must provide
suitable rewards, appreciation in terms of praising to their employees.
Opting this theory of motivation create a positive impact on the organization, because it
will help in building respect for each other in the organization. Giving employees same treatment
can also increase the brand image of the M&S, because employees are the mouth marketing of
the organization. Positive mouth marketing can grow and expand the business of M&S. In case if
the M&S will not treat its employees equally the employees may create negative image of
organization in the market. This can effect adverse to M&S and effects the sales of the firm.
In case of M&S the above mentioned both the theory of motivation prevail and practice.
This will lead to have a direct impact towards the organization working and performance. In the
same way with the prevalence of the concerned motivation theory the employees in M&S remain
motivated which directly impact the organization performance and thus assist in goal
accomplishment.

CONCLUSION
From the above part of the report it is concluded that the organizational culture, prevailing
politics, power as well as the concept of motivation plays an important role in the attainment of
the goal of the organization. This means in order to accomplish the organizational goal as well as
for the improvement of the employee’s performance it is highly important that the organization
must provide positive work culture as make an effective distribution of power. Likewise,
appropriate motivation need to be provided to the employees for better and improved
performance.
Recommendation:
 For enhancing the performance of employees, it is highly recommended that along with
non-financial, the financial motivation need to be provided by M&S to its employees.
This will assist them in taking effective moves.
 In the same way it is also recommended that adequate work culture in terms of positive
environment need to be provided for raising the performance of the employees.
 Prevalence of no work politics is also highly recommended so that the employees
contribute to maximum.
PART-2
Effective vs ineffective team
Team building:
This is an important aspect with respect to an organization. With the aspect of team work
the complex task can also be able to get perform with the easy mode. with the aspect of
teamwork, the sharing of ideas as well as responsibilities take place which would assist the
organization like the M&S to accomplish its goal. With the aspect of teamwork, the stress among
the employees will be reduced that will further enhance the performance of the employees as
well as the organization (Venkatesan, 2021). With respect to teamwork the knowledge as well as
skill of every employee will be integrate that will boost the level of performance and thus assist
the M&S to accomplish its goal. This will also lead to perform the function of M&S in an
effective manner because with the aspect of teamwork the individual efforts as well as skill will
be grouped together.
Benefits of working in a team as a leader:

As a leader there are various benefits which can be grabbed with regard to employing
teamwork in an organization. As with the aspect of teamwork the efforts of individual employees
is merged with the group efforts that will not only lead to the attainment of the goal of M&S but
the individual goal of employees will also be achieved. Likewise, the difficult or conflicting
situation in respect to working of the organization can also be meet with the aspect of teamwork
(Driskell, Salas and Driskell, 2018).
Benefits in the context of a member:
As a member, with the approach of team work, the intensity of work pressure and stress will
be reduced which will further add value and efficiency towards the work. likewise, with respect
to teamwork and involvement of different members of the team the complex and conflicting
situation can also be easily deal.
Tuckman team development theory:
This is one of the major theory of team development. As per this theory the development
of the team can be made with respect to the following 5 stages. These are as follows:
Forming:
This is the first stage under which the team member just meets with each other. Here
every member of the team behaves independently because under this stage the team is just
formed (Serenhov and Kaldera Hollu Pathiranage, 2021).
Storming:
Here the team start addressing the task with the suggestion of ideas. Here the relationship
made or broke. Here some team member will continue while some left.
Norming:
Here under this stage the things and the conflicts start settling down. Here harmonious
working practice starts with the agreeing of rules and values. Trust start building under this stage
(Peralta and et.al., 2018).
Performing:
Here the work start to be performing. Every member of the team knows the strength as
well as weakness of the team member. Here every member is confident and motivated. Here
work will be diverted towards the goal of the organization.
Adjourning:

This is the last stage under which the team adjourn and the goal is achieved. Here the
team break with a motive that they will meet in future for some other project (Black and et.al.,
2019).
Like all other organization the team building in M&S is also made performed with the
following of concerned stage of Tuckman group building wherein the project of M&S are made
performed in the form of team task. This way along with performing the team task the formation
of team, in the M&S are made. With the following of this theory in the M&S although conflicts
arise but with the effective leadership and management of the company the conflicts can be
resolved along with the accomplishment of the goal of the company.
Belbin team role theory:
As per this theory an efficient team must possess the following 9 roles. These are as follows:
Shaper:
As per this role an individual must challenge the team so that improvement will be made.
This will lead to building of efficient team.
Implementer:
This individual will put the idea into action (Lynch, Lynch and Clemens, 2018). This is
the main aspect because all the plan are put into action.
Completer finisher:
This person will always ensure that the work will be thoroughly completed and finished
on timely manner.
Coordinator:
It coordinates the other members and the entire work of the team. This will lead to
performance of work with mutual cooperation.
Team worker:
It always encourages cooperation among the members of the team (Paulamäki, 2018).
This will lead to better work performance and goal attainment of the organization.
Resource investigator:
This person make exploration of outside or external opportunities. This will lead to raise
the chances of success of the concerned organization.
Plant:

It makes presentation of new ideas as well as approaches of work performance. This will
lead to create efficiency in respect to work along with determination of the most suitable way.
Monitor evaluator:
It makes analysis of the available options (Bao, 2019). This will lead to the selection of
most suitable option and thus ensure success.
Specialist:
Providing of specialized skill by an individual. This is made present with respect to the
existence of required knowledge or the skills.
In order to have an effective team, the performance of concerned roles by the team member
would proves to be highly important with respect to the attainment of the goal of the M&S.
Along with the implication of the Belbin role the organization can accomplish its goal because
with such individual role of the team member, the organization can be assisted to move in the
desired direction and thus attain its goal. In the same way it is also to be noted that these are the
desired qualities or roles in regard to a team which would make it to be effective in respect to an
organization.
However, on the critical not it may lead to act as barrier in the goal attainment of the
company because of the involvement of different individual from different background and
experience. With this aspect it may lead to the creation of the conflicts among them and thus
negatively impact in the attainment of goal.
Relation of team with the models of OB
Collegial model:
This model is based on the concept of the team work. The overall environment of an
organization need to be aligned to this model under which every employee will make active
participation irrespective of its status and job title (Christiana, 2018). Here every employee
makes active participation in the attainment of organizational goal.
Implementation of this model of OB in the workplace of M&S will proves to be highly
effective if the aspect of teambuilding and team role will be merged. As according to this model
of OB the teamwork is mainly focussed which shows that there is direct relation between the
effective team and the execution of the collegial model of OB. The M&S for making an
execution of this model need to incorporate the teamwork in its workplace.

System model:
As per this model the effective team and OB is highly related with each other. This is
because under this model the overall structure of an organization and team environment is
focussed and it is considering that that every individual have differ talent, goal and skill (Urinov,
2020). With this system the balance between the organization as well as the individual goal is
maintained. Thus, in order to execute this model of OB in the workplace of M&S the team work
play an important role under which not only the goal of the company but the individual goal of
the team member will also be accomplished.
Thus, in order to execute the concerned model of OB the team work is highly important and
play an effective role.
Path goal theory:
As per this theory it can be evaluated that the behaviour of leader is contingent with
respect to the motivation, satisfaction as well as the performance of the employees. Under this
there are four path which a leader can take for the attainment of goal of the organization. These
are as follows:
Directive:
The implication of this path is made when the followers or employees are not sure about
their role and work i.e. there is a presence of uncertainty (Bans-Akutey, 2021). Thus, the leader
provides adequate direction to its followers regarding the work or the task.
Supportive:
As per this approach the leader behaves pleasant with the workers. Here the leader show
concern for the workers as well as act friendly and approachable. This path is taken when the
situation is physically or psychologically difficult.
Participative:
Here the participation of the followers is encouraged. This means the leader make
consultation with the followers before taking any decision. This is only possible when the
subordinates are highly trained.
Achievement:
As per this path the leader sets challenging goal for its followers and expect that the
followers will make accomplishment of the set goal. This will lead to provide encouragement to
the followers with regard to the attainment of goal.