Organisational Behaviour of M&S

ORGANISATIONAL BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Evaluate the effect of power, culture and politics on behaviour and performance of an
employee as a team or individual...........................................................................................1
TASK 2............................................................................................................................................4
P2 Analyse how different theories of motivation along with motivational techniques allow
effective achievement of targets.............................................................................................4
Herzberg's two factor theory...............................................................................................5
TASK 3............................................................................................................................................7
P3 Demonstrate the differences in an effective team in comparison with an ineffective team7
TASK 4............................................................................................................................................8
P4 Apply philosophies and concepts of organisational behaviour in relation with selected
organisation............................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organisation behaviour is defined as a part of management process that helps in identifying
and acknowledging the behaviour of employers and employees in a business firm. In general
terms, it is depicted as the attitude of a person or a team that works in a firm to perform business
operations and activities (Arvey and Wang, 2016). Appropriate behaviour at a workplace allows
the employees to work in a coordinated and motivated manner due to which attainment of
organisational goals became easy. This assignment is prepared for M&S which is a Britain based
manufacturer and retailer of clothing, food and Household commodities. Main office of this
company is presented in Westminster, London and they provide services to different nations in
global context. This report is going to mention about effect of culture, politics and power on
performance of a firm along with analysis of different process & content theories. Also,
differences in an effective and ineffective team will be discussed and at last various concepts and
philosophies of organisational behaviour will be discussed in context with the specific
organisation.
TASK 1
P1 Evaluate the effect of power, culture and politics on behaviour and performance of an
employee as a team or individual
Organisational culture
Organisational culture is referred as important understanding that employees in a
business firm shares so that work activities can be performed by firm in a systematic manner. In
order to analyse the organisational culture in M&S, Handy's cultural dimension is mentioned
below:
Handy's typology: This model is given by Charles handy and states that there are mainly four
kinds of culture which are prevailed in an organisation. These culture influences the working
applicabilities of employees in a considerable manner. Elements of organisational culture in
relation to handy's typology is stated below:
 Power culture: In some companies, power is concentrated in few hands due to which
only they are allowed to take decisions. In this culture, employees of a firm feel inferior
and their morale to do work also reduces as their opinions are not considered in a sincere
manner. This culture can impact individual and team behaviour & performance of
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employees in M&S in a negative manner as they will be bound to do work as per the
orders of their superiors (Bissell and Dolan, 2012).
 Role culture: In this kind of culture, employees are given roles and responsibilities as
per their expertise and educational qualification. Due to this, employees are able to
perform their work with greater efficiency. In respect to M&S, this culture will allow the
workers to choose challenging tasks as per their specialisation due to which high
outcomes can be gained. This culture will impact team performance and individual
performance of workers in positive manner.
 Person culture: In this culture, people of a company treats themselves as a separate
entity and they have no relation with organisational goals and targets. Their main aim is
to satisfy their personal desires. In this culture, business firms exist so that employees can
work at a single place (Burrell and Morgan, 2017). This culture is beneficial for
individual performance as each employee of M&S will work as per their desire. But for
team behaviour and performance, this culture is not suitable due to its isolated aspect.
 Task culture: In this culture, special teams are formed to perform special tasks. These
teams consists of different people which have expertise in varied fields. In respect with
M&S, if manager will adopt this culture than team behaviour and performance will
employee as entire team will work in a coordinated manner. For individual team and
performance, this culture is not suitable as it is not possible for a single person to perform
challenging work as single entity.
Organisational power
Power is defined as an ability of employers to impact the workforce so that organisational
goals and targets can be attained efficiently. There are different kind of power prevailed in a
company. In context with M&S, these powers are mentioned below:
 Reward power: This power is associated with offering best reward systems and
incentives to the employees so that they feel motivated and give their best efforts to
organisation. This power will enhances both individual and team performance in M&S.
 Legitimate power: In this power, only few people have authority to make modifications
and change in the organisational structure of company. This culture can create conflicts
and confusion in the minds of workers due to which their performance as an individual
and team will be reduced considerably (Dobrow, 2013).
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 Coercive power: Under this power, people are forced to do work even if they are not
willing to work. This kind of power is toxic in nature and reduces the working potential
of employees as a team and individual in a considerable manner.
 Expert power: In this organisational power, manager are treated as an expert in their
work and manage organisational work as per their wish. Due to their greater
understanding, employees idolise them and prefer to take their suggestion. In case of
M&S, this power will enhance the working potential of employees as a team and
individual as they will be guided by their manager in a proper manner (Effelsberg and
Solga, 2015).
Organisational politics
Political behaviour of a firm consists elements of equality, freedom, liberty etc. It include
different strategies that can impact the attitude and behaviour of staff of a firm in either positive
or negative manner. Political behaviour in a company can either be structural, personal and
decisional. Manager in M&S has the duty to maintain appropriate politics within firm otherwise
negative politics can results in conflicts and grievances among employees. This can reduce the
working potential of workers due to which attainment of organisational goals will be difficult
(Gabriel and et. al., 2015).
Critically show how politics, power and culture in organisation impacts the team and
individual behaviour
There exist different kind of power at workplace like coercive power, reward power,
legitimate power, expert and personal power. These power allows a workplace to work in a
systematic manner but these powers have some disadvantages. In case of Coercive and legitimate
power, these power are somewhat forcing and abusive in nature due to which it restricts the
employees to work in a satisfactory manner but these powers help in taking fast decisions. In
case of expert power and reward power, these powers are centred across workers and allow the
employees to work in hope of gaining high benefits. But these powers can make employees of
M&S lazy due to which organisational goals can suffer in a negative manner. If organisational
politics will be positive, then workforce will be capable to work in a comfortable manner and
their overall working productivity will enhance. If politics at an organisation will be negative
then issues like harassment, back bitching, jealousy will take place that can leads to issues
among employees. This can hinder them to work in a coordinated manner so that goals of M&S
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can be acquired. If culture of a company is proper, then employees and employers of company
are able to perform work in a desired manner. Power culture is autocratic in nature but it helps in
performing organisational work in a systematic and timely manner whereas role culture is best
suitable for M&S as it will allow the workers of M&S to work as per their capability but this
culture can leads to reduced working productivity as employees will not take challenging task to
make their work life simple (Graham, Ziegert and Capitano, 2015).
TASK 2
P2 Analyse how different theories of motivation along with motivational techniques allow
effective achievement of targets
Motivation is the energy that pushes an individual towards accomplishing their goals and
organisational goals. Motivation is the only force that leads to performance. In both the
organisation whether public or private, motivation plays a vital role in providing job satisfaction
to employees. There are many process and content theories which explains how workers are
motivated and provide suggestions for how to increase motivation in workplace (Ibrahim and
Aslinda, 2013). Major content theories are Maslow's needs hierarchy, Aldefer's ERG theory and
Herzberg's two factor theory whereas process theories are Adam equity and vroom expectancy.
These theories in context with M&S are mentioned below:
Content theories of motivation
Maslow's needs hierarchy theory
This theory generally talks about meeting the basic needs of employees. Which includes
Psychological needs, safety needs, social needs, self-esteem and self -actualization. In context of
M&S, if they satisfy each needs substantially the next needs become dominant.
 Psychological needs: Psychological needs are the basic needs of human for their
survival and maintenance of life. These includes food, shelter,clothes which are necessary
for there survival. In company like M&S if the person goes without food for a longer
duration of time his efficiency to work decreases and lowers the level of productivity.
M&S, should firstly consider the basic needs of their employees and should provide them
wages accordingly so that they can full fill there basics needs of foods, shelter etc.
 Safety needs: After satisfying the psychological needs, the next need felt are called
safety needs or security needs. In context of M&S, it should provides the security of
formal contract of employment as well as pension and sickness schemes and a option to
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join union to give a sense of belongingness. It ensure health and safety in the workplace
(Kazemipour and Mohd Amin, 2012).
 Social needs : Human being is a social animal. They always seek to be socially recognise
in the society or among their co- workers. M&S must promotes team and groups
working at different levels and ensure that it establishes a healthy relationship among the
employees. It organises activities for the employees to participate and whosoever does
well is rewarded due to which the employee feel motivated.
 Self-esteem needs : these needs refers to self esteem and self respect. Company like
M&S v alues self respect and respect their employees for their hard work in the
organisation and celebrate there achievements.
 Self-actualization : this is the final step where all the needs of the persons are full-filled.
M&S should offers their employee personal development plans, recognition of skills and
talents, opportunity for promotion and career progression programmes and provides route
to capable employee to reach at higher level.
Herzberg's two factor theory
This theory tries to get the roots of motivation in the workplace. This theory explains that
there are some factors which are the reason for employees positive and negative feelings about
their work. It is also adopted by M&S to lower down the level of dissatisfaction of employees by
paying reasonable wages, providing job security to employee, and create positive work culture in
the workplace. Major factors are motivator factors and hygiene factors (Klotz, Neubaum, 2016).
 Motivators factor : These factors have positive effect on employees which are working
in the organisation . In reference to M&S, they motivates their employees by various
activities like recognition, achievement, responsibilities, advancement and many others.
By applying these factors many companies can motivate their employees.
 Hygiene factors: These factors are the reasons for the dissatisfaction of employees in the
workplace. M&S should try to resolves all these factors as this can cause a drastic
decrease in the production level of both employees and company. Productivity can be
decreased by some factors which includes inequivalent pay of wages, working condition,
conflicts among the workers, etc.
Aldefer's ERG theory
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This theory states that all the needs of employees can be full filled simultaneously, rather
than from the bottom to top. This theory explains the needs of motivation to each and every
individuals. It focuses on three factors that are existence, relatedness and growth. In context of
M&S company, the managers ,must recognise that the employee have multiple needs that are to
be satisfied because if these three categories are not satisfied by the company an individual may
feel frustrated about the work and his efficiency to perform is decreased (Mangi, Kanasro and
Burdi, 2015).
Process theories of motivation
VROOM expectancy theory
This theory states that behaviour depends on the conscious choices of an individual that
are chosen with the aim of maximising pleasure and minimising pain. As per this theory,
performance of workers depends upon their knowledge, skills, experience, abilities and
personality. This theory has three elements which are stated below:
 Expectancy: This factor states that enhanced efforts will results in increased
performance. In case of M&S, To earn more revenues and benefits as per their
expectations, employees in company will be ready to deliver their best performance.
 Valence: It is referred as the emotional orientation of workers in context with incentives
and bonus. Some employees in a company needs appreciation where other employees
needs monitory benefits. This factor states that employee will only work hard if they will
receive the type of appreciation they want.
 Instrumentality: This is linked to the opinion of workers about their needs and actual
outcomes which they get. If M&S will provide expected offerings to their workforce,
they will be able to work in more productive manner due to which company can earn
high profits & revenue (Mclaggan, Botha and Bezuidenhout, 2013).
Adam's Equity theory
In accordance to this theory, employer of a firm us needed to create a balance in input of
workers which is their skill, ability, acceptance, enthusiasm etc. and their output such as
recognitions, salary and benefits that they received. If there will be a balance in input and output
of workers, this will motivate them to give their best efforts so that organisational goals and their
personal desires can be fulfilled in a proper manner. To ensure a balance in input and output of
workers, manager in M&S will be required to provide job security, recognition and benefits to
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their staff members. By this, overall productivity of firm can be increased without any
compromise.
Motivational techniques to encourage workforce
There are different techniques which can be adopted by the manager of M&S to
encourage and motivate their workforce so that organisational work can be performed with
greater efficiency. Some of these techniques are depicted below:
 Offering rewards and incentives: This is the best technique by which motivation in
employees can be raised in a considerable manner. If employees in M&S will be given
incentives and rewards in accordance with their working performance, they will feel
encourages to deliver their best efforts. This will allow the company to experience high
overall productivity due to which profits of company will increase considerably. Without
any bonus or reward, employees will not feel reluctant to work harder. This will reduce
the competitive advantage of M&S against rivals (Miner, 2015).
 Cultivate enthusiasm among employees: Creating enthusiasm in the minds of
employees towards work and organisational goals will allow a business firm to gain wide
advantages. If employees in M&S will be told about the benefits received by firm due to
their hard work and best efforts. They will have the urge to do is as more profits of
company will mean more incentives for employees. Without enthusiasm, employees of
M&S will not consider organisational work as their priority.
 Promote transparency: This is another method by which workforce in M&S can be
motivated to perform their best efforts. If manager and employers of company will treat
staff in a transparent manner their will be no differences among employees. By this, they
will be able to perform work at company in comfortable manner and their increased
working potential will allow the firm to earn high revenues and sales. If employees will
not have treated fairly, they will give less input to firm that will hinders high profits &
revenues.
Critical analyse of relation in power, culture, politics and motivation to gain success along
with justifications
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Organisational power helps a company in attaining a positive work environment and culture so
that organisational task can be performed systematically. Motivation of staff will allow the
manager of M&S to overcome negative influences and politics (Ormiston and Wong, 2013). Bu
if power in a company will be used to abuse the employees they will not feel motivated to gain
organisational targets. It will influence the performance of employees as a team and individual
along with culture & productivity of company in a negative manner. Positive working
atmosphere will allow M&S to implement right power and politics at workplace so that
organisational success and targets can be gained desirably. Manager in M&S is recommended to
choose role culture because this will allow the employees to work as per their expertise. This will
allow to maintain organisational productivity. Out of all existing powers, manager can use
reward power so that encouragement of employees towards work can be increased. In
accordance with the above discussed theories of motivation, manager in M&S is recommended
to adopt Maslow's hierarchy needs to fulfil the requirements of their employees. This will allow
the company to consider the basic and special needs of their employees due to which appropriate
working environment will be prevailed in company. By this, attaining of goals and targets will
became easy for company.
TASK 3
P3 Demonstrate the differences in an effective team in comparison with an ineffective team
Team is defined as a group of people which works together so that desired target and aim
can be attained in a proper manner. There are two kind of teams i.e. ineffective and effective
team. Characteristics of these teams in context with M&S is mentioned below:
Effective team: People of this team are able to work efficiently in challenging situations
due to which organisation is able to attain success. Characteristic of this team is mentioned
below:
 This team has a clear purpose due to which attainment of organisational goals became
easy. Without clear purpose, employees will feel confused and their working capability
will reduce (Robbins and et. al., 2013).
 Efficient team of a company is able to acquire goals and targets in timely manner. This is
because they perform each organisational work in a systematic and prioritised way. This
team will benefit M&S in achieving high advantage over rivals.
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Ineffective team: People in these kind of teams lack motivation, courage, coordination
and communication skills due to which they are not able to perform work of company in a
proper manner. There characteristics are mentioned beneath:
 Members of these team have negativity in their mind due to which their coordination
level is zero.
 These teams have unequal work distribution due to which each employee do not get same
work and conflicts take place among them.
Differences in effective and ineffective team
Effective team Ineffective team
 They are able to identify organisational
targets and goals easily.
 Not able to identify the targets of their
organisation
 Active participation in team tasks  Passive participation in working
activities
 Decision making is based on mutual
consent.
 Premature decision are taken
Group and team development theories to support dynamic cooperation at workplace
There are different theories related with team and group development. These theories will
help in defining about the characteristics of Effective team. To maintain efficiency within firms ,
manager of M&S has adopted Tuckman and Jensen’s model of team development which is stated
below:
Tuckman’s and Jensen model
There exist various kind of situations and stages that are faced by each team that works
together to attain a common goals. M&S is a global organisation which operates in a successful
manner. But newly hired workforce of company is not able to identify and acknowledge the
targets of company while working as a team. This leads to inefficiency among teams due to
which organisational productivity of firm reduces. Elements of model are stated below:
 Forming stage: At this stage, uncertainties faced by member of team is high and each
employee wishes to gain leadership and authority to power. In this stage, if employees of
M&S will not be guided, they will not be able to work as a team (Simon, 2013).
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 Storming stage: This is a difficult stage where conflicts and issues are faced by team
members due to differences in opinions. In this stage, due to disagreements, completion
of expected task became will became very difficult. Here, manager is needed to acts as a
link between different employees so that they can understand their ideologies.
 Performing stage: At this stage, employees in M&S will act mature and start
understating the opinions of each other. Here, team will have a clear focus and each
employee will work hard to acquire team goals and targets.
 Adjourning stage: During this stage, goals of team are attained and members of team go
back to their respective departments. In this stage, employees feel sad to part their ways
as they became habitual to work with one another (Tankebe and Meško, 2015).
Tuckman and Jensen team theory will assists the M&S towards building dynamic
cooperation between the team members. This will also assist the organisation in making a
harmonious environment at the work place so as to avoid conflicts and issues
TASK 4
P4 Apply philosophies and concepts of organisational behaviour in relation with selected
organisation
To apply philosophy of OB in context with M&S, elements and aspects of path goal theory
are mentioned below:
Path goal theory of leadership
This theory is dependent upon leadership behaviour and style which is needed to adopt by
employers so that employees can be managed properly. This theory will encourage employees to
work in a systematic manner so that right decisions for business can be taken.
Classification of path goal theory
Employees characteristics: It includes the characteristics that is required by the
employees of a company to gain success. To gain advantage, main characteristic that is needed
by employees of M&S are employee motivation and productivity.
Task and environmental characteristics: This aspect focus on issues that are faced by
employees’ in M&S. by identification of problems, manager of company will be able to resolve
them so that high advantage can be gained (Thomson and Van Niekerk, 2012).
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Leadership styles: This is the last step of this theory in which manager or leader of a
company chooses right leadership style so that appropriate guidance can be given to workforce.
Some leadership style is mentioned below:
 Autocratic style: In this leadership style, decisions are taken by leader without giving
preference to the opinion of workers. This style demotivates employees to give their best
time and efforts towards achievement of organisational goals.
 Participative style: This leadership style treats employees of a company as valuable
assets and in this style, suggestions of workers are given equal value as opinion of
employers are considered. This leadership style maintains harmony, peace and
satisfaction at workplace (Walsham, 2012).
Manager in M&S is recommended to adopt participative leadership style as this will allow
the company to gain high productivity from employees so that high revenues can be earned.
Different concepts of organisational behaviour are specified below:
 Individual difference: This is referred as a variation and deviation in the perception and
opinion of individuals. In context with M&S, these differences will allow the manager to
differentiate capabilities of one employee from other.
 A whole person: As per this concept, each individual consists of four quadrants like
spirit, body, heart and mind. If an employee is motivated and confident, he will be able to
grow positively in every field. To gain personal and professional development,
employees in M&S needs to get advanced in these areas.
 Motivated behaviour: This is considered as a fundamental concept in life of a person. It
helps a person in interacting with their goals so that good living standard can be attained.
Motivation in employees of M&S will allow the company to earn high revenues against
rivals (Yadav, 2014).
CONCLUSION
As per above given report, this can be comprehended that to achieve appropriate working
environment, right kind of culture, behaviour and politics in an organisation is needed.
Different theories like Maslow’s hierarchy of needs, Vroom expectancy, Adam’s equity
theory benefits in encouraging employees to give their best efforts to organisation. Effective
teams are capable to perform challenging task in a simplified manner. Concepts of
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organisational behaviour will benefit a firm to sustaining a positive working culture at
workplace.
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