Organisational Behaviour Report

This report analyzes the influence of organizational culture, politics, and power on individual and team performance in Waitrose, a British multinational retail supermarket. It also examines content and process theories of motivation and their application in Waitrose, along with techniques for creating effective teams. Finally, it discusses the path-goal theory and the 5P's philosophy of organizational behaviour in the context of Waitrose.

Organisational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1 ................................................................................................................................................1
P 1 Organization culture, politics and power influence on team performance and behaviour . 1
LO 2.................................................................................................................................................3
P 2 Content and process theories of motivation and its techniques ......................................3
LO 3.................................................................................................................................................7
P3 Understanding to make an effective team as opposed to an ineffective team...................7
LO 4 ................................................................................................................................................9
P 4 Concepts and philosophies of organisational behaviour to given situation ....................9
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organizational behaviour (OB) is the theoretical aspect of the ways people act within an
organisation. It is principle and concept which is applied mainly in attempt to create businesses
operate more efficiently. It is the research of human behaviour who are worked in organizations
and they are contributed in improving the behaviour of firm.(Mahembe and Engelbrecht, 2014).
It can be classified is three ways like individual in firms, work group and way of behave
company. This study is based on Waitrose. It is British multinational retail supermarket. It is the
biggest employee owned type businesses in UK. Report will analysis influence of culture,
politics and power on behaviour of individual in organizational context. It will evaluate content
and process theories of motivation and its technique allow effective achievement of goals in the
company.
LO 1
P 1 Organization culture, politics and power influence on team performance and behaviour
Organization Culture:
It involves attitudes, experiences, beliefs and value of organization which are acquired
through social learning and guide the way to individuals and teams to interact with one another
parties outside the company (Kitchin, 2017). There are mainly four types of culture such as role,
task, person, power that are called Handy's model organization culture.
Power Culture: Here, the power is held by an individual whose influences spreads
throughout company with power culture in the firm. There are some rules and regulations in
power culture. In this culture, an individual make any kind of decisions on their hand without
consulting with subordinates (Norton, Zacher and Ashkanasy, 2014). This kind of culture can be
effected on individual and team performance and behaviour within Waitrose.
Role Culture: In this culture, giving the roles and duties to employees according to their
job role within the Waitrose. The role culture is determined by position or role of an individual in
the organization structure. This culture built on detailed and long chain of command within the
organizational structure. In this culture, people have clearly delegated responsibilities within
highly determined structure. With this, individual get motivated and improve their behaviour.
This kind of culture directly impact on behaviour and execution of team as well as individual
(Norton, Zacher and Ashkanasy, 2014).
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Task Culture: This culture is formed when group are made to address the particular
problems and projects. The project is essential thing in which power within team will frequently
shift depending on mix of members and status of problems as well as tasks. The tasks prove
effective will be defined by the team dynamic. The working in team can be improbably
productive and creative with the right mix of abilities, personalities and leadership. With this,
impact on performance of individual and behaviour of individual within the Waitrose. There is
no single power source in the task culture within Waitrose.
Person Culture: In the person culture, an individual feel superior and unique with other
workers. The company normally exists in relation to people to work. It is the really collection of
single person who happen to be working for the similar company. The power is held to
individual in each department within company (Frederick, 2014). This kind of culture influences
on individual performance, motivation which directly impact on team working and behaviour
within the Waitrose.
Power:
The power and politics influences on individual behaviour and team performance within
the Waitrose. If an individual held power, so that it directly influenced on behaviour of other
employees like demotivation, favouritism. This can directly impact on team performance,
because demotivate worker do not perform effective and appropriately within the Waitrose.
Politics is common process in the company. It is utilised by people or team to gain power
(Elsmore, 2017).
Positive Impact of Power: The person is held power who is taking the all decision
individually without consulting with their subordinates. This can help to improve their execution
and behaviour within the company (Babnik and et.al., 2014). If the manager is done the positive
behaviour with employees, so that they are working effectively and increase motivation. This can
highly impact on the performance and behaviour of individual and team positively within the
Waitrose.
Negative Impact of Power: As opposed to that, if the power is held only one person, so
that it influenced on other employee's performance and behaviour negatively ultimately this
impact on their working in the team. If the managers are only ordering and ineffective behaviour
with workers, so that they are not working effectively and will be demotivated (Frederick, 2014).
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This can highly impact on the performance and behaviour of individual and team negatively
within the Waitrose.
Politics:
Organizational politics means variety of actions linked with utilise of influences tactics to
improve interest of personal and organization. The politics of organization includes acquire,
develop and utilise power and other resources to get desired result in indeterminate conditions,
favouritism etc (Frederick, 2014). It can be considered as procedure of bargaining and
negotiating which is utilised to reduce conflicts and difference of opinions. Politics activity
influenced in both positive and negative with the Wait rose.
Positive Impact of Politics : It involves friendly, reasonable, opposite gender and so on.
If managers are behaved friendly with employees, so that ultimately this impact on performance
and behaviour of an individual and team within Waitrose (Mahembe and Engelbrecht, 2014).
Negative Impact of Politics: It involves unclear objectives, incomplete decision
procedures and so on. If the manager is not defined objectives clearly, so that employees don not
work effectively which is directly impact on performance and behaviour of individual and team.
If favourite employee of manager is getting promote, so that this kind of situation is influenced
negatively on performance of other employees (Kitchin, 2017). With this, other workers are
getting demotivated which directly impact on their behaviour and execution. This situation is
also influenced team working, behaviour and performance within the Waitrose. This kind of
condition increase the favouritism and demotivation of employees.
LO 2
P 2 Content and process theories of motivation and its techniques
Motivation is the explanation of action willingness and objectives. Highly motivated
workers are involved in any kind of activities of business either decision making and
achievement of goals. There are many theories of motivations which help to fulfil employees
needs and wants (Arifin, 2015). It is necessary to follow all motivation theories for increasing
motivation of workers within Waitrose.
Content Theories Of Motivation:
These theories are the early theories of motivation which involves Maslow's need
hierarchy, ERG theory, Herzberg's two factors theory.
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Maslow's Need Hierarchy: This theory is frequently displayed in the shape of pyramid
which involves five needs such as physiological, safety and security, social needs, self esteem
and self actualization. These five levels were further sub-classified into two group like deficiency
and growth needs. The physiological needs involve basic desires such as food, shelters, water
etc. The safety needs involves source of income, health and welfare, financial help and so on.
Integration into social unit, relationship with family, friends, colleagues and team members are
involved in belongingness and love needs (Famakin and Abisuga, 2016). These needs involve in
the category of deficiency needs. Self esteem needs involves self respect, confidence and
freedom which also involving in deficiency needs. Lastly, self actualization needs includes life
experience, realization of expected and abilities which includes in growth needs category. This
kind of theory help to achieve the objectives and goals of individual as well as Waitrose.
Herzberg's Two Factor Theory: It is also known as motivation-hygiene theory.
Herzberg's Two Factor Theory shows that there are two factors like hygiene and motivating
factors.
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Illustration 1: Maslow Need Hierarchy Theory
Source: (Maslow Need Hierarchy Theory. 2018)

 Hygiene factor involves dissatisfaction, company policy and administration, supervision,
salary, interpersonal relationship, working situations etc. With the hygiene factors, there
are high level of dissatisfaction of employees which decrease motivation level within the
workplace (Elsmore, 2017).
 Motivating factors includes satisfaction from achievement, identification, responsibility
advancement and so on. This kind of theory help to achieve the goals of individual as
well as Waitrose. There is high level of satisfaction of employees that increasing the
motivation level within the Waitrose. Through this factor, workers are effectively
performed as higher motivation that will be help in goals achievement of organization.
Process Theory of Motivation:
Process theories are concerned with ways of motivation occurs and different form process
which can influences motivation of employees within organization. These theories involve
Vroom's expectancy theory, Locke's goals setting theory, Adam's equity theory and so on.
Vroom Expectancy Theory: This theory places emphasis on the procedure and on the
content of motivation. It incorporates needs, equity and reinforcement theories. The purpose of
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Illustration 2: Herzberg's Two Factor Theory
Source: (Herzberg's Two Factor Theory. 2018)

this theory is to explain ways of people select from the available actions. Vroom determines
motivation procedure which governs choice between alternative kinds of voluntary behaviour.
There are three factors involving such as:
 Expectancy: The belief of person which more efforts will result in success. If employees
are working harder, so that it will outcome in better execution (Coccia, 2015). This will
aid to achieve the goals and objectives of Waitrose.
 Instrumentality: The belief of person is connected with activity and objective. If the
worker well perform, so that they will get rewards. This will also aid to achieve the
objectives of individual as well as company.
 Valences: It is stage in which person will value the rewards, so that they will go
success. Through this, employees are easily working and achieving goals of Waitrose.
Locke's goal-setting Theory: This theory is an integrative model of motivation which is
similar to expectancy theory. Locke's goal-setting Theory comprises that setting specific,
challenging execution objectives and commitment to goals that are key determinants of
motivation. Goals define desired future and these implanted objectives which can drive the
behaviour (Chumg and et. al., 2016). The goal achievement further motivates individuals to act
which help to achieve the goals of the individual as well as Waitrose. There are some guidelines
that have been utilised in goal setting such as:
 It is necessary to set challenging goals but attainable goals.
 Goals are specific and measurable in which measuring the progress towards goals will be
necessary (Mahembe and Engelbrecht, 2014).
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Illustration 3: Vroom's Expectancy Theory
Source: (Vroom's Expectancy Theory. 2018)

 Strategies involved in achieving the goals such as participating in procedure of setting the
goals, utilise of extrinsic rewards and promoting integral motivation through giving
workers with feedback about goals achievement.
Motivation Techniques:
There are many techniques of motivation which are helping to achieve the goals of
individual and organization. Such as:
Positive Environment:
It is necessary to create positive environment of workplace. From this, employees
become highly motivated for working within the Waitrose. This technique aid to achieve the
objectives and goals of organization. This can assist to increase productivity and image of
individual within the firm. Therefore, company needs to create positive work environment and
culture for increasing the motivation of employees within the firm.
Providing Rewards:
It is necessary to provide rewards to employees appropriately within the firm. Therefore,
they are working effectively and contributing in achieving the goals of Waitrose. This can help
to increase motivation and productivity within the organization (Kitchin, 2017). With this,
workers are highly motivated and involving in every activity of business.
Sharing profits:
If the company share their profits to employees, so that they are highly motivated for
effectively working within the firm. With the help of it, employees are contributed in achieving
the goals and objectives of individual as well as Waitrose. This can help to increase productivity
and performance of employees within the company (Frederick, 2014).
LO 3
P3 Understanding to make an effective team as opposed to an ineffective team.
Team
A team is group of members which are working together to achieve a common goals and
objectives.
Tuckman development team development theory
Tuckman stage of group development factor is a phase of effective team development.
For growing the team its necessary to have inevitable orders and face the challenges, find the
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solutions, tackle the problems and deliver the results. These are the factors of effective team
members.
Forming:- It is one of the team development factor which meet the standards and learns
about the challenges and opportunity of the Waitrose. The forming structure of the team
development factor in the Waitrose is motivational which usually relate to achieving goals and
objectives of the organisation. Effective team members are always focused about their goals
which leads to success easily because all the guidance and direction is given by the team leader
(Norton, Zacher and Ashkanasy, 2014). All the roles and responsibilities are taken by the team
leader and its easy for individual to achieve the task in the Waitrose.
Storming:- This is the second stage of the team development factor its important to have
clarity about their role and purpose because it leads to make an effective team. An effective team
always gain the trust of each others from that it identifies the working style and make a positive
and polite atmosphere in the team. The team members understand each others opinions from
which resolves the conflicts of the team in the organisation.
Norming:- Norming is the team development factor which relates to the roles and
responsibilities of the team members and team leader. When the clarity of the roles are accepted
than its easy to make an effective team. Team leader engage the individual the team in each and
every decision of the organisation, From involving in the decision making process of each
individual it motivates them to accept the challenges and focused on preventing the risk
(Frederick, 2014).
Performing:- It is one of the last team development factor in the waitrose where all the
potential of the team members are shown through achieving the goals and objectives when all the
vision and mission are clear to achieve in the organisation. Effective team has a high degree of
autonomy which gives motivation to the team members for performing with full effort and it
comes in the way of success. The focus of the team members are only to achieve the objective
and completing the task (Chumg and et.al., 2016). It gives best results to the organisation in so
many ways.
Comparison of effective and ineffective team.
Comparison Effective team Ineffective team
Underlying goals The project of objective of the
team member is
For the ineffective team its
difficult to understand the task
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understandable and accepted
by the members of the team.
of the group and not easy to
understand the objectives
(Arifin, 2015).
Member contribution There are lots of
communication between team
members for discussing and
sharing the information
regarding the task
Only few people are
understood and discuss the
point of views and the
contribution are way off the
point.
Decision making By the general agreement of
every group members most of
the decision are taken a form
of consequences (Babnik and
et. al., 2014).
Actions of the team members
are taken immaturely before
the issues are examined or
resolved.
Leadership Leadership in effective team is
not dominating. Team leader
support and give direction to
each and every team member's.
Ineffective team leadership are
not clear with the group and
sometimes the leader of the
team is weak or strong.
LO 4
P 4 Concepts and philosophies of organisational behaviour to given situation
Organisational behaviour is a concept and investigation that shows about the behaviour of
organisation and group of people. It is based on some fundamental concepts that revolve around
the nature of people. There are mainly two elements on which the concept of organisational
behaviour is based like nature of the organisation and the nature of people. Different people have
different nature. There are some characteristics which differ any person and individual from
another that may be similar or unique (Chumg and et.al., 2016). At the level of the Waitrose
company, some factors that affects the nature of their people such as: perception, individual
difference and value of a person etc. There are some theories of organisational behaviour that
have many situations according to behaviour of organisation and people.
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Path-goal theory: The path goal theory is based on specifying the behaviour and style of
leaders which best fit to the work environment that can help waitrose company to achieve their
goals. In this theory leaders can select the best behaviour and style like autocratic style and
democratic style which can be suited to employees' needs. This theory assumes that leaders are
more flexible and they can change their style according to situations of the company. It is
beneficial and important because with the help of this theory leaders can guide and lead their
workers through their path. This theory has main 4 styles:
 Directive path goal: It shows leaders behaviour in different situations in which leaders
know them the way of performing the work. This style have most positive impact on
employees' roles. They perform their task in effective manner.
 Achievement oriented: This style of leadership shows some situations in which leaders
sets some challenging goals for workers of Waitrose company. After setting goals they
expect from employees to perform their task at the highest level and show their
confidence and ability to achieve that goals.
 Participative: Participative leaders are those who believe in democratic style of
leadership in which they consult with their workers and ask suggestion before taking any
type of decision. It is very important for employees and employers because it increases
the morale of employees.
 Supportive: Supportive leaders focus on the satisfaction of workers' preferences and
needs of the company. In this style leaders show their concern for the workers for their
well being. This type of style is needed where tasks and relationship are physically
distressing (Famakin and Abisuga, 2016).
Organisational behaviour is important as it helps in motivating employees of the
company. Every employee has some needs and demands which need to be fulfilled by the
manager and leaders of that company. The extent to which employees' efforts help them to fulfil
their needs determine behaviour. It is also important for employees to involve themselves in the
work in order to get the best results. It treats their employees with dignity and respect that
increase the morale of workers.
Philosophy of organisational behaviour: Organisational behaviour have 5P's
philosophy that consist philosophy, priorities, purpose, practice and projections. It is the values
which are distinguishing and enduring to the company. Philosophy of Tesco shows its
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personality and character. Workers and employers believes that their philosophy differ and
distinguish their company from others. Purpose of the company is the main centre. It shows the
meaning and objective of the company. Philosophy show the way of doing and completing work.
The company's philosophy is extremely important in order to achieve their goals.
CONCLUSION
This report has summarised that company has followed the role culture, power and
politics in positive manner which help to increase motivation, effective performance and team
working in the firm. It can be concluded that Maslow's need hierarchy and Herzberg's two factor
theory as content theory, Vroom's Expectancy and Locke's goal setting theory as process theory
help to achieve the objectives of organization. Furthermore, report has completed that Tuckman
team development theory follow for becoming ineffective team as opposed to be effective team.
It can be discussed that path goal theory help to improve behaviour and performance of the
organization.
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REFERENCES
Books and journals
Arifin, H. M., 2015. The Influence of Competence, Motivation, and Organisational Culture to
High School Teacher Job Satisfaction and Performance. International Education
Studies. 8(1). pp.38-45.
Babnik, K. and et. al., 2014. The mission statement: organisational culture
perspective. Industrial Management & Data Systems. 114(4). pp.612-627.
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.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Famakin, I.O. and Abisuga, A.O., 2016. Effect of path-goal leadership styles on the commitment
of employees on construction projects. International Journal of Construction
Management. 16(1). pp.67-76.
Frederick, P. R. H., 2014. Organisational behaviour and its role in management of
business. Global Journal of Finance and Management. 6(6). pp.563-568.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Mahembe, B. and Engelbrecht, A. S., 2014. The relationship between servant leadership,
organisational citizenship behaviour and team effectiveness. SA Journal of Industrial
Psychology. 40(1). pp.01-10.
Norton, T. A., Zacher, H. and Ashkanasy, N. M., 2014. Organisational sustainability policies and
employee green behaviour: The mediating role of work climate perceptions. Journal of
Environmental Psycholog. 38. pp.49-54.
Online
Herzberg's Two Factor Theory. 2018. [ONLINE]. Available through. :
<https://www.tankonyvtar.hu/hu/tartalom/tamop412A/2011-0023_Psychology/
030300.scorml>
Maslow Need Hierarchy Theory. 2018. [ONLINE]. Available through. :
<https://www.tankonyvtar.hu/hu/tartalom/tamop412A/2011-0023_Psychology/
030300.scorml>
Vroom's Expectancy Theory. 2018. [ONLINE]. Available through. :
<https://www.tankonyvtar.hu/hu/tartalom/tamop412A/2011-0023_Psychology/
030300.scorml>
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