Organisational Behaviour: Culture, Politics, Power, Motivation, and Effective Teams

This study material explores the concepts of organisational culture, politics, power, motivation, and effective teams. It discusses the different types of organisational culture, the impact of power and politics, various motivational theories, and the characteristics of effective teams. Suitable for students studying organisational behaviour or related courses.

Organisational Behaviour

Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
Organisation Culture....................................................................................................................3
Politics.........................................................................................................................................5
Power...........................................................................................................................................5
LO2..................................................................................................................................................5
P2 Individual and Team Motivation............................................................................................5
P3- understanding of what makes effective team, as oppose to an ineffective.......................10
LO 4...............................................................................................................................................12
P 4 concepts and philosophies of OB within an organizational context and a given business
situation......................................................................................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisation behaviour is considered as the academic analysis of a group or organisation
about how the people behave in workplace(Harwiki, 2016). It is mainly consists of various
primary business principles that can be used by the organisation to run the business in more
effective way. This report is about Waitrose & Partners. Waitrose & Partners was founded in
year 1904 and later it was changed to Waitrose Limited. Founder of the organisation are Walace
Waite, Arthur Rose and David Taylor. The head quarter of the organisation is in London United
Kingdom. Mainlyorganisation food related retail services to the customer. The culture of
organisation and impact of power and politics will be analysed in report. Various content and
process motivational techniques will be studied in report. Concept of effective team and process
of building effective team will be analysed in the report. Various concepts and philosophies of
organisation behaviour will be studied in report to for different organisation situation.
LO1
Organisation Culture
Organisation culture can be considered as the shared values, assumptions and beliefs of
organisation that governs the behaviour of people within the organisation. These aspects of the
organisation can affect or influence of people and their performance in internal operations of the
company. The role of the organisation culture in maintaining behaviour of people can be
analysed using Handy’s culture model(Ponnuswamy and Manohar, 2016). According to Handy
organisational culture can be classified in four different types which are Power culture, role
culture, people culture and task Culture. These are main types of culture that are followed in
business organisation. Impact of these cultures isdifferent on the people of organisation.
Power Culture
In this type of culture power of taking decisions is limited to the top leaders and
managers of the organisation. There are some rules and regulation are followed in this type of
culture. Employees are judged by the result that is achieved by them not by how they appear in
organisation. The process of decision making is much faster than other cultures. The decisions
that are considered in this model are based on short term targets of organisation. In this kind of

culture employees motivation is quite low because the power of taking decision and appreciation
is lies to the top leader of organisation.
Role Culture
In this type of culture a specific culture is followed by the organisation where some
authorities are delegated with ability to take decision for organisation.This type of culture
provide more control on the people of organisation. The power of individual person is derived
from their position in the structure of organisation. Most of time high educated people are
provided with higher position in organisation(Foster and Taylor, 2016). The role culture is based
on the rules that are followed in organisation. Roles and responsibilities of the people are
effectively classified and well organized structure is followed in this kind of organisation culture.
IN this type of organisation employee are more satisfied and motivated.
Person Culture
In this type of organisation culture power of the individual person is much higher than the
whole organisation. This type of culture are used by the organisation which provides special
services to the customers and these services are provided by the people who are highly skilled in
the particular field. Employees in organisation have less power and motivation level of the
people is also low in this type of company because power exists on the top level of the
organisation.
Task Culture
In the Task culture organisation is formed to deal with specific kind of problem of
progress projects. Execution of the task is more important for this kind of organisation culture.
The power in this kind culture is divide in the people of a team and this delegation is depended
on the role of people and type of problem that is targeted by organisation. Various attributes of
can be used by the organisationto gain higher productivity. This is one of the most effective
culture to keep motivation of the employees high.
Different organisation different type of culture with in their workplace. In Waitrose
Limited Task culture is used because togenerate effective performance in organisation company
need efficient team operations.

Politics
In business organisation two types of politics can be observed. First one is considered as good
politics and other one is bad politics. As per the classification of the type of politics. Good
politics can help the organisation to meet their targets in effective way. Mainly politics in
organisation exists in unofficial, casual and behind the scene manner and these politics is
performed to sell idea and influence people who work in organisation on junior or senior
level.Sometimes it requires to avoid conflict between people and maintain effective work culture
in organisation. Good politics can improvise the operations of the organisation. The other type of
politics that is known as bad politics can affect the operations and various function of
organisation. This is important for the organisation to minimise the level of politics in
organisation to reduce the complexity in the work place and avoid different types of conflicts
between the employees of organisation. This how positive politics can help the organisation to
maintain better work environment in organisation.
Power
As per the French Raven model there is five type of power is exists in organisation. Each type of
power is hold by different people in organisation. These five types of power are- Legitimate
power which is known as belief that ensures that people employees have some rights(Guimaraes,
Walton and Armstrong, 2017). This power come from basic rights, Reward power- this power is
hold by the leader or senior level manager of organisation and it can help the leader to motivate
the employees, Expert power is also important for organisation this power is hold by person in
organisation who have knowledge and experience in particular field, Reference Power- this
power is related to the attractiveness of the person, Coercive power is considered as power to
punish people on their negative attitude. This all type of power can be used by the management
or people of organisation to develop better working environment in Waitrose Limited.
LO2
P2 Individual and Team Motivation
Motivation can be considered as a driving force which encourage individual to work and
attempt their goals and fulfil their needs and expectation. In context of organisation motivation
encourage and drive individual towards achievement of organisational goals and objectives.
Achievement of organisational goals is linked with individual needs and desires of the

employees. There are several reasons because which motivation is important and organisation
are required to undertake motivational practices (Mikkelsen, Jacobsen and Andersen, 2017).
Waitrose also undertakes motivation practices to drive employees to perform better. Regarding
motivation several theories has been developed and these theories mainly have been divided in
two types. These are content and process theories of motivation.
Content Theories of Motivation- These theories attempt to those specific things and needs that
attempt to motivate individual and team at the organisation. In other words these attempt to
explain what motivates individual.
Process Theories of Motivation- These theories attempt to identify relationship between
dynamic and variables that contribute to motivation of individual and team. Process theories are
concerned with how behaviour is initiated and emphasis on actual process of motivation.
Content theories are;
 Maslow’s Need Hierarchy Theory
 Alderfer’s Modified Need Hierarchy Theory
 Herzberg’s two factor theory
 McClelland’s achievement motivation theory
All these theories are based on the fact what motivated individual at work. Among these
theories Maslow’s Need Hierarchy Theory is one of the widely applied theories of motivation.
This theory is as follows-
Maslow’s Need Hierarchy Theory
This theory outlines some of the needs that individual possess and these have been
elaborated in a manner of lower to higher order needs (Velmurugan and Sankar, 2017). This
means that fulfilment and achievement of one need leads individual to have a higher order needs.
The needs in this are
Physiological needs- This is most basic needs that are required for individual to survive and
ensure normal functioning of the body.

Security and safety needs- This is the need which individual possess and this need requires
safety from any threat concerned with physical harm. This also includes financial safety of the
individual.
Social needs- This need includes needs of individual to be loved and needs for affection and
relationships in a social setting and with co-workers and peers.
Self Esteem- This is the need that is concerned with desire of self-confidence, strength, freedom
and achievement. This includes respect, acknowledgement, attention and appreciation.
Self actualisation- This means need of individual to do what they have potential for and
development and realisation of potential. This is also the need to do what individual desires to
do.
Waitrose can also motivate its employees by fulfilling their needs as per their role and
potential in the organisation.
Process theories mainly include-
 Expectancy Theory
 Adam’s Equity Theory
 Goal Theory
 Attribution Theory
These all theories are based on the process which can be used to motivate individuals and teams
in Waitrose. Among all these Vroom’s Expectancy Theory is widely used process theory of
motivation.
Vroom’s Expectancy Theory
This is a specific theory that is based on work motivation (Patil, 2020). This theory
includes three elements that are expectancy, instrumentality and valence.
Expectancy- This is first step of this process this is concerned with expectancy of individual
employee which can also be termed as perceived probability of the employee that efforts will

lead to improved performance for the first level outcome. This is expectancy of selected course
of action and expected outcome.
Instrumentality- This is the question that arises and asked by employee regarding relation of
increased performance. This can be termed as first level outcome will these lead to second level
outcome. In other words relationship of increased efforts to improve performance and
relationship of improved performance with attainment of desired outcome and reward.
Expectancy- This means value of the expected outcome. Individual’s motivation is mainly based
on this element. This is known as value which is given to desired and expected results by the
employee. If perceived value of outcome is high and outcome is desirable only then individual
can be motivated to perform better and enhance their efforts.
These were the theories of motivation that are mainly divided in two parts. Along with
this motivation has also be categorised in two parts. These are intrinsic motivation and extrinsic
motivation.
Intrinsic Motivation- These are also known as psychological motivation. This motivation
includes motives that are not tangible and individual use these motives to encourage to perform
better and these motives are opportunity given to individual to use their ability, challenge and
achievement (Locke, and Schattke, 2018). This also includes positive appreciation, recognition
and being considered. These are some of the elements and reasons which encourage individual to
perform better.
Extrinsic Motivation- This type of motivation is based on tangible rewards such as salary,
benefits, promotion, security, conditions of work and working environment. These motivational
elements are often determined by the Waitrose.
Waitrosecan motivate individual and team working in its organisation through some of the
techniques of motivation, that are;
Offering development programs- In present competitive environment it is very important that
employees have all the required skills so that they can grow in their career. Waitrose can
motivate employees by offering development programs.

Celebrating achievement and allowing adequate recognition- This means that whenever
employee achieve something considerable. Their achievement should be celebrated and they
should also be given adequate recognition for their achievement.
Team rewards- This means that when achievement and success belongs to team in such case all
the members of the team should be recognised as a team. Rewards should also be provided as a
team rather than rewarding individuals.
Work Flexibility- Work life balance has become important concern and organisations and
employees offering flexibility of the work can contribute in motivating their employees (Siddiqui
and Bisaria, 2018). This means offering flexibility in working hours and working time and
flexibility to work from so that employee can work effectively according to their productive
behaviour and situations.

P3- understanding of what makes effective team, as oppose to an ineffective
Effective teams always helps to make the company successful and help them to achieve
their goals and their objective sin the business. It is only a group effort which makes easy for the
team to create good and effective outcomes for the business. Effective teams at the workplace
of the Wairose will help them to get success in their business. This can be possible if their
employees have the effective group and working in the team (Hadwin, Bakhtiar and Miller.,
2018). It is always helpful the employees to work in the group because it makes easy for them to
achieve the set goals. Here are some points which makes team effective.
Understanding each other
It is necessary for the employees of the Waitrose stores to understand their group
members and their culture as well. This will create good understanding between the employees,
and they help each other in the task. Understand of the culture and behavior of the employees
can be helpful for them. They can gain the new knowledge and it will also increase the flow of
communication at the workplace of the Waitrose. Their team can be effective if their employees
will understand each other, otherwise team work also can create the conflict between the
employees if they don't trust each other. Understand of t]=each other creates the trust among
the employees.
Flow of communication
Communication if necessary for the effective group task or the team work. They can not
produce positive outcomes if employees are not communicating with each other. Leaders of the
group have to ensure that flow of communication within the group, so they can help Watirose
to achieve their goals, and they can be successful in their business. Communication also create
understand of the task, effective team always listen to their leaders when they provide the
information about the task in the company (Hunt And et.al., 2017). Understand f the task by the
employees makes them give their best in the task which create effective outcome for the
company.
Open discussion
members participate and make contributions to the group, with the discussions being
reasonable, and members being prepared to listen to and learn from other group members.

Discussion between the team create new strategies and other employees can share their
problems and the ideas which can make their team more effective. Superiors of the Waitrose
company should discuss with the group about their work, so they understand their problems in
task and the outcomes. This will also create good relationship and trust among the employees
because superior will listen to them and solve their problems which they are facing in the team.
Varieties of skills in team
varieties of the skills within the team can make the team ore effective and together they
can achieve the goals and success for the Waitrose. For examples – if anyone the employee in
the group have the knowledge of the technology and other is better in the practical then both
can help each other in their task. This will also create opportunity for the both members to gain
new skills which will help them to develop themselves professionally.
Ineffective teams
Ineffective team within the Waitrose stores can impact negatively if there are some
problems in the team. There are some problems which can make the team ineffective and it is
necessary for the Waitrose companies leaders to solve the problem in the group, so they can
help them to take competitive advantages otherwise if it will affect the orations and company
will not able to gain the comparative advantages and sauces in the market where they are
operating their business. Here are some factors which make s the team ineffective
lack of communication within the team
Lack of communicated in team can create negative impact on the business, and they
cannot property complete their task (Racey and et.al., 2016). Every employees will do what
they understand and there will be no one who will improve their mistakes. If anyone of the
group will do the mistake then it will affect on the whole task, and they will not able to
achieve the goals f the task. It is necessary for the team members to communicate each other.
Conflicts
Conflicts can be created when the group has the person who are creating negativity
within the group and doing discrimination within the group . This make team ineffective and
this can also create the conflict in the group which will affect the growth of the business. This is

necessary for the group leader of the team to find the members who are spreeing heat rate and
negativity within the group otherwise they will not able to achieve their goals and their
objective for the Waitrose store.
Members contribution
It is important for the groups ate the workplace of the company to have contribution of
the each members in the task (Wang and et.al., 2017). If any of the members in the group
have no contribution then team can be fail to achieve their task goals and if they get the
success ion the task then without having the contribution that employees also get the
appreciation. This can demotivate the other employees so contribution of each employee's in the
group in effective to make the better and effective group within the Wairose, and they can help
the company to achieve success in their business.
Different opinion
their can be different opinion I the group task which can lead them toward the task
failed because they will not able to take the decision and make the proper strategy to achieve the
goals. Every member will do their work according to them. This will make the team ineffective
so every group should have the leaders who have knowledge and decision-making skills and
leadership quality who can control the group
LO 4
P 4 concepts and philosophies of OB within an organizational context and a given business
situation
Path goal Theory
This theory states that style that is used by the leader must be on the basis of suitability
for the environment and its working. The path goal theory is slightly based on Vroom’s theory of
expectancy which describes that any employee in he companies such as Waitrose will behave on
the basis of outcome or results they have obtained from a specific task. This way leaders of the
company will be able to guide them to the right path and they can achieve the task that are
needed to be completed on daily basis easily. In order to take effective use of this theory leaders
will need to implement different behaviour or strategies so that they can overcome or achieve the

needs of the particular task. It is the duty of the leaders of the company to give support to
employees so that they can work on to the right path and it can be ensured that goals of the
employees are linked with the goals of the company (Borkowski, 2016).
There is a motive and purpose that this theory serves which helps to enhance the motivation,
satisfaction and empowerment in order to become a employee that will be productive and
beneficial for the company. Satisfaction of employees is solely based on the performance of the
leaders and the strategies for management of reward on the basis of their performance. There are
four styles to this theory that is
Directive path goal theory-
It states that leaders of the company makes sure that the employees are aware what the
company expects from them and guide them to the path which helps them to perform with the
suitable style so that goals can be achieved. This theory states that it is the most positive when
the task and demand are ambiguous and meet the level of satisfaction (Gelfand and et.al., 2017).
Achievement oriented leader-
It states that in order to take out the maximum from employees leaders of the company
set difficult tasks for them. They believe that this way they will be able to gain confidence
through which they will be able to meet their expectations.
Participative leader behaviour-
This aspect is concerned with involvement of leaders and taking suggestions and advice
from the employees in order to take a decision for a particular task. It is considered as pre
dominant when employees of the company are highly and personally involved in their assigned
tasks (Pearce, 2017).
Supportive leader behaviour-
This aspect of the theory is concerned with the level of satisfaction and their needs and
preferences. In order to make them feel satisfied they need to be concerned about the state of
mind and the physical health of the employees. This is required the most in the situations where
the work is of high matter and creates stress among employees.

Social capital theory-
Social capital is a positive aspect of interaction between humans. The outcome of the
situation can be tangible or intangible. Other than this it also covers ideas that are innovative and
helps the company to look forward to future goals. Overall this factor is a contribution in the
company which helps them to achieve success. Apart from this it is also used to assess the
relationships that are personal or within the company. This helps to create trust and respect
between the members of the team which helps them to improve their performance. This aspect
has values that helps the employees to work together so that their performance and efforts
contributed are effective and task can be completed in time. The advanced technology and
internet has changed this aspect as it allows connecting with people on a global level which
makes it wider in reach and now has a vast scope. Airbnb, facebook are the types of social
capital. On the other hand there are two forms that are considered as primary of this aspect
(McShane and Glinow, 2017).
Bonding- it states that mutual groups or association in neighbourhood is an example of social
capital.
Bridging- it is considered as the base of social capital in between the groups. If it is done
successfully then the groups that has been founded by the company will share their goals so that
they can work on it together and achieve it in an efficient manner.
CONCLUSION
From the above studies it has been concluded that in order to make the necessary changes it is
necessary that managers of Waitrose changes the culture of the company and make it work
friendly so that employees of the company can share their feelings towards work with each other
and work on the task that ahs been assigned to them freely. It is necessary that they keep their
employees motivated and satisfied so that level of employee turnover of the company is reduced
and they are retained for a long period of time. This report highlights the fact that leaders of the
company needs to change their style on the basis of the demand of the condition and suitability
of employees. Leaders of Waitrose creates challenges for the employees so that they can boost
their confidence and morale and they can achieve their goals and objectives. It is necessary that
the company distributes the power among employees on a fair basis so that they remain satisfied

and work with harmony not discard. Also it is necessary that they initiate program of training
and development for the teams that are inefficient and not able to meet the goals and objectives
of the company.

REFERENCES
Books and Journals
Foster, M.K. and Taylor, V.F., 2016. Organisation Culture: Diagnosis and Feedback. SAGE.
Guimaraes, T., Walton, M. and Armstrong, C., 2017. A New Measure of Organisation Culture
for Business Innovativeness in Practice. International Journal of the Academic Business
World. 49.
Harwiki, W., 2016. The impact of servant leadership on organisation culture, organisational
commitment, organisational citizenship behaviour (OCB) and employee performance in
women cooperatives. Procedia-Social and Behavioral Sciences. 219(1).pp.283-290.
Locke, E.A. and Schattke, K., 2018. Intrinsic and extrinsic motivation: Time for expansion and
clarification. Motivation Science.
Mikkelsen, M.F., Jacobsen, C.B. and Andersen, L.B., 2017. Managing employee motivation:
Exploring the connections between managers’ enforcement actions, employee
perceptions, and employee intrinsic motivation. International Public Management
Journal. 20(2). pp.183-205.
Patil, M., 2020. Victor Vroom’s Expectancy Theory of Motivation.
Ponnuswamy, I. and Manohar, H.L., 2016. Impact of learning organisation culture on
performance in higher education institutions. Studies in Higher Education. 41(1).pp.21-
36.
Siddiqui, N.N. and Bisaria, G., 2018. Innovative Techniques of Motivation for Employee
Retention in Aviation Industry. ANVESHAK-International Journal of
Management. 7(1). pp.136-151.
Velmurugan, T.A. and Sankar, J.G., 2017. A comparative study on motivation theory with
Maslow’s hierarchy theory and two factor theory in organisation. Indo-Iranian Journal
of Scientific Research. 1(1). pp.204-208.
Hadwin, A. F., Bakhtiar, A. and Miller, M., 2018. Challenges in online collaboration: Effects of
scripting shared task perceptions. International Journal of Computer-Supported
Collaborative Learning.13(3). pp.301-329.
Hunt, J.M. And et.al., 2017. Helping students make progress in their careers: An attribute
analysis of effective vs ineffective student development plans. The International Journal of
Management Education.15(3). pp.397-408.
Racey, M. and et.al., 2016. Systematic review of school‐based interventions to modify dietary
behavior: does intervention intensity impact effectiveness?. Journal of School
Health.86(6). pp.452-463.
Wang, M. and et.al., 2017. The use of web-based collaborative concept mapping to support
group learning and interaction in an online environment. The Internet and Higher
Education.34. pp.28-40.

McShane, S. and Glinow, M.A.V., 2017. Organizational behavior. McGraw-Hill Education.
Gelfand, M.J., and et.al., 2017. Cross-cultural industrial organizational psychology and
organizational behavior: A hundred-year journey. Journal of Applied Psychology, 102(3),
p.514.
Borkowski, N., 2016. Organizational behavior in health care. Jones & Bartlett Publishers.
Pearce, J.L., 2017. Toward an organizational behavior of contract laborers: their psychological
involvement and effects on employee co-workers. Academy of Management journal.