Organisational Behaviour

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Organisational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Company culture, politics and power influence on team behaviour, individuals performances. 3
Company culture impact on individual performances.................................................................4
Motivation theories used by manager of Waitrose......................................................................6
PART2.............................................................................................................................................9
Different between effective team and ineffective team...............................................................9
Tuck man team development theory..........................................................................................10
Application of concept and philosophies of organisation behavioour in organisation context. 13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour can be understood as one of the most important business aspect
which enables to develop long term effectiveness within business scenario which develops onto
higher level business understanding for greater understanding. Organization behaviour works as
an effective base for developing long term development and functional efficiency within major
technical potentialities. Wait rose and partners is brand of super market as part of British largest
employee owned retailer brand John lewis partnership having high scale variety within grocery
items and household supplies of the best quality standards. The report discusses how culture,
politics and power influences team behaviours and individual working pattern within various
technical working paradigms. Report explains motivation theories which keep on motivating
employees to keep on programming more ethical paradigms to pertain onto higher levels within
their performance development. The report also explains understanding and differences between
ineffective teams and effective teams among organization culture and how team development
theory works as one of the major component to program out efficiency for longer periods. The
report also explains concepts, philosophies of company behaviour to program out higher
effective business situations which are dynamically changing (McShane, Olekalns and Martin,
2018).
PART 1
Company culture, politics and power influence on team behaviour, individuals performances
The company culture, politics and power have varied scale profound impact within
employees working behaviour where employees working criteria are highly correlated among
their grounds to pool on best technical standards along with exploitative working nature.
Waitrose company culture enable to have high innovative functional strength which highly
impact working strength positively and to bring on larger performance standards to develop long
term synergy and dynamic working standards.
Company culture impact on team behaviour:
Waitrose by building innovative working culture of higher dynamic working standards
when all employees working within various teams are given freedom to share new ideas, higher
keen synergy of optimism is built impacts positively team behaviour and their performance
standards. The higher dynamic working standards with best developed technical usage of higher
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skilled working standards enable to bring on best motivational levels within business working
paradigms and to pertain onto long term synergy within performance levels. The company
culture is highly impactful to bring on long term focus for building on cooperative working
parameters for bringing on strong working results and keenly promote synergy of technical
advancement (James, 2017). Company culture works as one of the biggest strength to motivate
team goals and to improvise long term working fundamentals within all scenario and to pool on
higher development within outputs. Waitrose team development by leaders works as one of the
biggest asset for development among employees to promote onto larger working paradigms and
to keenly leverage higher strength and cooperation among teams.
Company culture impact on individual performances.
The company culture impacts on individual performances can be seen by the wide
motivation it brings on among employees, the working structure its pools onto more rational
synergy and the relative advancement among operations. Waitrose company aims to keep all
employees trained and developed with new skills, innovative business ideas and to work with
higher dynamics for longer working scenario. The company culture has huge impact on working
operations among individuals within business segments and performance networking paradigms
to keenly bring on positive synergy within their development, relative outlook towards work.
The reattainment percentage is also positively built on when all employees are working with a
communicative networking functional pattern where all functions are standardized, technical
training provided among employees and the potentialities are enhanced with higher viable
position metrics. Company culture keeps on motivating employees behaviour, performance
standards and best metrics onto which their keen synergy of development is focused for
attainment and higher gaols development.
Types of cultures.
According to Hofstedes cultural dimensions which describes organization culture in high
innovative way the company culture is focused into 6 types which can be discussed as follows:
 Indulgence vs Restraint
 Long term versus short term orientation (Chumg, Cooke and Ding, 2016).
 Uncertainty avoidance
 Masculinity vs Femininity
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 Individualism vs collectivism Power distance
Importance of culture awareness:
The company culture awareness has strong impact on working standards among
employees where more ethical working parameters are developed within business working levels
within employees to produce long term synergy of optimistic and developed fundamentals. The
increasing globalization has high impact on functional levels among employees where high
diversity among employees enable to bring on higher strengthened functional paradigms to gain
profitable outputs onto bigger levels. Waitrose to build strong commitment and strengthened
working operations among employees need to program out higher rational innovation practices
to pool onto more rapid working fundamentals for large diversity and developed continuous
synergy of profitability. The culture awareness enable to deliver long term positional factors
where employees are able to bring on new ideas, higher diversity among working operations and
to pool on new advances with higher performance avenues and to program out higher rational
working fundamentals. Globalisation is also one of the biggest factor of bringing on new
dynamic changes within business paradigms to pertain onto higher optimistic synergy of
motivation within business world which will enable to deliver long term motivation patterns and
stronger cooperative working levels (Alblas, Wijsman and van Noort, 2019).
Influence of power and politics on team behaviour: The influence of power and politics can be
understood as one of the most important and exploitative working potentiality to leverage onto
higher levels within working paradigms through which best working essentials can be achieved.
Influence of power when positively used among team behaviours by leaders impacts positively
to bring on larger work potentiality for higher profitability ans strengthened working paradigms.
Waitrose by using the positive power and politics to promote higher strengthened working
structure will be able to keenly bring on best working factors among teams. While any case of
negative usage of power and politics will reduce the working paradigms and functionally lowers
the cooperation among all employees within teams. Waitrose aims to keep on strong functional
paradigms within departments to keep on strong leverage of positive working company culture
where all working strength is developed to bring on strong profitability and higher goodwill
among consumer market share while services delivery by employees. Sources of power at
Waitrose can be analysed on the basis that superior authorities hold high power to bring on
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various changes, program out positive synergy of actions. There is influential power, coercive
power which impacts the fundamentals of working behaviour among employees which are
exercised by supervisors and leaders to read onto various paradigms (Hosain, , 2019).
Influence of power and politics on individuals:
The company politics and differentiation within personal or decisional factors within structural
parameters can influence company working employees' behaviour patterns and to program out
higher developed working strength for higher margins. If an individual is pressurized by wrong
use of power and politics by superiors and managers there is large level of negative working
standards set among operations which demoralizes employee working fundamentals. The power
shall be used positively to program out the higher effective synergy under focus, be influential to
bring on higher creative working standards. Organizational politics and working differences
between individuals are focused to bring on higher developed working standards where if the
overall working culture is negative with less use of positive motivation it may demoralize
company employees highly. Waitrose working fundamentals are highly strengthened to bring on
positive motivation among employees, their motivational levels The influence of positive
motivation and reinforced synergy of higher ethical working standards motivate employees to
bring forward innovative business ideas (Jacobs and Manzi, 2020).
Influence of politics: Organisational politics and working differences between individuals are
focused to bring on higher developed working standards where if the overall working culture is
negative with less use of positive motivation it may demoralize company employees highly. The
influence of positive motivation and reinforced synergy of higher ethical working standards at
Waitrose will motivate employees to bring forward innovative business ideas.
Motivation theories used by manager of Waitrose
Motivation is one of the most important factors that induce individual to work hard or
effectively so that company can gain competitive advantages. Manager of Waitrose have used
various motivation theories in order to inspire and retained highly talented, skilled and
experienced employees for growth of organisation. Motivation has helped manager to make
optimum utilisation of individual capabilities and skills so that qualitative services and products
can be rendered to customers (Hammond and Hammond, 2019). Therefore are two types of
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motivation theories that are used by manager to induce individual to put their best so that
company can earn maximum profitability and market share in industry. Such as:
Content theory: It emphasis on what motivates or inspire individual to perform specific
function in particular manner so that enterprise can earn more profitability and market share.
Maslow needs hierarchy is one of types of content theory that is used by manager of Waitrose to
effective manage different individual in the organisation.
Psychological needs: It includes most basic and essential needs of individual that needs to be
satisfied by HR manager of company in order to influence more talent and skilled employees in
the organisation. Manager of Waitrose have set compensation of individual as per their skill,
capabilities and knowledge or recent trends in environment so that they can fulfil needs of better
food, shelter and clothes. Attractive incentives and increment in salary have contributed in
influence of more individual to be part of Waitrose organisation. Thus, company is able to hired
and recruited most talented employees in firm for effective satisfaction of customers
requirements and achievements of goals.
Safety and security needs: It is another needs of individual that motivates its after availability
of sufficient and better food, shelter and clothe for healthy lifestyles. Most of the employees of
Waitrose feed secured and safe as manager have ensured their safety by taking few measures
which have motivated them to enhance their performance and productivity for overall growth
and success of enterprise (Kumari, 2017). Medical claims and insurance policy or provident fund
are another measured that have been taken by manager of Waitrose so that employees can feel
secured and happy to work with such a organisation.
Social needs: Most of people likes to have friends or people to whom they can share their
feeling, ideas and opinion so manager have ensured that employees can easily and openly
communicate with each other. Manager of Waitrose by making team, defining roles,
responsibilities that need to be performed by each member have reduces chance of conflict and
promoted effective coordination towards common goals. Employees of company have strong
relationship with each others that helps them to understand their ideas or opinion regarding
specific topics. Regular break interval give them time to have fun and enjoyment thus motivate
and inspired them to work for Waitrose that care for their needs and requirements on priority
basis (Van Dun and Wilderom, 2016). Therefore it is one of the major factors that contributed in
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developing and maintain employee’s loyalty and satisfaction for long term growth and survival
of enterprise in competitive market condition.
Esteemed needs: Employee need to be treated fairly and equally that means there should not be
discrimination among people regarding their caste, religion and gender. Manager of Waitrose
have ensured that employees are not discriminated and provide numerous opportunities to grow
and develop new skills so that best experienced can be render to customers. Respect and rewards
are provided to every employee that has put their extra efforts so that company can grow and
expand its market share and profitability.
Self actualisation needs: People through getting superior and reputable position in organisation
is able to recognised and realised their actual capabilities and skills. Waitrose manager have
promoted employees that have capabilities to managed higher responsibilities so that various task
can be completed within limited time frame. Therefore self actualisation and better promotion
has contributed in influencing individual to use their highly specialised skills and capabilities for
performance of different task.
Process theory: It specified processes that need to be followed for satisfaction of needs and
requirements of employees so that they can contribute in growth and expansion of enterprise on
continuous basis. Vroom expectancy theory and equity are some of the types of Process theory
that can be used by manager of Waitrose to motivate and inspired individual. Such as:
Equity theory: Most of employees are motivated on basis of ethical practices followed by
organisation such as provide equal opportunities to all to take part in decision making of
company so it can achieve its specific objectives. Manager of Waitrose have provided good
working environment and equal resources, chance to use their capabilities and skills so that firm
can gain competitive advantages. It continuously supervises and monitor performance of
employees in order to rewards people that have put extra efforts and punish or cut salary of
individual that have underperformed. Thus, they can be inspired to improve their performance
and productivity for actual growth and sustainability of organisation in competitive market
(Mitchell, Wynia and Golden, 2017). Therefore, Input need to be equal to output such as every
individual have different experienced, knowledge, skills and capabilities that they used to
perform specific task so the outcome should be equal. Standard process and procedure are stated
by Waitrose manager so that new employees can easily perform task within limited time frame
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and cost. Work is equally distributed among employees so that no one can feel pressurised to
perform task and inspired to put more and more efforts so that company can earn profitability.
PART2
Different between effective team and ineffective team
Effective team are most essential for organisation as they helps in effective achievements of
organisational goals by putting together efforts of different individual for completion of specific
task (King and McInerney, 2016). Both effective and ineffective team have different
characteristics that need to be understood by manager of build strong and effective team that
helps in overall growth and success of Waitrose. Therefore various characteristics of effective
team can be stated as follows:
Common goal: Team member of Waitrose work together for achievement of common goals by
contributing their effective efforts so that task can be completed. Team leaders of Waitrose
clearly specific task that need to be performed by each individual so that common objectives can
be achieved. It have also provided specific guidelines and procedure to team member so that they
can easily perform task and faced different challenges in order to get better outcomes (Lemons,
and Strong, 2016). Employees are highly committed toward Waitrose goals thus have worked
extra time so that company can gain competitive advantages form other competitors.
Open communication: Manager and leaders of Waitrose have ensured that employees openly
communicated information to each other so that no problem can be created in future
circumstance. Strong relationship and trust, understanding among employees have contributed in
timely completion of task and achievement of common objectives. Good working environment
and effective communication helps leader to effectively coordinate and cooperate work of
various individual towards common goals of organisation.
Strong bonding: Employees have strong bond between each others so they can easily faced
different challenges of organisation by putting their efforts. Leaders of Waitrose does not have to
make efforts to coordinate efforts of different individual as they can easily connect and share
their respective task so that particular goals can be achieved in specific time. Trust between each
employees have contributed in developing and maintaining strong bond between various
employees of organisation.
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Vague of roles: There is no confusion among employees of Waitrose about task that need to be
performed as managers have clearly defined task and responsibilities (Badubi, 2017). It has
helped in better coordination of effort of different individual towards organisation.
On the other hand Ineffective team have just opposite characteristics that need to be
avoided by manager of organisation for smooth operation of business for long term. Such as:
No commonality: Waitrose have employees or team member that belong to different social
culture, tradition and preferences so sometimes it lead to confusion and contradiction among
employees on various issue. Each and every individual wants to follows their method of
performing task that may hinder growth and success of organisation.
Conformity and mind protection: Some of the employees are conformed or stick to particular
point of view therefore it is difficult for leader to inspire them to work in specific manner so that
particular objectives can be achieved. Managers of Waitrose through effective communication
and building strong relationships among employees are able to coordinate each other towards
common goals.
Lack of camaraderie: There are few individual in Team of Waitrose that feel that they are not
essential part of organisation. They used to perform as per their interest or preference in
particular field that lead to ineffective coordination (Uher and et.al., 2018). It may create
situation of conflict therefore manager of Waitrose have motivated and influenced to shared their
views points in order to create feeling of belongingness and inspired employees to work hard so
that company can earn maximum profitability.
Tuck man team development theory
In order to built an effective team Tuck man has suggested the model that can support
Waitrose Company to built an effective team. This model is a diversified technique to establish a
team that can generate the desired outcome of the team. In this model team is built with the
support of set of actions that involve forming, storming, norming and performing. All the stages
carry its own significance in team formation activity.
Forming: Forming is the initial stage involve in team development model. In this stage all
employees part of the team come forward to form a team. Team leaders address about the
objectives and aims of the team to all the members part of the team. On the basis of the need and
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requirements attached with tasks team needs to undertake leaders involve individual employees
in Waitrose Company that carry such skills and capabilities needed to perform the team
operations (Friedmann, Garg and Holtbrügge, 2018). Team leaders try to include such employees
who can perform more than one operations of the team so that flexibility in the team can be
maintained. This is the stage of team development where issues between team members also
arise. All employees part of the team try to establish a individual influence in team with the
support of individual knowledge, skill and capability. Team leaders also try to communicate with
employees in regards to solve the issues of team. This stage is very crucial as it set the culture of
the team. Behaviour of team members also create an impact over the culture of team.
Storming: Storming is the second stage i8nvolve in team development model suggested by
Tuck-man. This is the stage where all employees part of the team conveyed about all operations
team needs to undertake. Employees part of the team make clarifies about the roles and
responsibilities of the team by team leaders. In this stage team leaders try to solve all doubts of
employees part of the team. Storming is also a crucial stage involve in team development model
as this is the stage where team leaders also put efforts for solving different issues become part of
the team in earlier stage of forming. In this stage regular team meetings also conduct so that team
bonding can also created (McDonald and Bubna-Litic, 2017). Team leaders try to solve all
confusions of team members so that all employees part of the team can stay focus towards
achieving team's objectives. Along with the bonding team leaders try to establish the proper
culture that can drive employees in team towards achieving the objectives of team. At this level
of team formation all employees starts to act like a team.
Norming: Norming is the third stage involves in team development model suggested by Tuck
man. In this stage all issues between team members gets resolve with the support of team leaders.
Norming is the stage in which all issues between team members gets resolve by team leaders. All
employee becomes part of team at mental level. All objectives and individual roles of team
members gets clarify by team leaders at this stage. Decisions also starts to make at this level. On
the basis of the team's requirements leaders starts to take all decisions that can support the goals
and objectives of the team (Pradhan and Bhattacharyya, 2018). At this level unity between team
members also get strong. All team members starts to act like a team which also create positive
impact over the team. Strategies are plained at this level in respect to the team. Norming is
considered as an important stage involve in team development model suggested by Tuck man.
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Regular team meetings starts to initiate at this level so that team leaders can review the
performance of team. Leaders in team also follow the policy in Waitrose Company to delegate
the authority of taking smaller decisions to employees part of the team so that time taken in
making decisions can be controlled. This practice also allows team leaders to improve the work
efficiency of the team.
Performing: Performing is the final stage involve in team development model suggested by
Tuck-man. This is the stage where all employees part of the team starts to act in the team on the
basis of the strategies formed by team leaders. In Waitrose Company the management suggest
team leaders to get involve employees part of the team while preparing operation strategies in
team. Involvement of team members in strategy formation allow teams to cover all practical
aspects of the functional activity while planning for operations in team. On the basis of the
strategies and approaches suggest by team leaders all members start to perform. This stage
involve in team development model can be suggested as among the most significant stage
involve in team development theory suggested by Tuck man (Sathiya, 2019). This stage
contribute for the team in achieving overall goals and objectives behind the team formation.
Team leaders also take regular review on the team performance. Regular reviews in team
meetings allows team leaders to discuss about the strategies team use to conduct different
functional activities. This also enable team members to discuss in respect to any improvement in
strategies and working approach that can support teams in achieving all objectives of the team in
more effective way.
The above mentioned stages are a part of team development model suggested by Tuck
man. All the four stages allows teams to achieve all objectives behind forming a team. This
model is a systematic approach to built a team. This model of team development allows leaders
to control every stage involve in team development theory. With the support of this model
management of Waitrose Company has been able to form different effective team at different
functional activity such as marketing, sales and other functional roles on the organisation
hierarchy of the company.
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Application of concept and philosophies of organisation behavioour in organisation context
Management of Waitrose Company strictly follow the concepts an philosophies
associated with organisation behaviour in order to conduct different functional activities of the
organisation. The concepts and philosophies of organisation behaviour has suggested company in
the following ways.
Improving employee motivation: Concept and philosophies of organisation behaviour has
suggest the management of Waitrose Company to improve the employee motivation in
organisation. Motivation is defined as improving the employee morale in respect to achieve all
different objectives of the company. With the support of maslow need hierarchy model company
has been able to improve the employee motivation by coping up with different needs of
employees that involves growth need along with basic needs of human being (Mullins, 2019).
All employees becomes part of the organisation in order to meet different human needs. The
model of need hierarchy has guided company to achieve the high level of employee motivation
that has also suppore4d company to achieve its business objectives to larger extent. Employee
motivation also channelises into performance of employees at work place.
Improve work efficiency: Concepts and philosophies of organisation behaviour has guided
company to achieve the best level of work efficiency from its work force. These concepts has
suggested company to improve the work efficiencies of employees part of the organisation.
Work efficiency is the indicator of productive performances done by employees in company.
Concepts and philosophies of organisation behaviour has suggested ways like improving
motivation, facilitate with resources to employees and all different approaches that has supported
organisation in achieving the highest level of operational efficiencies.
CONCLUSION
Report can be concluded with explanation that Waitrose to build strong organizational
behaviour have to work on building dynamic organization culture with higher innovation and
developed working fundamentals of optimism to build on higher diversity within effective teams.
The report can be further concluded onto various paradigms to bring on stronger vision and
developed working hemispheres which can built high ethical working organization culture which
will develop more stringent continuous progressive development. Tesco has large workforce
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where all skills and features are working with the latest determinants with strong business
aspects and rationally functional determinants to bring on stronger vision for larger profits and
business parameters. The part 2 can be concluded with functional structure of how leadership
works as an important determinant at Waitrose. Report can be concluded with wide differences
between cooperative developed teams which are effective and non-effective teams within various
grounds. The report further concludes team development theory which is highly important to
pertain onto larger levels of efficiency in completion of performance targets.
REFERENCES
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