Organisational Cultures and Workforce Motivation: Analysis and Evaluation

This report analyzes the impact of organizational culture, politics, and power on individual and team behavior and performance. It also evaluates content and process theories of motivation and motivational techniques for effective achievement of goals in an organizational context.

Organisational Behaviour

Table of Content.
Table of Content............................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
TASK-1............................................................................................................................................1
P1 Analyze how an organization’s culture, politics and power influence individual and
team behavior and performance..............................................................................................1
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context......................................5
RECOMMEDATIONS...........................................................................................................11
P3 Explain what makes an effective team as opposed to an ineffective team....................11
How effective team is different from an ineffective team....................................................12
Difference among impressive and unproductive teams.............................................................14
Different ideology and notion used in organization..............................................................17
Evaluation of team development theories which influences behaviour for enhancing the
performance of business..........................................................................................................19
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................21

INTRODUCTION
Organization behaviour is the part of educational look on how people interact inside
businesses and where its standards are implemented usually to make business function more
effectively. Organization is setup where employee comes together to work in close coordination.
Organization behaviour is the study of human behaviour and its other factors which include
structure, generation and social system. Additionally, it also analyse the impact of social and
surrounding elements that may have an effect on individual employer or team. Area of concern
for organization behaviour is with understanding, manipulation and prediction of human
behaviour. Aim behind it is to focus on human attention from humanistic point of view. For
reference here, the company choose is Morrisons, that is largest supermarket of UK. Morrisons
offer range of products which include food grocery and many more. Report includes the effect of
culture on organization, politics and power effect , different theory of motivation used in
organization, philosophies of organisation behaviour, effective and ineffective teams (Balwant,
2018). ‘the relationship between
MAIN BODY
TASK-1
P1 Analyze how an organization’s culture, politics and power influence individual and
team behavior and performance.
Every organization consist of some defined values and policies and they follow some
specific guidelines which helps to find differentiate the particular organization from others.
These specific principles and beliefs in organization is responsible for forming culture.
Organisation culture is the supposition, treasure which are applied to avail the actions of the
members of the organisation. These practises affect all the angles of the organization.
Organization culture is used for the representation of culture values of the organization members.
It has a big role in forming the structure of organization. This organization culture is based on the
Hanky's model. Handy model focus on the specified task and projects (Bouraoui and et. al.,
2018). Model consist of 4 different cultures which are given below:
Culture: -
 Role culture- Role culture is a culture where employee gets duties or roles depending
upon there specification, educational background or employee individual interest to
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extract the best quality out of the employee. In this type of culture, employee gets a fair
chance to determine what quality they could willingly do and will accept every upcoming
challenge with full motivation. Every employee is chargeable for work they have
assigned with (Novilla and Bean 2020).
 Power culture- Power is the type of culture which defines authority. There are some
organization in which power remains in few employee or to the best legal authority is
assigned to take decisions. These power controlling authorities are the one who witnesses
the unique privileges in workplace. They are most important panel in workplace. These
panel authorities provide different responsibilities to other junior employee. Due to these
authority employees don't have the choice of liberty to express their views (Cui and et.
al., 2021).
 Task culture- Here teams are formed to work on a particular area. Focus of this culture
is towards task completion, it does not focus or rules or policies. Here the individuals
with common interest and ability come together to work as a team. It is important for for
every member to impart equally and carry out tasks in the most modern way.
 Person culture- The organization which follow person culture make their employee feel
that employer’s reviews play a very important role in growth of organization.
Organization which follow person culture, there the individual employee focusses more
towards the self-improvement and growth rather than the organization. The only
motivation for employee is to just earn money and these types of employs are never loyal
towards the organization (Fallatah and Syed, 2018).
Morrisons exercise role culture, for the potency of the organisation as they envoy the duty
according to employee’s ability. Morrison used this pattern to reduce muddiness between
employs by giving peculiar set of tasks. Role Culture companies will provide employee with a
lot of stableness and state of mind but organization might have faced trouble in adapting the new
changes.
Organisational politics: -
This is a way to assess the operational susceptibility, which involve the social networking
or utilise the physical phenomenon to achieve the organisational goal. Politics is an important
purpose within the administration. It is analysed that employees use organisational politics as a
instrument to exercise their power in wrong way, to gain utmost popularity and stain the mental
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image of someone else in their company. Politics power is getting processing more day by day to
reach at desirable result (Grant, Garavan and Mackie,2020). The organisational politics aim is to
affect decision making. There are four metaphor of organisational politics given below:
 The weeds- This is used to influence individual in unethical way and it is dynamical
which grows naturally without any disruption in maintenance. To carry off the weeds, the
knowing of informal networks is very primary to cover up the mishandling of situations.
It is good thing to grow as its development saves the organization but this might lead
organization to a downfall if left ungoverned, as nothing else can grow so it is advised to
fill gap by identifying the lacking points.
 The Rocks- It demonstrate the ability which occurs in individual interaction and through
the formal sources such as responsibility, skilfulness or approaching to the resources. It is
used to demonstrate that what are different initiatives organization took during calamity.
(Huang, 2021).
 The High Ground- It helps to pool the organisational quality with various formal
sources. It is used to describe the structure, plan of action or the measure of the company
which is considered as a basis of political activities. These groups are responsible of
bringing innovation or changes. This legal behaviour can help in betterment and new
conception for company. These regulation and basic plan benefits organization to keep a
check against the rocks gives. These rules helps to provide a check against the notions of
individuals by authorities. They are the rails for the rocks.
 The Woods- The woods usually provide safety or cover for the well-being of individual
employs or set the desirables changes required. The role here is to take a review from
clients, or recent hires or employee about their advice which they can provide after the
observation or experience they gain (Jnaneswar and Ranjit 2020).
Morrison's politics might impact the employees in a destructive way by reducing their
work potential. Additionally, these politics low the level of attention which can lead to
demotivation in the employees. These political relations can be overcome by authorizing task to
employees on the basis of their capabilities. Companies should promote team work and effective
communication between the employees.
The external powers and Uk’s political situation influences the corporate culture of
Morrison's. The impact of nations political scenario can be eliminated by implementing the
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cultural standards a models of organisations culture. Changes in Morrison's management has
been taken place after examining politics and culture. There is increase in organisational
creativity results in improvement in culture of organisation. Organisational politics affect the
relationship among the employee's and management which affects the firm’s productivity.
Organisational power
This is the prospective ability to determinant the action of another stakeholder in the
organisation. Mainly the power is the capability to make changes according to own self by
agreeing other employs on something they might not prefer to do. In an organization the role of
head is to provide proper path to every individual employ that how to complete the particular
take on given time (Kaehne, 2018). There are three main types of the power within the
organisation given below:
 Coercive power- This type of power is commonly used in most organizations though it
doesn't have any major effectiveness. This is an ethical power where manager has right to
force an employ to follow an order by forbidding them of losing their job if the
employees does not obey the order efficaciously (Khaola and Rambe, 2020).
 Legitimate power- Type of power one receive after getting a definite position. The
managing director and other major authorized body in a company usually hold this
quality due to their current position, which defines their role. This power contains casual
rules of conduct. Effective employee doesn’t depend on these power as these powers are
not permanent, it can be taken away anytime.
 Reward power- It is the quality of the administrator to provide rewards such as
promotional material, exclusive right and money etc. which is given as an incentive by
the appointed head for completion of provided task. This type of ability helps to achieve
good growth and result as it will provide employee enthusiasm to work hard. Morrison
use this power with the aim of providing encouragement to co-employs for the potency
and productivity of work (Lam and Xu 2019).
 Expert power- This type of power is hold by the experienced employees of organization
as they influence and guide other junior and co-workers to gain their path. These type of
power comes from huge experience this expertise have with their technical knowledge.
To withhold this power, it is necessary for them to upgrade their knowledge time to time
to maintain their reliability.
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These power impact teams of the Morrison in a positive manner as it helps employ by
increasing their work productiveness. The organization uses the Legitimate power to
influence employees for work effectively (Lampaki and Papadakis, 2018).
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context.
Motivation is a basically the action which initiate or guides the employee to be goal-
oriented. It is a force which is used by organization to push an individual closer their goal and
this action also make them active towards their workplace. Employ motivation is directly
responsible for organization success. When these action aren't practise in company then company
might experience low level of productivity and reduction in output. The other source of
motivation include autonomy, curiosity and beliefs etc.
Content model of motivation attempt to check out to link up status to fulfil employee's needs.
This model specify on the different adjustments required according to the human needs
(Lockhart, Shahani and Bhanugopan, 2020). This model consists of system of needs that
motivate employ or people for their goals. It is as subset of motivational theories which tries to
define what encourages individuals. They describe needs system which motivates actions of
individuals. Meanwhile the process theory of motivation tells about the explaining of why and
how motivations impacts behaviours and needs. It is enlisted with various plan of attack
mentioned below are:
 Maslow's hierarchy of needs state that peoples are driven to attain definite needs.
Different needs can have assorted priority over others. It is one of the famous
motivational theories and used for classifying the motives of humans. Developed by
Abraham H. Maslow including the 5 hierarchic classes. According to this theory
individual are motivated by needs which are not satisfied. Needs are listed from very
basic to most complicated which are physiology, safety, social, self-esteem and self-
actualisation. To complete their needs, people motivate them by completing one need
after other.
o Physiological needs- These are the most powerful need of every individual as
they are characterised as basic or primary requirements of employs. These are
essential as if they aren't fulfilled, body functioning will be effected. These
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includes survival kit which are food, drink, shelter, sleep, etc. Additionally, it also
involves temperature, humidity, etc. (Mansouri, Singh and Khan, 2018).
o Safety needs- As soon as psychological needs are fulfilled, employ or people next
focus on security and safety. It is required to overcome the risk and uncertainty.
People wants a definite amount of certainty and control in their lives, these types
of necessity might be consummated by the relative and society. However, this
also includes emotional or financial security with freedom of fear and healthy
well-being.
o Love and belongingness- These type of needs consist of human emotions,
connections, affiliating or being part of a group. These are type of social needs
which involves feelings. Here people demands for a transparent relationship
where both can ask from help to each other. This relationship is formed to reduce
individual loneliness.
o Esteem needs- These type of needs consist of confidence, strength, and especially
the respect from other co-workers or surrounding neighbours and initially the
achievements to. These needs are involving in achieving satisfaction or pleasure.
Human beings revolve around to overcome or gross their needs, these needs
consist of feeling of self-importance. These play an important role in motivating
as it provide them feeling of prestige and personal worth.
o Self- actualization- It is the advanced level here which basically refer to the self-
fulfillment and apex experience which is concerned with self-aware and personal
growth. It is a process through which individual achieves their overall potential. It
is the ultimate goal for any individual or an organization also. This type of needs
happen when someone is ready to use their abilities to get extra benefits while
keeping in mind about their limitations in work space.
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 Alderder's ERG theory of motivation altered the Maslow's hierarchy of needs which
states that people is actuated by multiple level of needs at identical time. In this the needs
are at the very basic level and includes needs like foods, shelter, drink and safety. Next
are relatedness needs for feeling connected to other groups and persons. All these needs
are fulfilled by establishment and maintenance of relationships. At the top level the needs
for growth are mentioned for self-actualisation and personal achievements. can be
change upward or downwards as it depends on existence or growth level. It consists of:
o Existence- This needs are related to physical and psychological needs. This basically
comprises of all the needs which are related to the psychological and safety needs of
the individuals. So all the safety needs which came under the Maslow group are
came under this category because of the same nature.
o Relatedness- This necessity is related to Maslow's association- related and honour
needs. It basically includes personal and family relationships. These are basically the
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social needs which an individual want to fulfil through developing relationships. This
need basically covers the social and self-esteem needs of Maslow’s theory
o Growth- This need has correspondence to self- actualization needs and it include the
need of self-worth, advancement and individual growth. This basically comprise of
internal feeling of individual’s like feeling of being unique, personnel growth, etc.
which influence the individual to work with full potential.
Morrisons are using the Maslow's hierarchy hypothesis in practice. They focus on
employee’s profit and this hypothesis cover all stage for their employee's satisfaction. By
implementing this theory within the business organisation the management effectively
understand the needs of individuals and by fulfilling them they motivate their employees.
Process model target towards mental and behavioural processes, which human follows. This
consist of how might a single need may affect action for achieving goal.
 Skinner's reinforcement theory is based on fact that action is repeated when rewarded
and when punished for a particular behaviour its chance of continuation is relatively less.
There are different factors of reinforcement theory are given below:
o Positive reinforcement basically consists of sensible input which is required to
enhance the profitable behaviour. For example, like if the management of the
Morrison company prise their employee for coming early in the office then this
will result in increasing the probability of doing this again and again. Reward is
also being considered as a positive reinforcement.
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o Negative reinforcement is done by eliminating the obstacles. So that, one can
perform efficiently. The management of the Morrison company can utilise both
positive and negative reinforcement in order to remove the consequences.
o Punishment is done to prevent someone from repeating unwanted behaviour.
o Extinction is done by authority to lower the undesirable behaviour.
 Locke's goal setting theory- This theory is based on setting goals which says employee
works harder when they get a hard challenge. The theory explains that setting of goal is
important for linking to the performance of activities. It states that particular and goals
which are challenging with proper feedback contributing to the higher and better
performance of activities. In short goals direct and indicate the firm’s employee's about
needs to be done and how much efforts are needed.
o Clarity- Here goal understanding should be on mark to reduce the risk or
misunderstanding.
o Challenges- It helps to keep employee focused and engaged.
o Commitment- Employees should feel committed to the goal they are assigned.
o Feedbacks- Should be provided to understand how they are doing.
o Task complexity- Should be divided into multiple desires to ensure effective
working.
Morrisons uses the Skinner's reinforcement theory, as it provides rewards to those who
show positive behaviors. It also boosts morale and productivity of employee's.
Managers influence on employees for motivating them- For understanding how
managers can influence in making employees more productive so first managers of Morrison's
have to understands what encourages employees as a human being on professional and personal
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level. As every person is encouraged by the regular process of satisfying wants. By using
Maslow’s Hierarchy of needs model executives of Morrison’s can motivate employees for
productive work by giving them what they need for survival like water, food, shelter etc. If all
these are satisfied, then employees will move to others stage for making friends in office so
managers can motivate them by providing better environment. By the use of Edwin A. Locke’s
goal theory is the best theory used by executives of Morrison's for motivating them by setting
goals as it aids them to feel connected to work and they are more committed towards the work.
The relationship between Handy's model, types of power and politics with motivational theories
is discussed below: -
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Hofstedes cultural dimensions theory- It’s a framework for cross cultural
communication formulated by Geet Hofstede. Its show the impact of culture of society on values
of members and how does it relate to the behaviour by using a structure derived from factor
analysis. Here is the analysis on Morrison's-
 Power distance- In Morrison's power is distributed between team members equally
regardless of the levels in hierarchy and gives equal benefits to the employees for
providing them with power for effective work. The equal power among the employees of
team result in motivating the employees as their self-esteem needs are fulfilled by the
company. They feel confident and motivated.
 Masculinity and Feminity- It’s the effect of difference between the males and females
in firm. In Morrison's there is balance in both the male and female employees. Both have
equal say in firm and process of decision making. The company management not do the
discrimination among the employees and give them fair chance to present their skill. This
motivates them towards their role.
 Individualism- In Morrison's individuals work together as team for achieving goals and
objectives of the firm. They exchange the ideas and suggestions and discusses about the
issues in firm and have healthy conversation. The management of the Morrison company
involves their employees in the decision making process. Due to this the employees feels
engaged towards the company objectives feel motivated always.
 Uncertainty avoidance index- Morrison's encourages the culture where employee's very
well-known for responding to unforeseen and unusual events and deals with employee’s
tolerance levels. The higher level authority of the respective firm deal with their
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employees in positive manner and motivate them to work hard on continuous basis. So,
the effective dealing with the employees result in motivating the employees.
 Long term orientation- Morrison's keeps long term relationship with employee's. They
have a steady approach and strive hard for living up expectations of management.
Employees gets attached to the firm and not look at short terms goals. The positive
relationship which is developed between the company employees and managers make
them feel comfortable. Due to this, they feel more engaged as well as motivated and
work hard for the company success.
Handys model of organisation culture- This model includes the 4 approaches to
understand the culture of the organisation.
 Power- In Morrison's the power does not remain in hands of top management. They do
not take the decisions by themselves but takes suggestions from employees too and
delegate them some responsibilities. By following this culture firm is being able to
enhance productivity as employee's can share their ideas. The involvement of the
employees and their suggestions in the important decisions of the firm result in
motivating the employees. They feel more engaged contributed towards the success of
the firm.
 Task culture- Morrison's use this culture for achieving goals by forming the teams in
which the individuals have same interest and specializations. All member shares equal
power in the group which result in reducing the conflicts among the employees. The
reduction of the conflicts developed positive environment within the workplace which
motivates the employees.
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 Person culture- All the employees of Morrison's are treated as special by the firm and
they are given importance. They can decide what work they can do best and perform
activity as per the skill. Employees are given more importance than organisation. If the
company employees perform task in proper manner, then they are appreciated by the
higher management or they are awarded with the financial benefits which result in
motivating them.
 Role culture- Employees of Morrison's are delegated the responsibilities and roles in
accordance to their specialization. They can decide what is best role for them and they are
responsible for the work outcome. The allotment of the work according to the skills
possessed by the employees result in increasing their productivity. This motivate them to
carry out the work in proper manner.
Relationship between the handy model and theories of motivation
Motivation is a complex subject and main issues with motivation is that how persons
and fleeting can be. Handys theory for motivation there are 3 points to keep in mind -
 Needs- If the needs of the individuals are met they work harder on the given task. Needs
can be basic like water and food to self-fulfilment and achievement. In Morrison's if
employee's needs are not met then they will be not be able work properly.
 Results- Reward is given to employee's in Morrison's for performing better in firm and
there are no. of ways that outcomes of activities may be rewarded and money is the top
priority. Employee's for standing out in team perform more better.
 Expectations- Expenditure and expectations are tied closely as individuals are going
to work more harder for achieving things. Morrison's offers monetary incentives for
performing the task which aids in achievement of goals.
RECOMMEDATIONS
Here are some recommendations for Morrison's-
 Create a seamless science of work motivation.
 Use the outcomes of existent meta analysis for integrating the valid aspects of
motivational theories.
 Identification of variables like personality for applying and situations for choice and
structuring.
 Use the introspection extensively for understanding and studying the motivation.
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 Understand knowledge and motivation relation.
P3 Explain what makes an effective team as opposed to an ineffective team.
Important role is played by the team within the business organisation in order to attain the
firm success. A team comprises of diverse range of people who collectively put their efforts in
order to attain the common goal. Effective team may be defined as that team within which all the
members are unite and work with the same vision and always remain motivated to accomplished
the set vision. The members of the effective team take the calculated risk which lead them to
attain the set objectives. On the other hand, ineffective may be defined as team whose members
not mix well with others and do not possess the required skills to carry out the task in proper
manner. The team members of the ineffective team mostly miss the deadline of the project and
leave the teammates to fend for themselves. Along with this the actions are also taken by the
members of ineffective team in premature manner. Different types of team have been created by
the management of Morrison company that provide opportunity to them to work in a team. This
result in increasing the interdependency between the company employees. This assist the
respective company in attaining successful position in the market.
How effective team is different from an ineffective team
Impressive teams are always a crucial part for the every booming structure. Usually it
consist of group of members with enhance skills work together to achieve a specific goal.
Identification of effective teams
o Clear purpose- Their basic role is to set a broad goal and objective with clear-cut motive
of success. It also helps the employ to get clear message about company policies and
principle. It is also important for employ to be updated about the actual worth of their
wok and what amount does the work contributes in company success or growth.
o Powerful leadership- A booming team is led by a trustworthy individuals who can
furnish correct counsel to its team members. They focus on developing other or their co-
workers. They also help to encourage strategic thinking and innovation plan. Good leader
helps to up-bring their best talent required for team to grow (Yu, 2019).
o Open communication- It is done by employee to express their felling and ideas. To
make them feel that their inputs matters. It also provides confidence to the employs to be
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more vocal about what they feel is important for effective innovation. It helps to make
workplace more safer with smooth system.
o Resolve conflicts- Effective team members should always try to trait their interpersonal
issues by respecting each other's point of view by providing fair chance of speaking to
other person and listen to one another calmly. It helps to maintain the positive and even
the comfortable environment culture in workplace.
o Contribute to the company's success- Effective team tries to contribute for company
success by making proper plans to deal with upcoming projects, being regularly in touch
with their customers, built relationship with competitors to be updated about the
competitors strength and weakness.
o Full their own task and help others- Members of tram must try to be efficient and do
smart working. Efficient team should also focus to help each other to accomplish the
goals as this skills will help them to inbuilt their leadership quality and will enhance their
skills more. Helping increases the communication between employs and this might also
help the employee to reduce their individual stress to (Yadav, and Sharma, 2020).
Stages of team development-
It is the process of learning the experience of working together as team effectively with
proper managing manner. These stages are important as it helps to resolve conflicts between the
employs in more smooth effortless manner, to share more information effectively in team, to
achieve greater results. Additionally these development stages help to review the outcomes. This
is done by researching more innovation to overcome the team weakness. Bruce Tuck man,
identified a five stage of improvement process as according to Bruce, every stage are needful for
running collectively to avail the success which includes :
o Forming- This is an orientation duration. This is the primary stage of development as
before the forming, team members do not know each other and its focus is to make sure
that everyone is becoming familiar to each other. Their duty have yet to be constituted.
However team leaders holds a key importance as they take charge on themselves to direct
the team members. Morrisons examine the set of ability of every individual employees
and provided them work according to their experience and ability. Task are pre
characterized by higher authorities according to individual individual employee
capabilities. It is basically the first day of collaboration (Suganthi, 2019). In Morrisons
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this stage helps in forming the effective teams according to their capabilities which
makes it easy for the firm to build teams which are fully capable of completing work on
time. It also aids the firm in arranging the members at places where they can effectively
and enhance the firms productivity.
o Storming- This is most difficult and a critical stage as there might be the chance of
conflicts among the members. There is chance of decline in employs performance as
energy is utilised into unproductive arguments or conflicts. Team leaders need to ensure
that the conversation between them is healthy and productive. Morrisons talk about the
goals with its employees to measure new inventive ideas that can help to increase
skilfulness. In this stage Morrisons ensures that each member of the team is involved in
the healthy discussion and argument with other team members for getting solutions of
issues which are arises in the firm which helps the firm to get innovative ideas and
solutions for achieving their goals and objectives which is profit maximization.
o Norming- At this phase battle is resolved and integrity is seen. Team members patterned
out how to work collectively as a team without brining internal conflicts or competition
in workspace and teams united on the regulation and belief. During this phase, the team
performance increases as member started function together. Morrison's team work with
concordance and unit while respecting other co-employs. Additionally, they also follow
the rules and perform efficiently (Stewart, Nodoushani and Stumpf,2018). This step of
this model aids in enhancing the firms productivity as team members productivity is also
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enhanced. All of the members follow the rules and regulations set by firm for
achievement of its objectives.
o Performing- During this stage employs work as a strong team with broad and steady
structure at workplace. There is a sense of direction and the team deals with the conflicts
in a honest manner. Commitments during this stage is high, employs work towards their
individual growth to. Teams in the Morrisons set a steady situation to work efficaciously
for the accomplishment of the goal. Every member of team is focussed about their
commitments. Prior to performing stage there is development of trust starts between
employee's. At this stage Morrisons employee's are fully dedicated towards the firm goals
and individual goals too as they perform all the activities in a teams which aids them to
work with full efficiency.
o Adjourning- The objective of team is to complete and this is the concluding task of
document. The attempt employs done during these stages to bring the successful results.
Here the individual witnessed their own growth during the project and analyses the self-
improvements they need to work on. The workload is weakened and a new duty
assignment is assign to the team. Usually they discourse what went fit and what could be
improved further on upcoming projects. Morrisons create a new task after the completion
of previous task and work on the improvising their performance (Schulte, 2018). Teams
who have worked hard on the projects of firm are now little bit relaxed as they have
efficiently completed the assigned task which has resulted in improvement in revenue
generation and firms profitability.
Difference among impressive and unproductive teams
Basis Impressive teams Unproductive teams
Practical
environment
It is usually a relaxed and comfortable
for the members.
Situation is bored for the
employees.
Underlying goals Aim is well interpreted and recognized
by every individual employee's of
teams.
It is hard for employs to understand
the objective and group duty.
Perception Every thought is given a equivalent Ideas are neglected and domination
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value and people listen to each other
in peaceful manner.
is witnessed..
Battle resolution Group is comfortable with agreement
and always try to avoid conflicts
They do not concord with each
other's belief and make up huge
conflicts within the organisation.
Self- judgment Is majorly important to enhance team
efficacy.
Here members witness more
amount of competitions among
them.
Leadership There is no domination seen, only
guidance is given for improvement.
Major forceful domination is seen.
Contribution Here equal chance is given to
everyone.
No fair chance is give to represent
their views.
Effective teams motivate the discussion on points which they disagree and use healthy
conversation for introducing creativity and alter the ideas for reaching to a outcome. They take
conflict in a healthy way, in Morrisons these groups are highly active. Here are some
characteristics of these groups-
 Open discussion- In Morrisons the members participate and contribute in groups with
reasonable discussion and are prepared for listening and learning from others.
 Decision taking- Effective teams in Morrisons take decisions by procedure of convincing
the team members by logical argument.
Ineffective teams form a agreed view very fast and defend against the new ideas.
Completion of task is achieved in a fast way which means only the symptoms are solved than the
cause. In Morrison's these teams are characterised by-
 Takes all the decisions by voting but puts no efforts for winning the minority who is
against them and al this leads to conflicts and chaos in firm.
 There is lack of agreed objectives and environment which is full of tensions which leads
to the personality clashes in team members impacting company's performance.
Individual differences- It stands for changes between the individuals in context to single
feature or many features. They are the differences which in totality are different form one person
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to other. In Morrison's also there are many difference between the employees in terms of their
interest likes hobbies, field etc., difference in attitudes like having positive and negative attitudes
towards the work in the company. All these are caused by many factors like environment in
which they live, and self-capabilities.
Perception- It’s the identification, organisation and interpretation of sensory info for
representing and knowing the presented info. Perceptions consists of signals which are sent from
body's system and results in forming a interpretation of information. In a firm perception aids in
shaping the individual’s personality and how they react in any particular situation. Morrison’s
takes the perception seriously by seeing that how they act while performing the work in the firm
and how does it impacts their creativity.
Ineffective team is developed where the point of the group members is not matched and the
conflicts has been arising between the team members on regular basis. The members of the
ineffective team are demotivating and each other which affect the company success. Some
characteristics of the ineffective team has been discussed below: -
o Low unity of purpose: - the members of ineffective team are less committed
towards the common objectives and all the members are work to attain the different
objectives.
o Less understanding: -the members of the ineffective team are less understandable.
They don’t try to understand the perspective of their team members and try to
blame other if any problem arises. This result in the failure of given task.
o Unequal participation: - the unequal participation of the employees is also being
considered as the characteristics of ineffective team. The members of the team do
not contribute properly in order to complete given task which affect the company
success.
Different ideology and notion used in organization
Path goal theory is based on the fact that it is the duty of leader to atone their employs for
every shortcoming. Leaders should be impactful as it helps employs to be full of motivation,
satisfactions and it will directly lead to the individual growth(Robertson and Carleton 2018).
This theory says that leaders provide their employs a transparent path to follow their goals in
right manner. It include four leadership style given below:
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Directive- The individual provide structural plan to their employees and in return leaders
expect a friendly cooperation from each member of team. The leader will initiate a project by
explaining employs proper brief of project they have to work on and also explains about the
clients demand. Leaders further provide responsibilities according to employs capabilities.
Leaders make decision according to their own experience and thought. The approved members
declared orders to the employees. The actions of workers are oriented by the leader. Leaders
also provide employ appreciation and reward for their work. Morrison's implemented policies
within the organisation by providing proper position to its employees according to the belief and
also encourage them to meet the action standard (Nguyen and Malik, 2020). Morrison's team
leaders directs the teams for meeting the set objectives and goals by assigning them roles in
accordance to their capabilities as its rival firms like Tesco, Sainsbury also directs their
employees by giving them a structured plan of action.
Supportive- This is a employs-oriented or human-oriented position style in which the
individual concerns about the co-employs needs, benefit and well being. Leader provide
sympathy for the employees who need assist. This finally helps teams members to develop their
professional skills and work well independent. Here leader try to maintain a positive attitude
towards the employees and always kept the employs belief before decision making. Whenever
there is a chance of battle within the organisation, Morrisons always try to treat their team
associate evenly and assist them to accomplish business goals efficiently. Morrison's treats its
employee's in a very good way as all of the team leaders are 24 hours available to its employees
for solving their queries so that they can perform well in comparison to their competitors as after
this step the performance of the employee's has raised a lot in terms of productivity.
Participative- This is also known as parliamentary leadership style, where leader provide
path to its associate and also leaders allows for fare stimulant from group members. Here co-
employs involve in overall decision making activity and get equal opportunity to discus what
they feel can be productive for the project. It has a big role in forming the structure of
organization as it relate the social scheme and use of power to attain the structural goal. It is
analysed that employer use structure politics as a instrument to usage their power negatively,
gain distant popularity and stain the image of someone else in their company (Miao and et. Al.,
2020). Morrison's all the rivals companies take ideas and suggestions for improving the
functioning of work in the firm for achieving goals and objectives and taking this as a suggestion
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Morrison's has also implemented in its organisation by taking ideas from its employees for
effective functioning.
Achievement- Oriented- Here the goals are set to promote the employees. They achieve
these goal by achieving their best performance. Rather of centring on the individual necessarily
of the employees, leaders main focus is on the achievements that employs have already gained.
The leader set up high stock of excellence for employs and try to seek more and more betterment
which will provide a adequate skills polishing. It will help employ to Learn different actions to
improve their personal performance. Morrison's leaders here motivate its employee's towards
achieving the personal and professional goals. Leaders sets the high bar like more sales in
comparison to rival firm or more profits in quarter and many others.
To get success in organisation, Morrisons formed ambitious task or content while
experting them to perform harder every time. Morrison use the twist of exhibit confidence in
employs by motivating them through appreciation and sessions. This will also help employ to
increase their work productivity (Mehmood, and et,al.,2022).
Collegial leadership style- The leader following this style shares the authority and power
between their colleagues. It is characterised by the environment where the leader and employee's
work as a team for solving the issues of firm. Morrisons leaders sometimes uses this style for
achieving goals by sharing power with employee's for resolving issues.
Autocratic leadership style- This is the style which is characterised by the person
control over the decisions and little suggestions from team members. Morrison's leaders uses this
style when they think that there control is lacking in firm by taking all the decisions by
themselves and do not take any idea from employees.
Evaluation of team development theories which influences behaviour for enhancing the
performance of business
A good business organisation coordination is important characteristic. Team is made up
of more than 2 individuals who work together for achieving the collective aim and objective.
Different styles of teams, consisting of members of teams and interface teams which exist.
Collective is very different from the team as participants work together like a team for
achievement of a common goal. The model of Tuckman Development note that developing
communities takes place in 4 stages. All these models and developing theories helps Morrison's
for achieving the goals and objectives as leaders of team do not have to rely on others for taking
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decisions which leads to high productivity and performance. Effective team formation leads to
achieving the goals and objectives of firm in a better way.
Belbin Theory –
This theory basically evaluates that how an individual can behave the in specific
situations. This theory state that each and every individual possess different pattern of behaviour
which basically characterises the relationship of an individual with other. This comprise of ning
role which are discussed below: -
 Resource investigator – Their nature assists them to discover innovative ideas and tells
them.
 Team worker - Their ability is to hold the team and complete the required work on their
behalf.
 Coordinator – Their responsibility is to bifurcate the work professionally as per the
strength and weakness of individual.
 Plant – Their ability is to re-solve various problems for the business and they are highly
creative.
 Monitor Evaluator – They provide logical judgements/suggestions based on the
decisions and monitor all the activities.
 Specialist – Brings new ideas and assist the team to develop new valuable decisions.
 Shaper – They only paid emphases on the team and gain maximum output from them.
 Implementer – Their job is work as per the plan and apply the plan in firm.
 Completer Finisher – Their ability is to see the finished work and if they find clinical
errors then they are obliged to solve these problems.
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Morrison can work on Belbin theory, with the help of this they can effectively evaluate all
the points and work in proper manner. In Morrison, the management and workforce work in
collaborative manner in order to achieve the set of organisation.
CONCLUSION
From the above essay report, different essential cultural behaviours are discussed.
Behaviour culture in any organisation plays a key role in maintaining a friendly and active
situation in workplace. It also discussed about different culture that should be developed by the
organization to gain effective success. Also discussed about organisational politics that it has a
big role in forming the structure of organization. Additionally, analysed about how efficiently
employees use organisational politics to show their power or gain utmost popularity in company.
Employer used these politics to stain someone image. Also discussed about different needs of
employ and about different stages that employs go through for their own development. Discussed
about effective and non-effective team. It contains numerous hypothesis of motivation to
motivate the employees for the accomplishment of goals and also to gain prompt work
productiveness.
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