Organisational Cultures and Workforce Motivation Part 1 and Part 2

This report discusses the effect of organisational culture, politics and power, theories of motivation, effective and ineffective teams and some philosophies of organisational behaviour. It includes the case study of Morrisons, the largest chain of supermarkets in the UK. The report also covers the content and process theory of motivation and motivational techniques that enable effective achievement of goals. It provides insights into what makes an effective team as opposed to an ineffective team.

Organisational culture

Table of Contents
Introduction .......................................................................................................................................3
PART-1..............................................................................................................................................3
Effect of organisation's culture, politics and power on an individual and team.......................3
Content and process theory of motivation and motivational techniques enable effective
achievement of goals................................................................................................................5
Part-2..................................................................................................................................................8
What makes an effective team as opposed to an ineffective team...........................................8
Concepts and philosophies of organisational behaviour within the organisation...................10
CONCLUSION ...............................................................................................................................12
REFERENCES.................................................................................................................................13

Introduction
Organisational behaviour is the study of knowledge about human behaviour and other
elements of an organisation like structure, technology and social system. It analyses the effect of
social and environment factors that affect the way employees or teams work It is concerned with
the understanding, control and prediction of human behaviour. It focusing on the attention of
people from humanistic point of view (Akpan, 2021). Organisational behaviour is all pervasive in
nature since organisation do not exist without people. The company chosen in this report is
Morrisons ( established in 1899 and headquarteres situated in Bradford, England, UK), which is
largest chain of supermarkets in UK. It offers a wide range of products like food grocery and
property development etc. in this report it will include the effect of organisational culture, politics
and power, theories of motivation , effective and ineffective teams and some philosophies of
organisational behaviour.
PART-1
Effect of organisation's culture, politics and power on an individual and team.
Organisational culture is the expectation, values and practice that guide the actions of all the
members of the organisation, which affects all aspects of the business. It represent the culture of
the organisational members. It is related to the structure of the organisation. It is based on
Handy's model in which there is a focus on specific tasks and projects. These model contain 4
cultures which are given below:
 Role culture- This is a clear hierarchy, in which every employee is delegated with their
roles and responsibilities, according their specialization. Every individual is accountable
for something. (Almeida and Volossovitch, 2021).
 Power culture- These are entrepreneurial types organisation where the power lies with the
owner and high authority members. Due to this, the subordinates have no option and
strictly follow the instructions of their superiors. The employees do not have freedom to
express their ideas and opinion. The authorized members make the majority of decisions
because only a few members hold the real power.
 Task culture- In this teams are formed to work on a specific area and the task completion
is more important than the rules. Every member has to contribute equally and accomplish
tasks in the most innovative way. In this culture the outcome of team's work takes

precedence over individual objective. In this, the power could be shift, it depend on the
nature of problem and who is in the team.
 Person culture- These are the professional types organisation where employees are
completely independent and work on the basis of their own knowledge and experience. It
focuses on the employees working within the organisation and rely on the knowledge of
the workforce. In this, the individuals are important and power is held with them and the
employees have the opportunity to develop their skills and career (Amadi and Everest,
2020).
Morrisons uses role culture, for the effectiveness of the organisation as they delegated the roles
and responsibilities according to the talent and skills of the employees. They used it for reducing
the amount of confusion by giving each worker a specific set of tasks.
Organisational politics is a tool to assess the operational capacity, it involve the social
networking and use of power to achieve the organisational goal. Politics is an important function
within the organisation, for difference in the self- interest of individuals. Politics power is getting
developing to reach at desired result and the use of organisational politics is to affect decision
making.. There are four metaphor of organisational politics given below:
 The weeds- It is an informal network used for personal influence and it is dynamic that
grows naturally. To manage the weeds, the understanding of informal networks is very
essential. It is good thing to grow but could also leads to dense problems if left unchecked,
as nothing else can grow.
 The Rocks- It shows the power which rests at the individual and the formal sources such
as title, duty, expertness or approach to the resources. It symbolizes a solid foundation that
keeps a business balances at the time of crisis. But can also spoil the plan because of such
hard borders.
 The High Ground- It combines the organisational power with the formal sources to
describe the structure, policies and norms of the company. This bureaucratic behaviour can
help in improvement and innovation. These rules and guidelines gives the benefit and
provide a check against the rocks (Bello, 2020).
 The Woods- In expansion to their proper cycles and rules, associations likewise have
implied standards, hidden assumptions and implicit schedules, and that is the place where

we get into 'the forest'. The woods can give cover and well-being to individuals in your
association; or they can be a baffling where smart thoughts and essential changes get lost.
Morrison's politics can affect the employees and team in a negative way by reducing their work
productivity, low level of concentration and de motivate the employees. These politics can be
reduced by delegating task on the basis of efficiency, promote team network and effective
communication.
Organisational power is the potential ability to influence the behaviour of another stakeholder in
the organisation and it is a critical resource in the organisation. The acquisition of power is one of
the ,most socially motivating process in modern organisation. There are three main types of the
power within the organisation given below:
 Coercive power- This is a formal power source and ability of a manager to force an
employee to follow an order by threatening them with some kind of punishment if the
employees does not comply.
 Legitimate power- The manager and other leading official in a company has this power
due to their status of position, it comes along with the role. This power include the
informal rules of conduct. (Zainuddin and et. al., 2020).
 Reward power- It is the ability of the manager to withhold rewards such as promotion,
privileges and money etc. In this an incentive is given by the superior for completion their
task. Morrison use this power with the aim of spurring up subordinates for the
effectiveness and productivity.
Theses power affect the employees and teams of the Morrisons in a positive way by increasing
their work productivity. The organisation uses the Legitimate power to influence employees for
work effectively.
Content and process theory of motivation and motivational techniques enable effective
achievement of goals.
Motivation is a hierarchy of needs, it is willingness to do something and a force that
compel an individual to take action. It is a force to push an individual closer their goal and helps in
making them active in life. The other source of motivation include autonomy, curiosity, and
beliefs etc.
Content model of motivation concern with 'what' of motivation and try to relate motivation to
fulfil theses needs. It focus on the essentials human needs and reasons of changing their necessity.

This model describe a system of needs that motivate peoples and it has different approaches
mentioned below:
Maslow's hierarchy of needs state that peoples are motivated to achieve certain needs that some
needs take priority over others. Once one level is fulfilled, the next level up is what motivates
human and so on.
 Physiological needs- This is strongest necessity of individuals and these are physical
requirement of humans. In this it include, the biological requirement for the human
survival like food, air, drink and clothes etc ( Bhatti and et. al., 2021).
 Safety needs- It is need for security and safety peoples, peoples wants to minimise risks
and uncertainty. They also wants predictability and control in their lives, so these needs
can be fulfilled by the family and society.
 Love and belongingness- It refers to a human emotions need for connectedness, affiliating
and being part of a group. They want a relationship of give and take with others to get
over from the feeling of alienation.
 Esteem needs- These are attributes to inadequacy needs. It require esteem for oneself
which include( dignity, mastery, interdependency etc.) and desire for reputation ( prestige
and status).
 Self- actualization- It is the highest level in this theory and refer to the self-fulfilment and
peak experience in their field. It concerned with self aware and personal growth in
fulfilling their potential.
Alderder's ERG theory of motivation modified the Maslow's hierarchy of needs. It state that
peoples can be motivated by multiple levels of need at a same time and they can move upwards
and downwards over time. This theory is able to offer a model of progressive needs in a similar
fashion to Maslow. This theory look at three levels of need are given below:
 Existence- This needs corresponds to psychological and safety needs and concern the
basic material requirements for living of an individual. These are the most concrete and
easy to verify (Bulti, 2020).
 Relatedness- This need is similar like Maslow's belonging- related needs and esteem
needs. it is based on social interaction with others. This also means to be recognized and
feel secure as a part of group. These are less concrete than the existence needs and depend
on the relationship of peoples.

 Growth- It is correspondence to self- actualization needs and involves persons making
creativity efforts to achieve full potential in the existing environment. It include need for
advancment and personal growth. ( Yılmaz and Anasori, 2021).
Morrisons are using the Maslow's hierarchy theory in practice. They looked at employee's
benefits and this theory cover all stage for their em0ployee's satisfaction. The company provide
them free life insurance and health care plans for their safety. Satisfy their physiological need by
paying competitive rates and also fulfil their social, esteem and self actualization needs.
Process model focus on the psychological and behavioural processes, that human follows. It
explain how an individual's need will affect his behaviour in order to achieve a goal related to
those needs. There are two main approaches of this model are given below:
 Skinner's reinforcement theory- It is based on law of effect, where an individual's
behaviour tends to be repeated with positive consequences and not to be repeated with
negative consequences. There are different factors of reinforcement theory are given
below:
 Positive reinforcement- There is a desirable input, to boost the desired behaviour.
Reward is a positive reinforcement, it increases the profitability of outstanding behaviour
occurring again.
 Negative reinforcement- In this, the organisation reward their employees by removing
undesirable consequences and it eliminates the obstacles. So that, other can respond
positively and perform efficiently.
 Punishment- In this, to prevent someone from repeating undesirable behaviour, they
impose a negative consequence. The ultimate goal of punishment is to discourage bad
behaviour (Dillon, 2020).
 Extinction- It is used by manager to stop someone's learned behaviour and it implies
lowering the profitability of undesired. It may unintentionally lower desirable behaviour.
Locke's goal setting theory- This theory is based on ideas that setting specific and measurable
goals is more effective than setting unclear goals. It shows how employees are motivated by goals
and constructive feedbacks. It also emphasized the fact that employees work well when they faced
with challenge and goals.
 Clarity- For employee's understanding the goals should be clear an d specific to reduce the
risk or misunderstanding (Uhl-Bien, Piccolo and Schermerhorn Jr, 2020).

 Challenges- To keep employees engaged and focused, the goal should be sufficiently
challenging while performing task.
 Commitment- Employees should feel committed to the goal and need to understand or
support the goal, they are being assigned from the beginning.
 Feedbacks- Regular feedback should be provided to understand how they are doing and
for ensuring that task stay on track to reach the goal.
 Task complexity- Complex tasks should be broken down into multiple goals for the
effectively working of employees ( Field, 2020).
Morrisons uses the Skinner's reinforcement theory, it has reduce turnover and improve the
productivity by positive reinforcement within the organisation. It also eliminate the undesirable
behaviour by punishment and extinction. This theory is effective in modifying behaviour of the
employees.
Part-2
What makes an effective team as opposed to an ineffective team.
Effective teams are an essential part for the every successful organisation. It is a number
of persons usually reporting to a common superior who have some degree of inter dependence in
carrying out task for the achievement of the goals. Sometimes without company's struggle, the
effective team help them by improving quality, increases the productivity and facilitate the
completion of the project (Tie and et. al., 2020).
Characteristic of effective teams
 Clear purpose- An effective team first set a clear goal and objective with clear metrics of
success. They create a plan on how to attain their objective and the plans are meaningful
and accepted by everyone
 Strong leadership- A successful team is led by a trusted and respected individuals, who
provide focus and guidance to its team members. They also motivate the employees to
keep their morale high.
 Open communication- There is an open communication and the team members listen
each other. They express their felling and ideas, because they feel that their inputs matter
so they are not afraid to express their opinion.

 Resolve conflicts- In an effective team members try to resolve their issues by respecting
other's viewpoint, allowing them to speak and listen to one another calmly. If the
discussion gets off track, then other will bring it back in short order.
 Contribute to the company's success- The team become focused on their goal, because
they feel that team work is important. So, they directly contributes to the overall success
of the company.
 Full their own task and help others- The group is self conscious about their own task and
also help each other to accomplish the goals. Whatever the problem may be , they get
together and found solution.
Stages of team development- It is the process of learning to work together effectively. Bruce
Tuck man, identified a five stage development process and he believes that all stage are necessary
for working together effectively in order to see success ( Lee and Chen, 2021).
 Forming- This is an orientation time period, when the team members do not know each
other and everyone is getting to know one another and becoming acquainted. Their roles
have yet to be established and a team leader emerge to take charge and direct the team
members. Morrisons evaluate the set of skills of employees and divide them depending on
the task and objectives that are pre defined by higher authority.
 Storming- This is most difficult and a critical stage where the conflicts take place among
the members. Their performance decreases, because energy is put into unproductive
activities. Teams can get bogged down in this stage and failure to address conflicts may
result in long term problems. Morrisons discuss the goals with its employees to evaluate
new creative ideas that can increase efficiency of sales and distributes the task according
their skills (Schwarzman and et. al., 2021).
 Norming- At this stage conflict is resolved and some degree of unity emerges. Team
members figured out how to work together and teams agreed on the rules and values.
During this stage, the team performance increases as member learn to cooperate.
Morrison's team work with harmony and unity, they follow the rules and perform
efficiently.
 Performing- This stage tends to be where there is most cohesive work environment and
there is a clear and stable structure at workplace. There is a sense of focus and the team

deals with the conflicts in a honest manner. Teams in the Morrisons set a stable
environment to work effectively for the achievement of the goal.
 Adjourning- The objective of team is accomplished and this is the final task of
documenting the efforts and results. The workload is diminished and a new assignment is
delegated to the team. Usually they discuss what went well and what could be improved
on for projects in the future. Morrisons create a new task after the completion of previous
task and work on the improvising their performance (Morin, McLarnon and Litalien,
2020).
Difference between effective and ineffective teams
Basis Effective teams Ineffective teams
Working
environment
It is informal, comfortable and relaxed
for the members
Environment is indifferent,
bored,tense for the employees
Underlying goals Goal is well understood and accepted
by all the members
Difficult to understand the objective
and group tasks
Listening Every idea is given a hearing and
people listen to each other.
Ideas are ignored and people do not
listen other carefully.
Conflict resolution Group is comfortable with
disagreement and avoid conflicts
They do not agree with each other's
points and create conflicts within
the organisation.
Self- evaluation Group is conscious of its operations Group tend to avoid discussion of
its own maintenance.
Concepts and philosophies of organisational behaviour within the organisation.
Path goal theory is based on the premise that a leader's behaviour impact the motivation,
satisfactions and performance of an employees. It determine the leadership style to motivate and
improve the team's performance. It include four leadership style given below:

 Directive- The leader provide guidelines to its employees and expecting prompt
cooperation from the team members. The leader will initiate a project and give
responsibilities to employees. It focus on their own experience and opinion. The authorized
members explicit orders to the employees. The actions of workers are directed by the
leader and rewarded them appropriately. Whenever Morrison's implement any policy
within the organisation then it will give direction to its employees according to the
expectation and control the behaviour to meet the performance standard.
 Supportive- This is a people-oriented leadership style in which the leader display personal
concern for the sub ordinate's needs, welfare and well being. The leader show empathy for
the employees who need support, It ultimately empowers teams members to develop their
professional skills and work well autonomously (Poy, 2020). The leader maintain a
positive attitude towards the employees and consider their opinion before decision making.
If there is any situation of conflicts within the organisation then Morrisons treated its each
members equally and support them to achieve business goals efficiently.
 Participative- This is also known as democratic leadership style,it offer guidance to its
members and allows inputs from group members. There is sub ordinate's involvement in
decision making activity and share the information with them. This leadership tend to
make its subordinates feel like they are an important part of the team and help to achieve
the goals. At the time of launching a new product, Morrisons consult their employees on
this important decisions and consider their opinion related to the task and goals.
 Achievement- Oriented- in this the goals are set and encourages the employees to achieve
these goal by reaching their peak performance. Instead of focusing on the personal needs
of the employees, leaders tend to concentrate mostly on the achievements being completed
by them. The leader establish high standard of excellence for subordinates and seek
improvement. For the success of the organisation Morrisons set challenging tasks or goals
and expects employees to perform at high levels (Rainforth and England, 2020).For this,
they showing confidence in employee's ability to motivate them and increase their work
productivity.

CONCLUSION
The culture within any organisation is very essential and play a vital role on healthy
environment at the work place. It include the norms and values that connect the members of an
organisation and this culture can be developed by the participation of members. It affect the
employees and team behaviour by adopting policies and power. The core values of an organisation
begin with its leadership, which evolve to a leadership style. It contain many theories of
motivation to motivate the employees for the achievement of goals and efficient work
productivity. The organisational culture helps in improving the workflows and guides the decision
making process. A clear culture unifies employees and promote the organisational work
structures. It also create an effective team for the smooth functioning with in the organisation and
help them work together.

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