P1 Evaluate how organisational power, culture & politics

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1 Evaluate how organisational power, culture & politics influence performance and
behaviour of team as well as individual......................................................................................3
M1 Critically examine how power, culture and politics of a business entity influence
performance and behaviour of team and individual....................................................................5
TASK 2 ...........................................................................................................................................5
P2 Assess how process & content theory attain goals and objectives of an organisation..........5
M2 Critically measure application of these theories influence others behaviour.......................7
TASK 3............................................................................................................................................7
P3 Discuss what makes a team effective and ineffective............................................................7
M3 Examine effective theories of team development.................................................................9
TASK 4 ...........................................................................................................................................9
P4 Apply various philosophies and concepts of organisational behaviour in context of
organisation.................................................................................................................................9
M4 Investigate and measure how concepts & philosophies influence behaviour in positive as
well as negative manner............................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11
Book & Journals........................................................................................................................11

INTRODUCTION
OB or Organisational behaviour is define as the study of individuals behaviour within an
organisation which takes place in different situations arise at workplace. Major purpose behind
conducting a study on organisational behaviour is to examine the relationship among staff
members of the business entity. It is an assignment where Marks & Spencer is chosen as the base
company which is a British multinational retailer company (Chan and Lai, 2017). It is the
company which is founded in the year 1884 by Michael Marks & Thomas Spencer. Company
deals food items, clothing and home products. It is the report which includes a discussion about
various theories, concepts and philosophies which influences the behaviour of individual as well
as team. Along with this it includes different motivational theories which encourages staff
members working within the workplace.
TASK 1
P1 Evaluate how organisational power, culture & politics influence performance and behaviour
of team as well as individual.
Organisational culture define as a behaviour, attitude and values of an individual and
organisation which provide contribution to perform task in an effective manner. It is the factor
which includes expectations, experiences, philosophy as well as values of an organisation due to
which employees level of satisfaction remain positive. In order to attain desired results, Marks &
Spencer have effective organisational culture. For this, managers use Handy's typology which are
going to be discussed as follows:
Handy's typology
It is defined as one of the most effective and beneficial model as it assist in examining the
culture of an organisation in an effective manner. According to Handy's Typology there are
majorly 4 main types of culture which will assist the management team in order to attain there
goals and objective within given time frame (Conard and et. al, 2016). In the present context of
Marks & Spencer, all these elements are going to be discussed in an effective manner:
Role culture: It is define as a type of culture where managers and leaders of the company
hold the authority and responsibilities in order to assign duties, jobs and work to individual
person working within the organisation. With the assistance of sense of encouragement,

employees will be able to produce positive result within given time frame. This as a result, assist
them in order to perform their work in an effective manner within given time frame.
Task culture: This is define as a type of culture where managers develop various groups
in order to resolve disputes and conflicts arise within the organisation. With the help of this
culture, organisation will be able to gain support from their staff members in order to create
positive environment within the organisation (Dedahanov, Rhee and Yoon, 2017).
Person culture: According to this culture, employees of the company consider
themselves as the superior and start enhancing self growth rather than team development.
Execution of team culture within the business entity might affect there overall performance and
profitability at the competitive marketplace.
Power culture: It is define as a type of culture where power is limited to only the top
management authority of the company. This as a result assist in positive manner as decisions will
be taken within limited time frame but on the other hand it reduces the level of motivation within
the employees of Marks & Spencer.
With the help of above mentioned discussion, it has been concluded that management
team of Marks & Spencer might use role culture so that they can enhance teams as well as
individuals in order to enhance their overall profitability. With the help of enhanced motivational
level, employees will be able to attain their pre defined goals in an effective manner.
Politics
It can be regarded as the dissemination or various conflicts which occur in companies
because of power. This affects the overall behavioural conduct of individuals and groups in a
very adverse manner (Halbesleben and Wheeler, 2015). Marks & Spencer, can have a positive
politics which helps them in having flexible practises at workplace, rotational shifts, timely
feedback is being taken from employees, paid leaves medical leaves are provided to them. This
enhances the overall level of performance of employees. Negative politics can occur in form of
discrimination, partiality, stereo types, biasness on part of company etc.
In the context of Marks & Spencer positive politics helps in motivating employees and
helping them in attainment of long term objectives of company.
Power

It is considered as one of the most effective method where top management authority of
the company takes effective decisions in order to achieve organisational goals and objectives of
the company. In the present context of Marks & Spencer, there are basically two types of power
which are going to be discussed as follows:
Reward power: In this context, business entity measures the performance of individuals
and team in order to provide them rewards. With the help of this power within the workplace of
Marks & Spencer, it will assist in motivating staff members. This as a result, increase the level of
productivity as well as performance of employees (Harvey, Bolino and Kelemen, 2018).
Coercive power: It is define as a type of power which is used by the managers of Marks
& Spencer. With the assistance of this managers of the company perform their business functions
in an effective manner by making usage of force or threats. Therefore, in such cases staff
members feel demotivated as they have to perform all the task against their will.
With the assistance of above discussion, managers of Marks & Spencer use reward power
so that they can encourage their staff members on a regular basis in order to attain organisational
objectives within given time frame.
M1 Critically examine how power, culture and politics of a business entity influence
performance and behaviour of team and individual.
The execution of power culture inside Marks & Spencer would depreciate the
productiveness of individuals as well as teams which affect the whole performance of behaviour
in a negative way. Furthermore, negative politics such as partiality, demotion, bias, affects the
overall performance and profitability of the company in a negative manner. On the other hand,
enforcement of coercive power leads to reduce the outcome which creates conflict within the
organisation.
TASK 2
P2 Assess how process & content theory attain goals and objectives of an organisation.
Motivation defines as a procedure which assist in influencing individuals behaviour,
attitude and mindset so that they can perform their task in an effective manner and help in
attaining goals and objectives. It is considered as one of the most positive process which assist in
changing the behaviour of individual so that they can create required outcome (Khalid and

Ahmed, 2016). Further, motivation is categorised into two parts which includes intrinsic and
extrinsic motivation:
Intrinsic Motivation Extrinsic Motivation
It is define as a type of motivation which
comes from inside of an individual and do not
need any kind of extra efforts. It is a kind of
motivation which is quite rare but beneficial
for the organisation.
On the other hand, extrinsic motivation is
considered as a motivation which comes from
various external factors. In this case, individual
requires different sources of motivation such as
money, position, power, success and so on.
Motivational Theories: It has been identified that there are various philosophers who
develop effective theories in order to examine and explain behaviour and attitude of individual.
Along with this, various factors are going to be evaluate which can assist in motivating
employees in a positive manner (Khan, Khan and Gul, 2019). Some of the effective process &
content theories are going to be discussed as follows:
Maslow's Hierarchy Theory: It is define as one of the most effective content theory
which is developed by an American philosopher named as Abraham Maslow. He developed this
theory between 1940s to 1950s which includes 5 main stages. All these stages assist in
motivating staff members of Marks & Spencer so that they can perform their work in an effective
manner.
Physiological needs: It is considered as the first stage where all the needs and
requirements of an individual are basic. It includes water, cloths, food, shelter and many more.
All these requirements help in motivating staff members so that they will be encouraged in a
positive way in order to fulfil their task.
Safety & security Needs: It is the second stage where individual work only if there first
need is being fulfilled. In this case, individual person wants financial and non financial security.
In this context, Marks & Spencer provide job security, health insurance, various medical benefits
to their staff members in order to encourage them in a positive manner (Mackey and et. al, 2018).
Social Needs: After attaining both the above levels, social needs is considered as the
third stages where individual person demands to be emotionally satisfied, wants mental peace,
affection and acceptance. In the present context of Marks & Spencer, managers develop positive

and strong relationship between their staff members so that they feel satisfied and attain different
types of opportunities.
Esteem Needs: In this context, person demands for self-esteem & self-respect so that they
feel motivated and encouraged. It is the kind of staff members it is the level where they need
intrinsic motivation rather than extrinsic motivation. In the context of Marks & Spencer,
managers need to provide recognition as well as appraisals so that they feel motivated (Mueller,
Renken and van Den Heuvel, 2016).
Self-Actualization Needs: It is considered as the last stage where employees of Marks &
Spencer wants to increase their personal as well as professional development. They provide T&D
sessions to their employees on a regular basis.
Vroom's Expectancy Theory: It is the theory which was developed in the year 1964 by
Victor Vroom. It is the theory which includes three main elements which are going to be
discussed as follows:
Expectancy: It has been said that each and every employee have their own performance
level which is required to perform high quality work. If staff members do not have enough
capabilities it will affect the whole work. Therefore, according to the skills of staff members,
managers categorised it in two ways such as authorities and responsibilities.
Instrumentality: An individual person feels motivated if they are attached with their
work or organisation. In this context, managers of Marks & Spencer involve their potential staff
members in the process of decision making.
Valency: In this context, every person have their own expectations which is quite
different from others. Marks & Spencer motivate their employees by examining their
requirements and expectations and then provide them rewards accordingly.
M2 Critically measure application of these theories influence others behaviour.
It has been critically evaluated that all these theories applied within the organisation in an
effective manner so that they can motivate their staff members. All these theories highly
influence the behaviour of employees in a positive manner which will assist them in order to
produce result within stipulated time frame (Rashid, Gul and Khalid, 2018). But on the other
hand, if these theories does not apply effectively within the organisation it will negatively affect
the overall performance.

TASK 3
P3 Discuss what makes a team effective and ineffective.
Team is defined as group of individuals who works collectively towards attainment of
organisational goals. Development of effective teams within an organisation helps in improving
productivity and performance of firm. Two types of teams are exist within an organisation
including effective and ineffective teams. The characteristics of both the teams are different
which are mentioned below:
Effective teams are those which have clear objectives and purposes. The members of
this team have potential to attain all the tasks on time in an organised manner (Skinner and
Stewart, 2017). In context of M&S, it provides benefits to company by improving its
productivity.
Ineffective teams lacks its purpose and its objectives are not clear. Conflicts and issues
are exist among the team members that affect overall productivity of the firm. These teams are
not appropriate for Marks & Spencer as it leads to delay in work. The members have less
knowledge and skills which negatively impacts the performance of company.
Tuckman Theory of team development:
This theory was founded in 1965 by Bruce Truckman. It is regarded as famous model of
team development which assist in formation of team for achievement of particular goal and
objectives. The theory consists of five stages of team development such as:
Forming- It is the first stage of team development theory where team is gathered together
and task is allocated to them. Marks and Spencer has to form team for accomplishment of their
objectives. Most of the time is spent on collecting information, planning and bonding as each and
every members are unknown to each others.
Storming- In this stage, the formed team start sharing their task and suggesting ideas to
each other for completion of project work. As each of them present ideas so there are high
chances of conflict among members. The relationship can be made or broke in such phase.
Norming- In this phase, team members work on practices which are agreed on values
and rules in which they should be operate (Szabó and et. al, 2018). Members of team trust and
listen to each other and perform their work in an effective way. All the work are discussed and
methods are adopted for project work.

Performing- This phase is identified through high level of independence, knowledge,
motivation and competence. There is high respect and communication among team members of
Marks & Spencer for making decision towards project work. All the team members of respective
organisation perform their roles and responsibility in effective manner.
Adjourning- This is called the last phase of team development where project is
completed and member of team are separate. This stage indicate whether team has achieved their
objectives or not. It is success and failure stage for members (Harvey, Bolino and Kelemen,
2018). The manager and leaders can arrange party for team and in case of failure to project can
provide guideline and feedback for improvement.
Proper implementation of this model within Marks & Spencer helps manager and leader
in developing effective team which assists in attaining organisational goals.
M3 Examine effective theories of team development.
It has been identified that Tuckman Theory assist Marks & Spencer in order to develop
effective team. It includes 5 main stages which help in attaining organisational goals and
objectives in an effective and positive manner as well as within given time frame. It is the theory
related with team development where managers create teams so that goals attain in such a
manner that will enhance the reputation of organisation at the marketplace.
TASK 4
P4 Apply various philosophies and concepts of organisational behaviour in context of
organisation.
Organisational behaviour consist of various elements which includes values, ideologies,
beliefs, traditions, concepts and many more. In this context, one of the most essential role of a
leader is to attain goals and objectives of the company and encourage employees on a regular
basis.
Business Situation: In the context of Marks & Spencer, present situation of the company
is that there is ineffective communication among staff members which affects the overall
performance of the company in an effective manner (Halbesleben and Wheeler, 2015). This as a
result, generate lot of confusion among staff members which affects the attainment of
organisational objectives. In order to deal with such situation in an effective manner, Path Goal
Theory are going to be applied by the Marks & Spencer which are as follows:

Path Goal Theory
It is a theory which mainly focuses on the application of different types of leadership
style which best suits with the current situation. Here, in the present context of Marks & Spencer,
managers use Path Goal theory within their organisation in an effective manner.
Classification of Path Goal Theory
Employee Characteristics: In the context of Marks & Spencer, managers of the company
gain knowledge about the requirements and needs of customers so that they can motivate their
staff members in an effective manner on a regular basis (Dedahanov, Rhee and Yoon, 2017).
This as a result assist in developing positive impact within the organisation as they motivate their
employees after examining the requirements of each and every members.
Environment and Task Characteristics: Herein, leaders of the company solve issues and
problems faced by staff members arise within the workplace. In the context of Marks & Spencer,
leaders ensure that there is no issue arise within the organisation so that they can create positive
working condition within the company. This as a result assist in enhancing performance as well
as productivity of employees and organisation.
Leadership Behaviour: According to this stage of Path goal theory, leader select best and
suitable style of leadership after being familiar with the employees and other factors. This as a
result, leaders of Marks & Spencer attain organisational goals and objectives in an effective
manner and within given time frame.
In this context, managers and leaders of Marks & Spencer adopt effective leadership style
which is Participative Leadership Style. It is the style which includes efforts of employees and
leaders must involve their potential staff members in the process of decision making. This as a
result create positive working environment and reduce in the issues arise within communication
process. It has also been identified that it is the style which have both positive as well as negative
influence. In the context of positive influence employees feel encouraged and motivated which
increase their performance and productivity (Conard and et. al, 2016). But on the other hand, in
case of negative impact it will create disputes among staff members. Therefore, it is important
for the management team of Marks & Spencer that to consider both the aspects of Participative
Leadership Style.

M4 Investigate and measure how concepts & philosophies influence behaviour in positive as
well as negative manner.
It has been evaluate that OB is a concept which includes Path Goal theory. It consist of
various elements such as employee, task, environment characteristics & leadership behaviour or
Style. All these elements contribute in handling business situations arise within the environment.
Furthermore, Organisational behaviour philosophies consist of autocratic as well as contingency
philosophy (Chan and Lai, 2017). In order to deal with the problem of ineffective
communication, managers of Marks & Spencer use Contingency philosophy.
CONCLUSION
With the assistance of above discussion, it can easily be concluded that behaviour of
individuals within the organisations highly influence the performance of business entity. It is
essential for the managers to examine requirements and demands of employees so that they can
maintain positive atmosphere within the company. In addition to this, theories, concepts and
philosophies used by management team of the company assist in satisfying the needs of their
staff members in an effective manner. With the help of effective team, company will be able to
perform their task effectively and attain their objectives within given time frame.

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