Organizational Behaviour Evaluation

Organizational
Behaviour

Table of Contents.
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Impact of organization's culture, politics and power on individual and team behaviour and
performance............................................................................................................................3
LO 2.................................................................................................................................................7
P2 Evaluation of how the content and the process theories of motivation enables the effective
achievement of organizational goals......................................................................................7
LO 3...............................................................................................................................................11
P3 Demonstrating an understanding that makes an effective team as opposed to an ineffective
team. ....................................................................................................................................11
LO 4...............................................................................................................................................12
P4 Applying a concept of organizational behaviour. ..........................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Organizational Behaviour refers to the study of human behaviour in context with te
organization. It represents the interrelationship between individuals behaviour and the
organization. The study of organizational behaviour includes different areas such as
improvement in Job performance, initiate job satisfaction, promoting innovation as well as
encouraging Leadership. It includes different set of actions such as reorganizing groups,
changing compensation programs or modifying the methods of performance evaluation. This
report is based on Waitrose Supermarkets, a British supermarket chain being headquartered in
Berkshire, United Kingdom. Waitrose has around 353 shops across UK and is considered as
Britain's largest employee owned retailer. It consists of 52,590 employees working for it and
exports its products to 52 countries around Middle east. This report will highlight the influence
of organizational culture, politics and power on the performance and behaviour of individuals,
working in Waitrose supermarkets. It will also include critical evaluation of the cultural, power
and political influence on team behaviour and employees performance. The report will also
include how the different motivational theories and techniques enables the achievement of goals
and objectives of Waitrose organization.
LO 1
P1 Impact of organization's culture, politics and power on individual and team behaviour and
performance.
The Handy's model includes the different types of culture in an organization which are
as follows-
Power Culture- Power culture in an organization refers to holding of power and authority
in the hands of few individuals in the organization. There are fewer rules in power culture as
those with the authority and power decides the administration of the activities. Employees in the
organization are being judged on the basis of their achievement rather than their efforts. The
main benefit being achieved from this type of culture is the quicker decision-making but those
cannot be useful in long-term benefits for the company. Power Culture is often regarded as the
strong culture and can lead to toxic in the organizational behaviour. The collapse and downfall of
Enron, Lehman Brothers are the result of strong power culture. Waitrose is facing the cultural

issues and decline in performance due to high commands and pressure to the employees from
superior authorities.
Role Culture- Role culture in the organization consists of rules and regulations. The
culture is mostly controlled in the organization, being everyone in the organization aware of their
roles and responsibilities and the tasks. The power and the authority in a role culture is
determined as per the position (role) of the individual in the organizational structure. Role
cultures are usually used in the detailed structures of the organizations that are tall rather than flat
and consists of long chain of command between the individuals top to bottom. Here the main
issue is that the decision-making is comparatively slower than other cultures and the organization
is less likely to take risks. Role culture is also said to be bureaucratic culture in the organization
where the hierarchy of people exist(Paull and Whitsed, 2018). Waitrose is facing the issues of
decision-making due to hierarchy in the organization as per the role culture.
Task Culture- Task culture is being formed when there is formation of team for the
completion and accomplishment of specific tasks or projects of the organization. Task is the
most important component in the task culture and the power depends on the hands of team
expertise within a project and the status of the problem or task. There is no single power source
and teams develop their own objectives. The effectiveness of the task culture is determined on
the basis of team dynamics. The right inclusion of skills, personalities and leadership in the team
working will be more productive and efficient for the organization. The issue of customer
satisfaction is being faced by Waitrose due to lack of application of the task culture that will
include integrating the employees for performing specific tasks related to the current problem.
Person Culture- In this type of culture the individuals consider themselves as unique and
superior to the organization that they work for. The existence of the organization is only for the
purpose of individuals to work in it. In person culture of the organization the power lies in the
hands of each group of individuals working in it. The individuals working in the person culture
of the organization are of similar backgrounds, qualifications and expertise. Waitrose has
adopted this culture and which results in its drawback that the organizational is not able to
expand in other markets due to more number of interferences and mindset of employees in
decision-making.
In order to clarify the understanding of organizational power, French and Raven concept
of five forms of power is being elaborated as below-

Coercive Power- It is a form of power based on the idea of Coercion. It includes forcing
someone to perform a particular task. The main purpose of the coercion is compliance and this
form of power states the circumstances when the compliance is not achieved. The force of this
power is associated with punitive behaviour and negatively associated with rewards and other
benefits. The use of this form of power often leads to problems in the organization and can also
lead to dissatisfaction and unhealthy behaviour of the employees at workplace. The managers
using this type of power at Waitrose, disturbs and threatens the management styles and the
outcomes always results in demotion or dismissal.
Reward Power- This power refers to influencing the individuals by managers to perform
the difficult task in exchange for rewards and benefits being provided by the company. Here, the
managers value and reward their employees in order to make them achieve positive results for
the task they perform(Limpanitgul and et.al., 2017). It is based on the concept that an individual
is willing to do any work if he gets something in return for it. It includes activities like
promotions, compliments and other financial incentives etc. The main drawback for this power is
that if the value for rewards does not posses the perceived value to individuals then there is no
influence or response from an individual. Also, the another drawback is that then quantity of the
reward needs to be increased if it posses the same value as the previous one.
Legitimate Power- This form of power is combination of both rewards and punishment
as a tool to influence the employees to work effectively. Legitimate power is based on the role of
an individual possessing higher authority. It is based on the concept that the people run behind a
pack and obey one person with a power based on his position. However, this form of power can
be overcome as soon as that person loses their authority or title. Waitrose can use this power for
short term improvement in performance of the employees.
Referent Power- This power is based on the management ability of the manger or leader
in an organization. The manager is in the form of role model in the organization. It is based on a
concept that a good role model can influence the employees to perform better as per his
instructions. This power contains high responsibility among the managers as to make the
employees work without lowering down their own impression in Employees minds. But in turn
this power can be very much useful for Waitrose administration to conduct its business
operations and enhance the performance of employees.

Expert Power- This form of power is mostly based on expertise and intelligence of
managers as well as their confidence to fulfil the organizational roles and responsibilities. Here
the managers uses their intelligence in combining the power through rewards as well as power in
a significant manner and influence the employees who trust and respect them as well as can
perform the tasks as per their instructions. This type of power will be highly beneficial for
management of Waitrose employees and enhance their productivity.
The various factors and its influence can be categorized as follows :-
Influence on Individuals, Team Behaviour and their Performance :- Power factor has
influenced the individuals in both positive and negative manner. While increase in power has
helped the employees in taking better decisions, which has increased the overall productivity, but
due to the misuse of such enhanced power, it has also demotivated the employees and created
disruption between them where they don't trust each other. This has further given rise to the bad
politics where all the employees are fighting for power. Similarly, politics has also led to
implementation of many new policies and this has improved the working structure of Waitrose
and helped in performing operation in a better way (Majumdar, 2018). But, this has also paved
way for the increased involvement of employees in practising unethical activities for completing
their tasks.
Lastly, the influence of culture of Waitrose can also be analysed. At present, the culture of
Waitrose reflects the working culture whereas earlier it was power culture. The change in culture
for power to working has not been easy and due to this the company had to undergo may
significant organization changes like change in the structure from bureaucratic to divisional etc.
Some recommendations which will help in better integration of these factors and hence
attain organizational success are :-
Innovation :- Introducing innovative technologies in the company would help the managers at
Waitrose in increasing the enthusiasm of their employees which will further develop an
eagerness to learn and give back to the organization (Kitchin, 2017).
Stability :- Inculcating a stable and healthy work place environment helps the employees in
adjusting themselves to the defined practices. This brings status quo in the company and help
Waitrose in achieving their targets in a better way.
Team Orientation :- At Waitrose, the training of new managers and leaders and making them
well versed with the environment culture will increase the number of leaders that can assists the

employees (Coccia, 2015). Hence, this will help in better integration of employees with the
ideologies of the management and increase the efficiency of employees.
Therefore, collectively all these factors can help in improving the working capabilities of
employees and hence help in better integration.
LO 2
P2 Evaluation of how the content and the process theories of motivation enables the effective
achievement of organizational goals.
Motivation is a driving force that influences an individual mindset to perform a particular
task and activity. Motivation is a much-needed component in the organization to keep the
employees engaged and efficiently in their work(Hodges and Mo, 2018). Waitrose consists of
52,590 employees working under it and hence the organization to keep the employees motivated
and satisfied to keep them engaged for long term in the organization. There are various
motivation theories that describes the concept of motivation in detail and in different ways how it
can be initiated in the organization. The following are the different motivational theories that can
be used by Waitrose-
CONTENT THEORY- Content theories of motivation are the latest theories and has the
greatest impact on organization's management practices and operations. Content theories are also
known as need theories as it is concerned with the determining the importance of what motivates
an individual(Guzman and Hæhre, 2018). Content theories include different motivation theories
that can be explained as follows-
Maslows Hierarchy of Needs- This theory being developed by Abraham Maslow, states
that there are five levels of hierarchy for human needs. These five levels of hierarchy of needs is
as follows-
Physiological Needs- These are the basic needs of individual like food, clothing, shelter
and education. The managers must make sure that the salary provided by the company must fulfil
atleast these needs of the employees as the non fulfilment of these primary needs will be difficult
for the company in employees retention.
Safety needs- These needs includes the protection of employees from different elements
such as law and order, job security, fear etc. Waitrose must make sure that its employees feel
safe and secure while working with the organization.

Love and belongingness needs- After the physiological and the safety needs the another
need of an individual includes love and belongingness. It includes friendship, intimacy, trust,
acceptance, affection and love etc. and other factors as being considered a part of family. All
these elements helps the managers of Waitrose to motivate the employees and satisfy him in
working with the organization(Bradbury and Scott, 2018).
Esteem needs- It is a much important need for an employee as it consists of dignity,
respect, status, achievements, independence, recognition, appraisal etc. All these elements
motivate the employees as to work along with the organization and perform better as they are
getting back something from the organization. Waitrose must consider all these and thereat their
employees with dignity and respect.
Self Actualization Needs- These needs lies in the top-level hierarchy of all the needs. It
involves the assumption that an employee want to be capable of becoming a successful and rise
top as per his abilities. In short these needs comprises that the organization must provide the
growth opportunities to the employees who work for the organization and must be able to fulfil
those opportunities as well in order top keep the employees motivated for their job and career in
their organization. All these elements if applied by Waitrose, can lead to higher employee
motivation along with their improvement in performance to opt towards their growth in the
organization.
Herzberg's Two factor Theory- This theory explains and differentiates the factors that are
necessary for the employee's satisfaction in the organization and at workplace. Herzberg stated
there are two factors of motivation-
Motivating Factors Hygiene Factors
These factors of motivation that encourage the
employees to work harder and perform better
in the organization(Bennett, 2018). The
following are the different motivating factors
of this theory-
 Achievement- A Job must provide a
sense of achievement to an employee
which will influence him to think over
his proud contribution over the work he
Hygiene factors are the surrounding factors in
a specific job which motivates and provides the
reason for the employees to work within an
organization. The following are the different
Hygiene factors of Herzberg's theory-
 Company policies- Employees must be
clear with the company policies and the
policies must not be too rigid and must
be fair for every employee. It must

performs.
 Recognition- An employee working in
an organization must be recognized by
the managers, and he must be known
by the other employees this will create
a sense of belonging among the
employees for the organization.
 Growth and promotional
opportunities- This states that there
must be a growth opportunities
included in particular job to keep the
employees motivated and engaged in
his work.
 Responsibility- This need states that
the employees must held responsible
for their work and provided with the
authority or ownership for specific
tasks which will provide them
importance as well as make them
responsible enough to perform their
tasks. Waitrose must consider this need
and accordingly handover the
responsibility to its employees.
 Meaningfulness of the work- The
work allotted to the employees must be
meaningful and challenging in order to
motivate them to perform it as well.
Waitrose must allocate different tasks
to its employees by considering this
need.
contain all the activities like leaves,
holidays, breaks etc. as in relation to a
standard policy.
 Pay- The pay or salary package should
be appropriate and efficient enough to
the employees as compared to those
organizations in the same industry. This
will encourage the employees to work
within the organization.
 Physical Working Conditions- The
working conditions must be safe and
hygienic for the employees which will
enable the employees to work along
with the organization. Waitrose must
ensure that there are proper working
conditions in the organization for its
employees.
 Status- The organization must maintain
the status of all the employees within
an organization. This may develop a
sense of responsibility among the
employees to perform better and stay
motivated in their work.
 Relationships- An organization must
be able to establish relationships
between the employees and treat
everyone fairly within the company's
policies as this will enable coordination
among their work and motivate
employees as well.
 Security- Organization must ensure the

job security of the employees to make
them work along with the organization
and motivate them,
PROCESS THEORY- This theory is concerned with the employees' motivation within an
organization. It includes identification of the ways in which the employees can be motivated.
Skinner Reinforcement theory is the best suitable to further elaborate the process
theory. This theory includes different factors to control the behaviour of the employees in the
organization. These factors are as follows-
Positive Reinforcement- This factor states that the organizations must behave positive in
response to the positive behaviour by the employees. It includes providing rewards and benefits
to the employees for their better performance and response over their tasks. Waitrose shall
understand the behaviour and accordingly provide various monetary and non-monetary benefits
and rewards to its employees.
Negative Reinforcement- This factor comprises removing the negative implications
among the employees' behaviour through rewards and benefits. It involves encouraging the
employees and motivating them top perform better in exchange for the rewards and benefits
which will turn out their negative aspects into positive ones and make them perform better in the
organization(Alharbi and et.al., 2016).
Punishment- This factor includes punishable action against the repeated mistakes made
by the employees. This will let them focus more on the improvements rather than doing the same
things again and again and will also make them efficient in working. Waitrose can punish their
employees for offensive task or breaching the laws for the company.
Extinction- This factor involves removal of deficiency of the reinforcement. Extinction
involves controlling the undesired and unwanted behaviour of the employees by removing the
rewards and incentives towards that behaviour or action. This will avoid the employees to
perform any unwanted task or behave beyond the organizational standards and make him work
as per the instructions of the manager.
Thus, by application of the above range of theories and concepts Waitrose can improve
the employee's performance, motivate them to work within the organization as well as ensure the
organizational productivity, growth and future expansion as well.

LO 3
P3 Demonstrating an understanding that makes an effective team as opposed to an ineffective
team.
Develop a team building
Stage 1: Forming
Forming is the first stage of team building that occurs as the players begin with their task. The
initial stage of team building consists some level of excitement and uncertainties because some
players are not capable to understand the ineffective results outcomes. To be more specific and
uncertainties. Existing players of the team help to new comers in order to attempt the task.
In the first situation effective team has always motivated. Else, ineffective team has
always creating some disturbances and issues.
Stage 2- Storming
In second stage of team building where all the team members will mutually understand
the work priorities and interact with other team-mates. In such process effective team has always
take initiative in participation. On the other side. Ineffective team has always let other people
down and give less interest in the work process.
Stage 3- Norming
Norming is the third stage where the team begins to settle on a set of rules and standards.
In this stage, an effective team is highly motivated and committed to their work task. On the
other hand, ineffective team members has given the negative impact on the overall behaviour of
work.
Stage 4- Performing
In the last stage of team building where the all members give respect and appreciate the
work of others. Besides, this team is responsible to manage the learning out goals. In this context
, effective team has always work for the new changes. Besides ineffective teammates has always
creating issues for other persons.
Belbin Model of team.
Coordinators : Coordinator is the role-play or the team player that coordinate the things and
maintained the good environment within the organization.
Resource Investigators : Resource investigators are the people who focus on the resources and
collects different information and data for the betterment of organization.

Plants : Plant people or a team member are highly motivated and creative in their field. Besides
that, it also controls the betterment of the following goals and objectives. Such kinds of leaders
take the business uplift and challenging.
Monitor Evaluators : These kinds of leaders a logical eye, making impartial judgements where
required and weighs up the teams options in a dispassionate way. this also helps to maintain
the work outcomes and define the better understanding and materialistic outcomes. Development
opportunity build the better out goals and make the proper systematic development.
Shapers : Shaper is the quality of leader that drive the business and gain the different more
opportunity. It is the dynamic, thrive on pressure. Has the drive and courage to overcome
obstacles.
Implementers : Needed to plan a workable strategy and carry it out as efficiency as possible.
Practical, reliable and efficient as possible. Can be a bit inflexible and show to respond to new
possibilities.
Completer finishers : Most effectively used at the end of tasks to polish and scrutinize the work
for errors. Subjecting it to the highest standards of quality control.
Team Workers : Team workers are the individuals who perform work in the best performance
level.
Specialists : Specialist person is the role leader that communicates the best productive
performance outcomes. Specialists are the best performance and goals and objectives that makes
the better developing forming results.
In Waitrose, the corporate culture and their function gets highly influenced by the
external environment i.e. political scenario and external power etc. the political environment has
affected the different cultural norms and cultural that directly affect the team performance and
individual team effectiveness. Also, after the Brexit; the organizational culture of Waitrose has
been customized to meet the changes in effective team members. The impact of politics can be
ascertained due to the fact that after political changes, management team has also changed at
Waitrose (Burrell and Morgan, 2017). There have been introduction of new themes and policies
across the organization in various departments. For improving the relationship between
employees, the management introduced major changes in the organizational culture. Along with
this, the hierarchical structure of the company was also changed with the company slowly being
replaced by the clan control method.

Earlier, in Waitrose ; the employees were bullied rather than managed by their team
leaders and managers. Although there are good leaders present in the company, but the
insufficient number of them has increased their pressure which in turn has created a dictatorship
environment rather than a motivating environment (Chumg and et.al., 2016). However,
implementation of Content theory and Process theory can increase employee loyalty and their
motivational level which will further increase the productivity level of employees thus improving
their overall productivity. Along with this, health and safety sanitisation is another factor which
acts as a motivator for employees. The monetary rewards like incentives, bonus etc. and the non
monetary rewards like praising an employee etc. are additional factors which motivate an
employee. All these factors are necessary to improve the productivity of Waitrose and these
factors make the employees motivated thus increasing the sense of belongingness of an
employee in the company.
LO 4
P4 Applying a concept of organizational behaviour.
Concept of Organization behaviour
Organizational behaviour or the philosophies comprises attitudes, beliefs, customs, values
and philosophy within an organization that are been applicable to all the individuals and
stakeholders within the organization. The culture also includes the organization's vision, values,
norms, systems, assumptions, language beliefs and habits. In order to analyse the culture of
Waitrose company, Handy's theory is been observed which is one of the best theory to
understand the culture of the organization(Huang and et.al., 2019).
Organizational behaviour also consists power that refers to an authority or power among
the managers, employees and other personnels. It may include power to command, power of
decision-making and other powers related to the operational activities of the organization(Mbo,
2017). The behaviour of an organization and its employees is affected by all the three factors i.e.
culture, power and politics differently. It influences entire decision-making strategy of the
Waitrose company which further affects the productivity and profitability of the company
(Taylor, 2018). Apart from all these factors, various their theories like Maslow's Need Hierarchy
Theory, Two Factor Theory etc. to improve the enthusiasm level of all the employees and make
the working environment a peaceful one, it is necessary to keep the employee base satisfied with

the present working environment (Burrell and Morgan, 2017). The management at Waitrose has
also implemented behavioural model and Organizational Behaviour Modification so that
communication channels can be improved and the performance of the employees can raised
through the satisfaction of their needs.
Culture, power and politics are those three factors which have played a key role in the
organizational structure since very log. Many wars have been fought over these three and the
combination of these can act as a strong motivating factor. These factors directly affect the
culture of a company in formal and informal manner (Maio and et.al., 2019). When the three of
them are linked with the various motivational theories, collectively they can formulate very
effective policies which would help in overall development of Waitrose. When the structure of a
company is simplified, the employees can communicate and operate in easier manner and a
simplified structure indicates better organizational culture. By developing the mission and vision
which motivates the employees is necessary in increasing their motivational level thus inspiring
them to achieve the targets that will further help in achieving the organizational goals.
Path Goal Theory
Path goal theory is formulated in order to determine the type of leadership that can be
applicable for the organizations and determining different leadership theories. Path goal theory is
further elaborated through Vroom's Expectancy theory- Under this theory there are Four
important styles of leadership described as follows-
 Directive path Goal leader- Here the leaders in the organization instruct their
subordinates regarding the task performance and activities. The individuals have to work
as per the command and instructions of the leaders.
 Achievement oriented leader — Here the leader challenges the subordinates to perform
the tasks and make their own decisions regarding the task performance. Leader has the
role of judging and reviewing the decisions.
 Participative Leader- Here the employees participates in the decision-making and their
reviews and feedbacks are collected by leader before implementing any decision.
 Supportive Leadership Style- Supportive Leadership is done where the leader diverts his
focus on employees satisfaction and supports his subordinates and himself is employee
oriented. Leader also supports the employees in their wok performance as well as
decisions initiate by them.

CONCLUSION
From the above report it is summarized that how the organizational culture and the
adoption of different cultures by an organization along with the power and politics does affects
the behaviour and performance of the employees working in the organization. The report stated
different types of organizational culture along with the drawbacks and benefits that they posses
while their adoption by any company. The entire concept was based on the range of theories
which could support these elements. The report also included different theories of motivation and
techniques that results in achievement of organizational goals and objectives. It also included the
evaluation regarding influence of behaviour of employees through the application of
motivational theories and models. The report concluded by elaborating different motivational
theories and their application to enhance the organizational growth and influence the employees'
behaviour as well.

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