Organizational Behavior: Culture, Politics, Power, Motivation, and Team Development

This report analyzes how organizational culture, politics, and power influence individual and team behavior and performance. It also evaluates content and process theories of motivational techniques that affect the achievement of goals in an organization. The report further discusses what makes an effective team and applies concepts and philosophies of OB within an organizational context.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................3
M1- Analysis on how the organizational culture, politics, and power of an organization effect
the individual and team behaviour and performance..................................................................6
P2 – Evaluation of content and process theories of motivational techniques which effect the
achievement of goals in an organization.....................................................................................6
M2- Evaluation on the influence of the motivational techniques on employees behaviours...10
D1- Evaluation of the relationship between culture, politics, power and motivation that allows
teams and organizations to flourish...........................................................................................10
P3- What makes an effective team as opposed to an ineffective team......................................10
M3-Study of relevant team development theories to support the development of cooperation
within effective teams...............................................................................................................13
P4- Apply concepts and philosophies of OB within an organizational context and given
business situation.......................................................................................................................13
M4- Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.............................................................................................................14
D2- Analyse and evaluate the relevance of team development theories, concepts and
philosophies that influence behaviour in the workplace to improve business performance and
productivity...............................................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES...............................................................................................................................16

INTRODUCTION
Organization is a set of people who work together to achieve a objective. This include
any entity, corporation, institution , association , or union. Organizational behaviour helps
identifying the human behaviour. This report is on Marks & Spencer , which is a multinational
retail company. Its headquarter is situated in Paddington, London , England. This company is
founded by Michael marks and Thomas Spencer in 1884. This report discussed about the
organization culture, politics , power and the team behaviour. Apart from this , what makes and
effective team different from the ineffective team. Further this report discuss about the concept
and theories of motivation which organization uses to motivate the employees(Gillam and
Cosford, 2021) . Team development and the leadership style also discussed in this report.
MAIN BODY
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Organization culture
It defines the way to behave in the organization . It influences the employees work
behavior. Organization culture motivates employees to accomplish their task in an effective way
and do proper interactions with other employees. The culture which company used -
 Role Culture - Strong culture in the organization plays an important role. Employees are
highly controlled in the organization because of their roles and responsibilities.
 Task Culture - This culture helps organization in identify the problems in the
organization. In this employees with same qualification and experience come together to
form a team . Skills , personalities , productivity and creativity helps in forming a team .
 Person Culture - In this, the persons are more interested about their own concern rather
than the organization. It aids individual in maintaining an particular and unique identity.

 Power Culture - This is the culture which crate an major impact on the organizational
behavior . This is a culture which allows individual to do quick change . This culture
focuses on the decision making process(Miao and et, al., 2020).
Marks & Spencer uses role culture in their organization as they have large number of workforce.
This culture encourage everyone in the organization to work together. This structure is very
flexible to implement in the organization .
Organizational Politics
It states the self interest and personal agenda of the individual. It can be both positive as
well as negative(Nwali, 2018). This is an activities that is associated to enhance the interest of
organization. It reflect the p[politic behavior of organization .
 The Weeds – This is the quadrant in which the informal networks and personal
influence rule. This stage is dynamic . This helps informal groups to handle the critical
situation in better way . But if they left unchecked then this can lead to stop the growth of
the company.
 The Rocks - In this the power left with the formal groups and the interactions of
individuals. This power lies with them who have role , title , expertise . These type of
people can misuse their power to influence the other employees in their organization to
satisfy their interest .
 The High Ground - This combines formal authority with the organization system that
includes rules , policy , structure , guidelines and many more. This highlight the risk in
the organization.
 The woods - They provide safety for people in the organization. Organization also
have unnecessary norms , hidden assumptions and from where the woods get started.
Organizational Power

It is the ability to influence the behavior of the stakeholders in the organization . In this
the superior authority with power order o influence the employees to do any kind of task related
to the organization work's (Khaola and Rambe, 2020). following are the powers that are used by
the various leaders and individuals -
 Legitimate Power - This power comes with the position. This power derives from the
formal authority.
 Reward Power - This power is basically with the leader who appreciate their employees
after accomplishing the task by different methods like rewarding them .
 Expert Power - This type of power comes when the person have both skill and
experience and high level of knowledge . This power helps individual in influencing
others at their best .
 Referent Power - This power is based on trust. The person who has this power has
absolute interpersonal skills. This power cannot be transferred.
Individual Behaviour Team Behaviour
Organizational Culture The behaviour of individual is
mainly affected by the
working environment, beliefs
and values
In this leaders play an
important role in the
organization. They motivate
employees to work together to
accomplish the task
Organizational Politics This create a negative impact
on the individual because this
effect the productivity of the
organization.
Team management and team
work will be effected the
individual play a politics in the
team. There is a possibility
that the misunderstandings
may occur between the
employees and the leaders.

Organizational Power Managers in the organization
generally don’t actually
reward the employees. If the
power is not get misused, then
the employees will work
effectively.
If the leaders use the power in
right direction, then this will
surely increase the
productivity of the
organization and the team
members will give their best to
achieve the goals.
M1- Analysis on how the organizational culture, politics, and power of an organization effect the
individual and team behaviour and performance.
Marks & Spencer is a British multinational retailer company. All types of people are
working in this company across the world. Different peoples have different way of thinking; all
have different kind of mind-sets to see the situation. Every employee has specialized skills and
experience in different field, considering this company allocate the task according to their
efficiency and get out the best outcomes. There are multiple factors that affect the employee’s
behaviour and also the team behaviour(Thompson Ackroyd, 2021). Organizational politics affect
the organization in several ways and if it is affecting the organization then the team leaders need
to solve it and should make sure that it would not affect the performance of the employee’s.
Power of the authority affect the behaviour of the individual and team behaviour. By using the
power in the correct direction the leaders can lead the company towards success.
P2 – Evaluation of content and process theories of motivational techniques which effect the
achievement of goals in an organization.
Motivation is the key to success of any organization. It is derived from word ‘motive’
which indicates a person needs, wants, desire. This is the process by which individual get
motivated to achieve the organizational goals. There are multiple techniques which helps
organization in providing healthy environment.

Content Theories of Motivation - It describes the needs and wants of the individual from which
they feel motivated.
Maslow’s Hierarchy of Needs - This theory is based on five categories needs of a person. This
theory is established by Abraham Maslow in 1943. Following are the needs –
 Physiological Needs - This is the basic need of the person that include necessities of life
that is food, shelter, water and etc. Marks & Spencer satisfy the needs of the employees
by paying them a sufficient amount of money.
 Safety Needs - This need occurs after satisfying the above need. This need safety such as
emotional stability, financial security and health security(Morales-Sánchez and Pasamar,
2019). Marks & Spencer gives a sense of responsibilities to their employees by providing
them a pension and health schemes.
 Love and Belonging Needs – This is third level need of the individual. This need is
depending on the interpersonal relationship between the employees. Marks & Spencer
promotes team works so that the employees can connect with each other.
 Self – Esteem Needs - Marks & Spencer gives importance to the self-respect of their
employees. They motivate their employees by providing them an appraisal system. This
create a feeling of a pride and dignity.
 Self-Fulfilment - Marks & Spencer offers personal development plans, recognition of
skills and talents. They promote their skills, talents.
Herzberg Two Factor Theory - This theory is developed by Frederick Herzberg in 1959. This
theory is based on two factor that is motivating factor and hygiene factor. Here is the description
–
 Motivating factor - This factor is very important to motivate the employees to improve
job satisfaction. This include the advancement, recognition, sense of responsibility,

possibility for growth, achievement and many more. Marks & Spencer motivates their
employees by providing them these factors. They provide different training programs,
personal development programs to take the full use of the efficiency of the employees.
 Hygiene Factor – This is also known as dissatisfies factors. This include the company’s
policy, administration policy, interpersonal relationship, physical working condition and
many more.
Process theories of Motivation -
This theory uses the mental process of employees who are working in the organization as
a way to understand the employee motivation(Choong and Lau, 2022). Here are some process
theories –
Vroom's Expectancy Theory- This theory reflects that how people will behave in a particular
way to get the desired result. This theory is proposed by Victor Vroom in 1964. Following are
the points included in this theory –
 Expectancy- If the employees of the company is putting an effort and not getting the
expected result , then they will not give their best in the other task.
 Instrumentality- It is the method that if the employees are performing well then they
should receive a result.
 Valence- Valence is considered as how much the outcome is given worth. As high the
value is, the satisfaction of the employees will be that high. The reward need not be very
noble, but it should considered of value to the employees. Valence as a motivation is
specific to every employee and hence, is based on the people's behaviour.
At Tesco, if employees are on temporary contracts or on probation then the employees may be
highly motivated, hoping their contracts will be extended. Relating to this the employees
expectancy and instrumentality will be high if they believe that the employees have a personal
result which could be a longer contract.

If a employee in the company Tesco, is under temporary or probationary contract, the employees
will be extra focused and would be keen to redo the contract. In this situation, employees' wants
and commitments are higher and they believe that the individual efforts can result in longer
contracts.
Locke's and Latham goal-setting theory- This theory says that the determination of the goals
are based on their capabilities and performance. This means that the process of how the people
do their work is how they will be influenced to set goals(Holmgreen, 2020). Goal setting is
instantly related to the people's performance. The five principles of Locke's goal -setting theory
are-
Clarity- It says that the goals set should be purely precise in what the employee wants to
achieve. It should be have the clarity to help the employees work better.
Challenge- It is important that the goals set to the employees are very challenging for
them as this will help them in always keep learning and working hard to achieve it. It
should also be kept in mind that the it is not too difficult as that could end up
demotivating the employee.
Effort- By entirely knowing the set goals, employees should be able to put their own
efforts in doing the work. It is also important that they themselves were involved in
setting it. The main element is to be motivated as long as the goal is possible to achieve.
Feedback- Setting a proper goal does not state that the work is completed. The leaders
should also see the feedbacks, to be able to keep the employees on the right path. This
also helps in making the changes in the goal setting.
Task complexity- The complexity of the goals will make the work harder and influence
in the low productivity of the employee. If the goals to be achieved are not up to their
capability then the mental state can get fluctuated. Also a significant amount of time
should be allotted to be able to keep the people away from getting depressed.

M2- Evaluation on the influence of the motivational techniques on employees behaviours.
Marks & Spencer motivates their employees by using different motivation techniques.
For the growth of the company motivation is essential. Marks & Spencer focuses on the
employee motivation to increase the productivity of the organization. Company provides healthy
environment and also they gives emphasis on the team work(Bezzina, Camilleri and Marmarà,
2021). Company provides various training and development programs which gives opportunities
to individual to enhance their skills. To motivate the employees company also recognize them by
providing rewards, achievements. Marks & Spencer helps employees to give their best to
achieve the organizational goals. Managers who can motivate their employees can lead the
company toward success. Marks & Spencer are responsible to motivate their employees to
increase their efficiency.
D1- Evaluation of the relationship between culture, politics, power and motivation that allows
teams and organizations to flourish.
Organizational culture, politics, power and motivation create major effect on the
company's functioning. Marks & Spencer is a big company and the employees in the company is
working from all over the world. If the power in the organization is implemented positively,
helps employees in performing well(Badru and et, al., 2022). Team members in the organization
plays an important role. Team leaders should understand every member and their skills to allot
the task. In the organization team holds an important place in professional and personal lives.
Organization power , politics, culture and motivation aids organization on regular basis. If the
manager of the organization is behaving properly with the employees of the company and does
not involve in the politics with in the organization then the organization will surely achieve the
success. Marks & Spencer assign responsibilities according to the skills and experience of the
employees . These aspects helps Marks & Spencer in enhancing the growth of the business.
P3- What makes an effective team as opposed to an ineffective team.

Effective team - This is the foundation o the organization. Effective team members works on
the same objective to achieve the goals of the organization.
Characteristics of effective team-
 Clear Goal - The goal , mission in the organization is already defined by the team.
Before starting any project the company already had an action plan. Clear goal in the
organization help team members to work accordingly(Guo and Wang 2022).
 Communication - In effective team communication is open means the team members
are able to express their feelings, thoughts freely. Communication helps team members to
build an strong relationship in the organization.
 Trust - Trust is a important factor to create a effective team. Trust is a result of effective
communication. To achieve the common goal it is important to have trust between the
leader and the team members.
 Decision making process - Effective team helps in taking the decisions easily by
interacting with the employees. Team members in the organization also participate in the
decision making process.
Ineffective Team - Ineffective team creates an negative environment within an organization. It
demotivate employees to achieve the desired outcomes.
Characteristics of Ineffective team -
 Lack of Focus - People in the team suffer from lack of purpose and lack of focus. They
don't have any specific goals to perform and this is the staring of the ineffective team.

 Communication Gap – This is the important factor of an ineffective team that
subordinates don't interact with each other properly to understand the goal .
Communication gap create an hurdle for the team to meet the goals.
Tuckman's model of group development- This model is proposed by Bruce Tuckman in
1965. This model is based on four stages of development. Performing teams go through from
these five stages -
 Forming - This is the riskiest stage because the uncertainty is high in it. With the help
of this stage the individual get to know about each other. Peoples generally avoid
conflicts because they look for authority. Marks & Spencer identifies the skills of the
employees an then disseminate the authority and the power.
 Storming- This is the second stage in this model. This is the critical stage to go through.
To evaluate the ideas , team leaders consult about the task and objectives with the
employees. To develop new ideas the team leaders of Marks & Spencer discuss the
objectives of the company with the members to increase the productivity of the
organization.
 Norming- In this stage the team member try to resolve the conflict at their level.
Employees with the same skills and experience come together to achieve the common
goal. Marks & Spencer manager uses this stage to bring the stability in the team.
 Performing – In this stage everything is sorted for the team. The team don't face any
kind of conflict or problem. Goals for the organization is just clear.
Difference between effective team and ineffective team -
EFFECTIVE TEAM INFFECTIVE TEAM
Decision making Team members are also
involved in the decision
making process of the
Team leaders do not involve
the members in the discussion
and also sometimes they take

organization. the pre mature actions before
identifying the issues.
Leadership Manager behave very friendly
with employees, they do not
dominate them with their
decision.
Leaders dominate their
subordinates by giving orders
and they also force their
decisions on them.
M3-Study of relevant team development theories to support the development of cooperation
within effective teams.
Team development is important part of the company. It aids company in achieving the
goals of the organization. It also improves companies dynamics. Communication should be
proper within an organization so that it can help in improving the companies performance. Team
development helps employees in enhancing their skills. Trust is the factor from which people
started giving an idea and started to take the correct decisions. Leadership style helps in
examining the nature of the team members. Leaders of Marks & Spencer focuses on the strength
and capabilities of the team members so that they can use them at their best(Hong and et, al.,
2022). Teamwork increases the individual strength of team members. Team work helps
company in increasing their sales.
P4- Apply concepts and philosophies of OB within an organizational context and given business
situation.
Path goal theory - This theory is propounded by Martin Evans. This theory is basically based
on the leaders style or behaviour that best fits the employees to achieve the goals of the
organization. Effectiveness of leaders is depend on the environmental change and on the
leadership style. Here are the four leadership style -

 Directive - In this leadership style , the leaders tell employees about the task like what
they have to do or what are they expected to do. Marks & Spencer leaders guides their
team members about the techniques which they can use in the marketing.
 Supportive - This style is same as like people – oriented leadership. In this style the
leader makes the environment very friendly for the employees . Leaders not only allocate
the task but also support them in accomplishing the task(Machin, 2019). In Marks &
Spencer , the leaders guide their subordinates and also make sure that they do participate
in decision making process. The environment at Marks & Spencer is very friendly and
healthy.
 Achievement – oriented leadership - In this leadership style the leaders sets goals and
motivates employees to perform the task and give their best. It is helpful in achieving the
new and complicated targets because the leader think that employees are responsible
enough to complete the task.
 Participative - In this leadership style , the leaders involve the subordinates in decision
making process before staring any project. In Marks & Spencer , leaders take advice of
the members related to any task or goal.
M4- Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.
Organizational behaviour is the study of people behave in the organization.
Organizational behaviour can be positive as well as negative. There are various leadership style
which organization uses. To achieve the desired targets leaders uses leadership style. The leader
should be directive to guide the employees. In the organization the leader and employees both
should be participative. The leader of the organisation should provide the moderate goals .

D2- Analyse and evaluate the relevance of team development theories, concepts and philosophies
that influence behaviour in the workplace to improve business performance and
productivity.
Marks & Spencer knows the importance of team work and team development. Team
development increase the efficiencies of the employees which lead to increase the overall
productivity of the organization(Mostafa and Shen, 2019). Proper coordination and corporation
helps company in communicating with the employees. Effective communication , proper team
work , effective leadership makes organization successful.
CONCLUSION
From this report this can be concluded that the organizational behaviour is the process to
know about the individual behaviour that how the person is behaving in the organization.
Organizational behaviour helps in motivating the employees to work efficiently and effectively.
Communication in the organization helps leaders and employees both in building an strong
relationship. Company have to ensure that the employees of the organization are satisfied. Team
development helps in creating an healthy workspace environment so that it can be easy for the
employees to work freely. By following leadership style leaders can communicate with the
employees. All the above mentioned factors help organization in achieving the goals effectively.

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