Table of Contents Introduction.....................................................................................................................................3 LO1.................................................................................................................................................3 P1 Organization culture, politics and power influence individual and team behaviour.............3 LO 2.................................................................................................................................................6 P2. Evaluating content and process theories of motivation and motivational techniques for effective achievement of goals....................................................................................................6 LO3..................................................................................................................................................9 P3 effective team as opposed to in ineffective team...................................................................9 LO4...............................................................................................................................................13 P.4 Concept and philosophies of organisational behaviour......................................................13 CONCLUSION..............................................................................................................................16 References.....................................................................................................................................17 Books and journals....................................................................................................................17
Introduction Organizational behaviour is the study of both group and individual performance and activity within an organization. It helps to improve job performance, increasing job satisfaction, promotinginnovation(VanKnippenbergandHogg,2018).Behaviourofmemberin organization also control by this study.In this present report,Marks and Spenceris being chosen for assessment. Itis a retail multinational company. It was founded in 1884 by Michael marks. It doesoperatesbusiness at global level.This report will be cover culture, politics and power of individual and team behaviour, content and process theories of motivation includes in this report and concept of organizational behaviour. LO1 P1 Organization culture, politics and power influence individual and team behaviour. Culture of organization includes vision, values, norms, system, symbols and language. These thingsshowshowssorganizationcultureof the companybecause members present to organization in society and front to outsider through interacting to them. organizationalPoliticsincludesrulesandregulationtoimproveandinfluence performance ofmarks and Spencer.Ithelps in achieve goal and meet objective of organization because if politics present in organization as well manner so image increase but it affect to members of organization because dissatisfaction increase. Relationship of members strongly establish through politics at workplace. Rules and regulation of organization includes in politics. Power comes from position ofmembersbecauseif members has upper position so they also has power to making decision in an organization,. Culture of organization influence behaviour and performance of team and individual because itdirectsdirectaffect to members of workplace if culture ofMmarks and Spencer well maintained. SoEmployees get satisfaction at workplaceandtheir behave and performance increasing.Powerandpoliticsalsoinfluenceperformanceandbehaveofteamand individual because they get freedom and power of making decision. Hofestede's culturaldimension:- cultural dimensions is very essential forfor conducting business atinternationalbusinesslevelthat meansMmarks and Spencerisa multinational
organization so it has need to understand cultural dimension. This model includes versus construction structure. Power distance:-Ppower distance is a method of measure inequality that present inthe culture of organization. High power distance refers that great inequality in organization so due to this, employees not do work with interest. In Low power distance little equality present at workplace. Less powerful employees accept and expect that power distributed unequally in society. So it influence behaviour and performance of team and individual. Individualismindividualism:-iIndividualismmeansaccordingtohHofstede's culturaldimensionrefersthatinorganization,individualwantstodoworkalone. Individualism give preferences to loosely knit framework(Dipboye, 2016). Collectivism means that individual expectthat all members do work together inorganization.itshows tightly knit framework. These things improve performance and behave of individual and team because they motivate and get satisfaction as well. MasculinityandFemininity:-Tthis dimension also main concern because inMmarks and Spencer masculinity present very highly. Masculinity shows preferences provide to male employees is very high.Femininityfemininitydimension refers that female employees do not get preferences in organization so it demotivate to them and performance and behavioureffectaffect throughit. Uncertainty avoidance:-Tthis dimension refers that members of organizationhashave to face uncertainty and anxiety. Low scoring organization face uncertain situation because it has notcontrolledcontrol. Individual and team affected from this concern becausetherisk level highly present. High scoring organization to control of uncertainty. Time orientation:-Tthis dimension refers that many organization make plan about short term andmany makesmany makelong term. So low scoring organization promote high creativity and individualism. Handy's modal of culture also contain four classes like :- Ppower culture:-Iin organization power held by individuals to improve and making decision in M&Saboutin order toachieve goal and meet objective.Few Rules and regulation contain in this culture.It is a strong culture and helpful in take decision quickly.Individual and team influence because they get order from superior and freedom provide bytheir
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superior.In context with M&S power is mainly hold by few superior individuals those who are only authorized to frame decisions along with framing necessary rules and regulations. Role culture:-Tthis culture is based on rules and it helps to controltothemembers of organization because individuals and teams knows about their roles and responsibility. Power in a role culture is determined by position of person's. Individual and team influence through this culture because they motivates and perform their job with honesty. Task culture:-Tteams made in M&S to solve problems and organization make team with different skills and knowledge because every member has different skills so that things helps in solve to problem. Individuals do work with team so through this process they motivate and accomplish work effectively. Person culture:-Iindividuals feel and see to themselves in organization that they are uniqueandsuperiorbecausetheydoesworkinsameorganizationforsameobjective. Organization also exist for people to work. Sources and kind of power and politics. Organization made with many individuals and all have greater and lesser degree power. Different kinds of Politics are present in organization. Like :- Legitimatelegitimate:- legitimate power comes from position of individual and they have right to ask anything and give order to their subordinates. Reward:- this power held according to legitimate power that means if managers have legitimatepowersotheyalsohaverewardpower.Itincludespromotions,rewardsand incentives. These thing provide by organisation to employees when they actually get it. Coercive:- coercive power is a compliance that give by managers through punishment. Like losing of promotions, give undesirable assignments etc. so this power use by M&S to prevent and remove illegal and crimes from organization. Expert and informational:- this power refers that individual expert in particular field that means unique skills and ability present in employees so they easily solve any complicated problem (Lăzăroiu, 2015). Information power is related to expert knowledge. Recommendation :- Organization should majorly follow to expert and informational power because it helps to increasing skills and knowledge and performance of organization. Expert solve all complicated
situation. Organization should also concentrate on power and culture because both concern helps in motivate to them and increase performance of organization.
LO 2 P2. Evaluating content and process theories of motivation and motivational techniques for effective achievement of goals. Motivation theory deals with determining of all the factors which drives each individual employee of Marks and Spencer to work towards a certain business goal. This theory of motivation is defined as basis which helps an individual employee in achieving its set defined business goals and objectives. With the help of motivated employees, it can lead to increase in the overall business productivity as well as profitability aspects (Herzberg, 2017). Different types of motivational theories such as Content theory, Process theory has been made for better understandingthefactorswhichareprovidingmotivationamongemployees.Boththese motivational theories helps company in making emphasis on factors which is providing high motivation and improves performance of the workforce. Content Theory –This theory helps in assessing factors which provides motivation among employees. The main focus is made on the needs and requisite features which motivates Marks and Spencer employees. These content theory also named as Needs Theory which helps Marks and Spencer in determining crucial as well as important needs of its employees which will provide a sense of motivation in them. Also, it emphasizes on evaluating of factors which will help in fulfilment of these motivational needs. The content theory has following sub part viz. 11Maslow's Needs Hierarchy – This theory states about five basic needs of an individual employee, starting from basicphysiological needs ranging from safety & security, belongingandlove,selfesteemandselfactualizationone(Healy,2016).Every individual always pursues to seek higher level need when its lower needs are fulfilled and attained. The five need are sub categorised as follows: 1.Deficiency needs– For every employee and individual, Maslow has defined these needs essential from the prospective of survival and security viz. Physiological needs– Are very basic needs which are considered as essential one for human survival such as air, water, food. Safety and security needs– These needs includes personal, financial as well as health security. Safety against accidents, illnesses, job loss has been provided to employees of Marks and Spencer.
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Social and belonging needs- Maslow states that employees need to be accepted among different business and social groups of the company. By taking suggestions, feedback and listening to ideas of its employees, Marks and Spencer makes them feel integrated and part of community. 2.Growth needs –Are those which belongs to personal growth and working towards attainment of these personal needs. Esteem needs– Every individual employee want to get respected from others. This needs speaks about value, dignity, appreciation made by Marks and Spencer which helps in enhancing motivation level. Self actualisation needs –Deals with desire and aspiration of an individual to grow, develop and attainment of higher position. It is aim of every employee to grow in their business profile at higher level. 11Herzberg's two factor theory – This theory is based on concept of satisfaction and dissatisfaction level of employees. Theory has differentiated between all the factors which satisfied and dissatisfied employees. As per the theory, opposite of satisfaction
level is no satisfaction and not dissatisfaction. Similarly, dissatisfaction's opposite is no dissatisfaction (Alshmemri, Shahwan - Akl and Maude, 2017). As per Herzberg job satisfaction are related to five factors which provides motivation viz. Achievement, recognition, work itself, responsibility and advancement. Also, Herzberg stated that dissatisfaction among employees related to job can be because associated with company policy, supervision, salary, relationships and working conditions. Process Theory– This theory relates with motivation of human behaviour. It deals with study of how the motivation takes place in employees and processes influencing the motivation level of employees (Camaj, 2018). Itimplies mainly that all the choices of an individual are based on preferences, needs, reward factors as the goals are considered as crucial part for directing the human behaviour. This theory has following sub parts: 11Adam’s equity theory – As per this theory, Marks and Spencer employees compare contribution of their work, costs associated and benefits with other employees. On analysing ratio of their inputs outputs is inequitable in comparison with other ratio then it will motivate them to reduce the inequity factor. 11Locke’s goal setting theory – This theory emphasizes on factor related to setting of specific, effective as well as challenging performance business goals. Also, it states that commitment to the set defined business goals are considered as the key main factors which relates to motivation of employees of Marks and Spencer. The set defined business goals of desired future helps in driving the human behaviour of employees which on accomplishment further motivates the individual employees to perform better. Motivational techniques helps Marks and Spencer in increasing the motivation level of its employees and other workforce which in turn has provided effective attainment of business goals. With the help of high motivation among employees, it has helped the company in improving the overall performance level, increasing productivity, more effective and economical useofresourcesofbusiness(TurabikandBaskan,2015).Bycreatingpositivework environment, encouraging team member for sharing of their ideas, thoughts Marks and Spencer has been able to achieve high profit as well as sales margin. Also, recognition and appreciation of work, efforts made by employees by sharing a pat of profit or giving of incentives in form of cash prizes, vouchers, holiday trip help them in boosting of their morale.
LO3 P3 effective team as opposed to in ineffective team. A team is mainly a group of individuals those who work together with a common objective towards same goal. Effective team is a foundation of successful organization and it helps in improve equality and completion of projects. Ineffective team suffer lack of purpose and efficiency so they has to face difficulties.There are mainly various forms of team which is defined below: Functional team: This form of team is framed with a motive to serve a common goal. In this individuals are mainly of same expertise. It a traditional form of team that holds a common functional expertise. Problem Solving Team: This team is mainly form as to solve a particular problem. In this individuals are combined to manage a problem with the help of technical staff. Project Team: This team is framed with a motive to accomplish a particular project in a stipulated period of time. Virtual Team: This team is also termed as a geographical dispersed team. In this indivduals are mainly from different location and perform their operations via communication technology. Tuckman's model use by M&S for development of team and it important because relationship increasing and leaders changes their style to leading. This also helps in develop a new and success team for achieve target and meet objective of organization. This model includes four stages like :- Formingforming:-Itrefersthatinorganization,employee'semployees'shigh dependency on leaders for guidance and direction because individual roles and responsibility are unclear. So leaders always prepare for give answer about their team objectives and process. This stageisimportant in creation togood team and leaders has need to trust upon members of team and discuss all things with them. Storming:- after forming stage team members closely interact and gain trust with each other sothere is a chances of arrsingconflicts at workplacets may arise. Individuals of team has need to present and share their all ideas and perspectives.But they feel hesitate and they can
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not share their ideas. Leaders guide and encourage to employeesfortofreely interactwithand be open minded. Norming:-Ggroupdevelopmentdoesbyleadersthroughthisstage.Teamstart toworking with each others. They share their ideas for accomplish target of team. Team cooperate rules, values, standard and methods to develop their identity. Performing:- In this stage they perform their role to complete task and all know about theirroles and responsibility. Everything is clear in mind of members at this stage because atmosphere in teamisgoodand cooperative.and cooperation clear. Belbin modeldesigned to use the talents and personality of team members. This model use by M&Sfortomanage to team in systematic and proper way (Organ, 2018). Politics is a main issue in this organization so this model helpfulintoprevent and reduce and controltoit. Resource investigator :- Research investigator is a person who make relationship and keep contact with outside the team so it helps in controltothepolitics in organization through search effective resource and give priority to suitable resource. It is open minded and adventurous that create new ideas. Its communication is effective and curious. WeaknessofinvestigatorthatIfitpassed enthusiasm so it can lose their interest. Team worker :- Theytheyare sensitive members of team and helpfulthatmeansitoperatesoperatetheir work with other members. Politics also control through this because all members operate and accomplish work together for same purpose so no one apply politics.If conflicts increase inteamsoitisverydifficulttomake decision.sion making becomes difficult. They are social people and easy going. Coordinator :- Theytheyfocusonteamcoordinationand objectives. Politics is a main problem in M&S socoordinatorhelpsinestablisheffective relation and motivate to do work with each other. Theyarevery confident persons and identify goals of team. Plant :- itThey is a creative thinker and innovator. It helpsintoprovide solution to complex problem intheorganization.Politicsatworkplace preventthroughplantbecauseitthink without practicalandfor solve complicated issues.
Slightly manipulative to reach goals. Monitor evaluator :- They are evaluator of teamwhere they used toandevaluate and analyse situation. Research method use by themtoforevaluating theonof situation. Through politics,employees suffer soin order to solve this issue theyitevaluate all situation and give creative ideas.for face to it. Specialist :- They has complete and deep knowledge about theirspecialfieldssoitalso contributescontributein organization to remove negativepolitics.Theyhavetechnical knowledge as well.Politics controlthrough it because they give direct advice to members of team about any issues. Shaper :- itThey is driven and strong urgefortoperform. Theyevalutechallenges and provide shapes ofteamstomeetobjectiveandachieve goals. Implementer:- itThey provide plan and ideasfortoaccomplish task and maintain discipline (Blader, Patil, and Packer, 2017).For prevent Politicsrules make by implementerfor maintain discipline. Theyareinflexiblepersonalityanddismiss innovation quickly. Complete finisher:- itThey has talent to feel about wrong thing,so employeessufferduetobadpoliticsin organization and that they give attention to members for protect themselves. They also monitor about quality of work and safety of members. Theyinclineinclinesto worry. Recommendation :- Organization should use to tuck-man theoryfortodevelopteffective team because it helps in smooth flow of work andsystematic maintain tomembers of teamandimprove skills and knowledgeof themand stay satisfied.
LO4 P.4 Concept and philosophies of organisational behaviour Path goal theory: The theory was profounded by Robert Houseand is closely related tp expectancy theory of motivation. This theory provides that behaviour of a leader is contingent upon the motivation, performance and satisfaction of the employees. As per this theory, a leader creates and clarifies path for its followers so that subordinates where they have to head, leader removes the hurdles which stops employees from achieving the target goals and motivates workforce by the way of reward and recognition along the route (Path-Goal Theory,2019). The theory provides for four types of leadership styles that are discussed below:11Directive style: Leaders provides necessary guidance to employees for achieving set goals. In this style, leader applies discretely the mix of incentives and disciplinary actions.11Supportive style: Leader creates friendly working environment for its team members and showsconcerntowardsemployee'swelfareandwell-being(Dull,Schleiferand McMillan, 2015).11Participative style: Leader follows the style of managing people by encouraging them to actively participate in decision making. Leader takes suggestions and inputs from its employees before taking significant decision. 11Achievementoriented:Inthisstyle,leaderestablisheschallengesandgoalsfor employees to encourage them to give their best for achieving organisational goals & objectives (Lee , Back and Chan, 2015). Participate leadership style has been chosen because this style helps the leader in moulding the behaviour of its team members more effectively than through any other style. Current situation in organisation is dirty politics which is exercised by some employees is disturbing the working environment which is reflecting in the form of low productivity of others in company. It is recommended to the organisation that it should follow participative leadership for resolving the conflicts and hard feeling among employees caused due to increasing politics. 13
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Making strict policies for discrimination and favouritism would help the company in eradicating this issue from the workplace and the plan for creating and building team work spirit would help thebusinessentityinenhancingthemotivation,performanceandemployeesatisfaction. Motivational factors such as self esteem, job enrichment which is additional responsibility and recognition would aid the leader in influencing the behaviours of its team member which would ultimately result into higher productivity and profitability of the business concern. CONCLUSION From the above report it can be concluded that organisation behaviour is concerned with the study of human behaviour of employee and their performance level. The report has discussed that Marks and Spencer by providing better incentives against work contributed by its employees has increases their motivation level. Also, by proper and effective communication among team set defined business goals can be achieved in a cost effective manner. By providing better working conditions and hours, equal opportunities Marks has been able to grow in a successful business firm over the short time period. Politics is necessary for increase image of organizationin M&S it becomes main issue that employees has to suffer. So all elements of belbin theory useful in prevent and reduce poltics.References Books and journals VanKnippenberg,D.andHogg,M.A.,2018.Socialidentificationsinorganizational behavior.The self at work: Fundamental theory and research, pp.72-90. 14
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