Organizational Behaviour: Culture, Politics, Power, Motivation, and Teamwork

This report discusses the impact of organizational culture, politics, and power on individual and team behaviour and performance in Marks and Spencer. It evaluates different motivation theories and techniques, including process theory and content theory, and their influence on employee performance. It also explores the benefits of working in a team and the skills required for effective teamwork. The report concludes with a discussion of group development theories, including Tuckman's stages of group development.

UNIT 12:
ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
PART – A........................................................................................................................................3
Analysing the organizational culture, politics and power influence individual and team
behaviour and performance.........................................................................................................3
Evaluating the content theory and process theory of motivation and motivational techniques. .5
Influence of organizational behaviour and motivation on the performance within the
workplace.....................................................................................................................................7
PART – B........................................................................................................................................7
Knowledge and skills required necessary for a team...................................................................7
Benefits of working in a team......................................................................................................8
Group development theories........................................................................................................8
Concepts of philosophy of organizational behaviour................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Organizational behaviour is termed as the behaviour of a group of people in an
organization. It is defined as the process of knowing about the group characteristics for
achievement of the group goals. The report will be based on the organizational behaviour of
Marks and Spencer which is one of the leading retailer in the United Kingdom. It is engaged in
sale of home products, food items and merchandize. The report will discuss how power and
politics influence the performance and behaviour of the team as a whole (Bayanova and et.al.,
2019). Different motivation theories will be applied that helps in motivating the workers in
earning huge profits. Moreover, the report will highlight the philosophies the path goal theory
and contingency theory and will distinguish between effective and ineffective teams.
PART – A
Analysing the organizational culture, politics and power influence individual and team behaviour
and performance
Positive organizational culture, politics and power are some internal factors that has effect on the
performance and behaviour of the team. On the other hand, negative factors can de-moralize the
team and its performance. These internal factors are discussed below:
Organizational culture – Marks and Spencer consist of no. of workers and the values imbibed in
those workers and the management is termed as organizational culture. There are four main types
of organizational culture that influence the operational performance of the company. They are
discussed as under:
 Role Culture – The employees of the organization, Marks and Spencer is skilled and have
different abilities. Role culture defines the culture in which the employees are allotted
work according to their skills and abilities to perform the particular task (Holbrook and
et.al., 2019). The work assigned to each worker has to be completed within a given time
frame, and they themselves are held accountable for completion of the task. They should
ensure to complete it in the most effective way possible. Role culture can easily influence
the behaviour and performance of the team.
 Task culture – task culture involves the development of the employees in order to achieve
certain prescribed goals in Marks and Spencer. Under this, the employees are divided into
teams consisting of five to six members for achievement of the long term as well as the

short term goals of the organization. The employees possess different types of skills and
talent to complete the work successfully (Majid, 2020). This type of culture can increase
the productivity of the company as the employees feel motivated and perform well.
 Power Culture – The power of authority and to take decisions is in the hand of very few
employees in an organization of Marks and Spencer. The employees with the power
enjoy a good position and image in the company. They act as the superior and have the
power to assign task to their subordinates which the subordinates have to complete within
a given time period. This culture does not provide any kind of power to the subordinates
to take decisions or share their thoughts with their superiors (Paais and et.al., 2020). This
results in demotivation among the employees of the company. Person Culture – This type of culture is termed as negative because in this, the employees
do not think about the organization but just about themselves. Employees of marks and
Spencer feel demotivated if they follow person culture as they do not involve emotionally
with the organization but only work for the motive of earning money. The employees do
not help their fellow employees and are demotivated which reduces their productivity and
affect their performance.
Politics
The employees of Marks and Spencer practice organizational politics. The behaviour of
organizational politics of the employees is termed as self-serving which is used to increase the
productivity and performance to achieve the goals of the company. When there is dirty politics in
an organization or the employee feels that the superiors are partial to them, then it can result in
demotivation among the employees and influence their way of working in the organization. This
ultimately results in increment of employee turnover and decrease in their productivity (Manuti
and et.al., 2019). The company should make their employees feel self-motivated by not being
partial and treated each and every employee equal and also, employees must be rewarded for
their achievements.
Power
Power can be termed as the authority in the hands of the superiors in Marks and Spencer
that give them rights to assign work to the subordinates and make them complete the given work.
The powers with the superiors should be used judiciously and positively which will allow the
subordinates feel motivated resulting in increment of their productivity and performance towards

achieving group objectives (Isensee and et.al., 2020). Power can also result in demotivation
among the subordinates if the superiors do not use this power positively but use it just to
command their subordinates and ordering them with disrespect. It is important for the company
that their employees should feel motivated because demotivated employees will decrease their
productivity thereby decreasing the overall profitability of the company.
Evaluating the content theory and process theory of motivation and motivational techniques
There are two types of motivational theories to motivate the employees of the organization.
These two are process theory and content theory which are used by the company of Marks and
Spencer to motivate the employees within the organization.
Process Theory
Adam's equity theory
Adam's equity theory is defined as the theory which believes that the input which the
employees of Marks and Spencer put in the organization should be equal to the amount of output
they get from it. The input can be in the form of skills, abilities and talent whereas the output can
be in the form of salary, remuneration and rewards. The output should match the level of input
for the workers. This would motivate the employees and if the input is more than the output they
feel demotivated and do not get interested in doing their job. The organization should ensure to
maintain balance between the input and output of the employees.
Skinner's Reinforcement Theory
Skinner's reinforcement theory believes that the employees' behaviour can be determined
depending upon the situation. If the employees of Marks and Spencer are offered with good
salary and remuneration then they work with full dedication and motivation, this is assumption
of this theory. But, if the employees of the company are paid enough remuneration and are not
satisfied with the salary, they get demotivated and are least interested in doing their work with
productivity. For motivating the employees, Marks and Spencer should focus on the dedication
of their workers and then further decide their circumstances.
Locke's Goal Setting Theory
Locke's theory is the theory that believes that the motivation level of the employees is
dependent upon the circumstances they have to face. Workers of Marks and Spencer should be
given freedom of speech and share their thoughts and affect the decision making process of the
organization (Mishra and et.al., 2021). If these are provided to the employees then their

productivity is increased, and they feel motivated to do work. In order to maintain the competent
employees in the company they should work hard and the company should ensure the same.
Vroom's expectancy theory
Vroom's expectancy theory is the theory that believes that few workers of the
organization wants to increase the profits of the company by decreasing the hard work they need
to do for completion of the work. Marks and Spencer can utilize this theory to make their
employees feel motivated by ensuring that they believe the fact that the motivation and hard-
working are positively related. Moreover, the employees must feel that if they work hard in order
to achieve goals they will be rewarded according to their work.
Content theories
McCelland theory
The theory of David McClelland believes that irrespective of the age and gender the
motivators to motivate the employees are divided into three parts. In his book “the achieving
society”, he discussed the three motivators which are -: achievement, power and affiliation.
Marks and Spencer should try to ensure that they find in their employees that actually what they
want to achieve, ll those powers they want in the employees and what they want to affiliate.
Therefore, this theory helps the company to develop motivation among the employees.
Maslow's hierarchy of needs
This theory was introduced in the year 1963 by Abraham Maslow by his own experience.
He suggested that there are five needs of the employees to motivate them in an organization.
These five needs are psychological needs that includes water, food and sleep. Another one is the
self-esteem needs and love and belongingness (Parent and et.al., 2018). Also, there is ned of safety
and security which includes the safety of job, income and health safety.
Herzberg theory
Frederick Herzberg introduces the theory which is named as Herzberg Theory. It is also
known as two factors theory. In this theory, he mentioned the two factors that may positive or
negative influence on the employees. The two factors mentioned are motivating and hygiene
factors. Marks and Spencer can ensure that they provide their employees with clean and hygienic
work environment because cleaner the workplace is, more interested the employees are in
working for the company. Therefore, it is important to provide hygienic workplace on order to
increase the efficiency of the employees.

Alderfer Erg Theory
This theory was introduced by Clayton Alderfer. He was impressed by the Maslow's
theory and believed that the employees get motivated to fulfil their own needs. Moreover, they
categorized these needs into three parts. He believed that if the employees are not able to achieve
their higher level needs they will work towards achieving their lower level needs (Putro and et.al.,
2020). Marks and Spencer should identify these needs and order them in three parts to make their
employees feel motivated to achieve the goals.
Influence of organizational behaviour and motivation on the performance within the workplace
Culture plays important role in any organization and same is the case in Marks and Spencer. The
influence of organizational behaviour on the performance and operations within the workplace
are discussed below:
 Organizational behaviour attracts talent as the new candidates looks for better
environment and culture in every organization.
 The culture defines how the workers of the organization interact with each other.
 Organizational behaviour greatly impacts the employee satisfaction as in a strong culture
the employees are happy and satisfied.
 Employee performance is influenced by the culture within the company and their rivals
financially and often very successful.
PART – B
Knowledge and skills required necessary for a team
The employees of the organization should possess some skills that are important for working in
the teams. Each member is required to have abilities that are necessary for easy completion of
work. These skills are discussed below:
 Communication – There should be effective communication between the workers and
between the leader and the workers. There should be no confusion between the team
members (Rhee, 2019).
 Emotions – every member should have the ability to control their emotions and control
the emotions of other team members well. A strong manager and leader know how to
tackle the members who are emotional.
 Organization – proper organising the work, projects and the budget of team is the duty of
every leader and each member in the team of any organization.

 Decision- making- As a team leader there should be an ability to take decisions on
important matters and the leader should try to interact with other members of the team
and then take the decision.
 Problem-solving – there are many disputes among the members of the team and there is
high level of need to solve these problems or introduce techniques to resolve the
problems.
Benefits of working in a team
Team work is necessary in every organization. here are the benefits of effective teamwork in the
workplace.
 Sense of ownership – the members of the team work towards achieving common goals
which give them a sense of ownership and make them more motivated towards working
for their teams an increase their productivity.
 Delegation of tasks – each member of the team is specialized because there is delegation
of task and every member ha to perform each type of work (Robb, 2022).
 Trust – as the team members work by collaborating with each other and accomplish goals
within the teams, this increases the team effectiveness and increase trust among the
members
 Innovation – there are different types of members in the team with different skills and
talents which makes it easy for the team to bring innovation in their way of working in
the organization.
 Personal growth – while working in teams the members develop the skills of
communication and teamwork which is termed as the personal growth for each member.
Group development theories
Group development theories for importance and significance of team work is discussed below:
Tuckman’s stages of group development
Forming – in this stage the uncertainty level is high and employees look for leadership. It
becomes crucial to have knowledge about each member involved with marks and spencer. Team
members are given this power or rights to make themselves organize a per the changes or
responsibilities according to the situation.
Storming – this stage is the most difficult stage because it involves disputes and competition.
Also, here the members of the team can share their thoughts and can take part in the decision

making process. The leaders of the team develop plan to fill the communication gap between he
members. This results in better communication and the members of the team feel motivated to
work towards achieving prescribed goals (Gervasi and et.al., 2021).
Norming – in this stage the members work without experiencing any competition among the
members and they work together to achieve group goals. They began working efficiently as they
get aware about the ways to share their thoughts and they are ready to accept the feedbacks.
Performing – this stage involves increment in the trust among the members and they put more
efforts in competing their task. There may be situations where there is possibility of problems but
the members re well trained so they take put ways to resolve the problems or issues.
Adjourning – this is the last and final stage which shows the completion of work of the members
and they shift to another task or project. Here, their work is reviewed and reviews are taken by
their leaders about their work or project and also deviations are counted to improve situation in
the future.
Belbin model
Here there are nine roles that each member of the effective team performs which re as under:
Resource investigator – this kind of role is of a resource investigator where he/she collects data
or information and bring back the team for special or particular task or value.
Team worker – here, the workers have to analyse their work and the projects performed by them.
Also, this role allows them to help their fellow members in the team (Smith and et.al., 2020).
Coordinator – A coordinator is the one who maintain better coordination between the work and
the team members also this helps to maintain coordination among the team members as well.
Monitoring – team members can share their ideas and this role indicates to evaluate and monitor
the ideas shard by them which allows the team to perform effective monitoring practices.
Plant – this is the role of an innovator who innovates or plants ideas to members of the team in
order to increase the efficiency of the members so that they can perform better.
Shaper – there prevails competition and many challenges to each and every team member.
Shaper is the role of a member who accept these challenges. Their main role is to enhance the
performance of the team to make them productive and efficient to achieve the prescribed group
goals.
Specialist – this role is of a member who is specialist and have full knowledge about the
members and how the work is to be performed in order to achieve goals. They provide guidance

to the other members and allow them to ask questions wherever necessary. Solving the queries is
the primary job of a specialist as they know every detail about the project and tem members as
well.
Implementer – implementer is the one who prepare plans which are suitable to complete the task
and they implement these plans according to the situation. They provide relevancy to the team by
ensuring that the plans implemented allows the team members of the organization to achieve
success.
Concepts of philosophy of organizational behaviour
Organizational behaviour is termed as broad ad specific area which involves investigation of the
impacts on behaviour of certain individual or group of individual. This impact helps in
increasing the productivity of the employees (Stewart and et.al., 2019). Philosophies are described
in away businesses are operated to achieve goals. With the help of path goal theory and
contingency theory, it can be said that the leader should create ways towards success and
improve if any deviation found in the path to achieve goals:
 Directive leadership – if the leaders of marks and spencer adopt this type o style then it is
possible for them to have subordinates and have knowledge about what their subordinates
are expecting. The leaders provide the ways and guide their employees in an effective
manner. It allows them to maintain the work of the employees and motivate them which
would increase the share in the market.
 Supportive leadership – leaders of this type are unique on their own and treat each
employee equally. Also, here the main focus is on the employees and they’re given the
topmost priority as their interest are valued the most. Employees are assigned work
according to their needs and preferences which gives them growth and increase their
productivity for long term.
 Participative leadership – leaders follow this type of leadership style who collaborates
with the workers and participate with them at a regular basis. Also, they ensure to provide
information and ideas to the employees to motivate the employees. this results in
increment in the motivation among the employees.
 Achievement oriented leadership – this style of leadership allows the employees to create
and set goals and achieve in a way that is systematic in nature. This style is also called as

game theory. This is done in order to check the confidence level among the employees
and increase their confidence.
Contingency theory
There are three types of contingency plans which are divided according to the methods and how
this theory allows the organization to tackle the difficult situations. This type of environment
offers the company of Marks and spencer a healthy environment where it can run its business
operations effectively and efficiently. There are three major types of contingency methods which
are: contingency theory of management, contingency theory of theory of leadership and
contingency theory of situational approach. It is crucial for Marks and Spencer’s leaders to be
competent but enthusiastic so that they can offer the employees with better opportunities and
allows them to give suggestions which can further result in achieving the goals of the company
(Weiner, 2018). The company should ensure that the employees are treated equally and they
should understand feelings of each and every member so that they can feel motivated by feeling
respected. Marks and Spencer structure is known as hierarchical as there are different level of
employees. It is essential and the responsibility of management to control and evaluate the
activities of various levels.

CONCLUSION
From the above report, it has been concluded that the organizational behaviour is very important
for the businesses in which it helps to achieve the higher level of aims and objectives. It further
helps businesses to maintain the performances rather that is the individual performance or the
team performance. Along with this it also concluded that it has been enables some specific
strategies which helped to improve the behaviour of the team and the individual as well. Further,
this study has been concluded that the culture, power and politics have a major impact upon the
organizations The culture process showed the positive impact so people get more motivation and
increases the employee's productivity as well. Furthermore, it has been concluded the theories
which are for the motivation in which adopted by the organization. In such effective manner it
has shown the path goal theory and contingency theory as well. It helps the employees to have an
ability to perform any tasks with the specific skills.

REFERENCES
Books and journals
Bayanova and et.al., 2019. A Philosophical view of organizational culture policy in contemporary
universities. European Journal of Science and Theology, 15(3), pp.121-131.
Gervasi and et.al., 2021. Reciprocity in organizational behavior studies: a systematic literature review of
contents, types, and directions. European Management Journal.
Holbrook and et.al., 2019. Sweet rewards: an exercise to demonstrate process theories of
motivation. Management Teaching Review, 4(1), pp.49-62.
Isensee and et.al., 2020. The relationship between organizational culture, sustainability, and digitalization
in SMEs: A systematic review. Journal of Cleaner Production, 275, p.122944.
Majid, J., 2020. The Power of Celebrity as a Medium of Coercing Behaviour-A Marks and Spencer’s Case
Study. Journal of Business and Social Science Review, 1(3), pp.29-38.
Manuti an et.al., 2019. People make the difference: An explorative study on the relationship between
organizational practices, employees’ resources, and organizational behavior
enhancing the psychology of sustainability and sustainable
development. Sustainability, 11(5), p.1499.
Mishra and et.al., 2021. Unethical pro-organizational behavior: A systematic review and future research
agenda. Journal of Business Ethics, pp.1-25.
Paais and et.al., 2020. Effect of motivation, leadership, and organizational culture on satisfaction and
employee performance. The Journal of Asian Finance, Economics and
Business, 7(8), pp.577-588.
Parent and et.al., 2018. Employee engagement, positive organizational culture and individual
adaptability. On the Horizon.
Putro and et.al., 2020. An intelligent agent model for learning group development in the digital learning
environment: A systematic literature review. Bulletin of Electrical Engineering and
Informatics, 9(3), pp.1159-1166.
Rhee, H., 2019. Comparison of process theories to content theories in motivating
workforces. International Journal of Human Resource Studies, 9(4), pp.267-274.
Robb, M.A., 2022. Stages of Group Development and Group Preparation. Group Art Therapy, pp.107-
115.
Smith and et.al., 2020. Philosophies of organizational change: perspectives, models and theories for
managing change. Edward Elgar Publishing.
Stewart and et.al., 2019. Self-leadership: A paradoxical core of organizational behavior. Annual Review of
Organizational Psychology and Organizational Behavior, 6, pp.47-67.
Weiner, B., 2018. Attribution theory in organizational behavior: A relationship of mutual benefit.
In Attribution Theory (pp. 3-6). Routledge.

2