Organizational Behavior Assignment - Marks and Spencer (M&S)

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1. Presenting the way organization's culture, power and politics influence individual and
team behaviour.............................................................................................................................1
M1................................................................................................................................................4
LO 2.................................................................................................................................................4
P2. Describing the way content and process theory of motivation enable effective achievement
of goals.........................................................................................................................................4
M2................................................................................................................................................6
D1.................................................................................................................................................6
LO 3.................................................................................................................................................7
P3. Presenting what makes an effective team opposed to an ineffective team............................7
M3................................................................................................................................................9
LO 4.................................................................................................................................................9
P4. Presenting the concepts and philosophies of organizational behaviour................................9
M4..............................................................................................................................................11
D2...............................................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organizational behaviour is the study that helps to interact within all groups and it also
helps to make a business more efficient so that it can achieve objectives in defined time. Chosen
company for this report is Marks and Spencer (M&S) which is one of the best leading retail
firms in the UK that follows flat structure. Report’s main purpose is to present influence that
organizational culture and motivation has on the working area of firm. There will be study on
how organizational culture, power and politics affects the individual and team’s performance.
Further, it will also describe how content and process theory of the motivation helps a member of
the firm to achieve goals of M&S. By using Tuckman's stages of team development, report will
describe the way effective team is opposed to ineffective team. The concepts as well as
philosophies of organizational behaviour in business will be discussed as well.
LO 1
P1. Presenting the way organization's culture, power and politics influence individual and team
behaviour
Organizational Culture: It presents values as well as behaviour that contributes in the
social and psychological environment in order to interact with each other. In this organizational
culture, Handy’s theory is used which is described by Charles Handy and defined into four
different roles which are as follows:
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 Power: If an organization follows this role, then the power is held by only few members
and even it also has few rules and regulations. Though, this is considred as a strong
culture and the entire control is in the hand of only one person (Handy theory, 2018). On
the other side, due to power, employees of the company did not have liberty to express
their views.
 Role: It is a culture where the employees completed their roles and responsibilities and in
such type of culture employees also decide their own rules and they can take their
decision by their own. Task: This type of culture is followed by those organizations who have team and in such
type of company, individual with their common interest and their specialization also
come together and make a group in order to achieve the common goal. All team members
contribute their part in an equal ratio and also motivate each other.
2
Illustration 1: Handy's culture
(Source: Handy- four classes of organizational culture, 2018)

 Person: In this type of culture, employees feel that they are more important than a firm
(Wilson, 2018). Even employees of this type of working culture also come office for the
sake of money.
Organizational Politics: It is an informal and unofficial politics that affect the overall
business performance in an adverse way. Politics also affect company's financial position and
their team members and they all create conflicts in between each other. There are two types of
politics which are mentioned as below: Positive politics: In this type of politics, the organization creates a positive impact and it
works as a team with all. While on the other side, this politics also affect a firm and raise
employee’s performance by influencing or convince them to do the work in order to raise
production level of a company (Coccia, 2018). This type of politics also creates a positive
impression among the staff members and they all do their work as a team.
 Negative Politics: Negative politics also affect the firm in an adverse way like it creates
clashes in between leader/ manager and employees. This type of politics, creates negative
impact upon the business performance and as a result, it also demotivate the employees
and as a result, they decrease the level of motivation.
Organizational Power: It is the way which affects entire system in a positive as well as
negative way. Organizational power also helps to make better decisions for a firm and influence
others in order to meet out targets of their company. According to Raven, there are five types of
power which are mentioned as below: Coercive Power: This type of power is possessed by the leader and they are able to
control their team member and also fire someone if they did not perform well. This power
is quite different from other. If the leader possess this power then everyone surround it
tries to impress that person (Mostafa, 2018). Reward Power: This type of power is common and of many types. Generally, leader or
manager of company gives reward to their team members if they perform well and this is
possible only if the leader has reward power. This is a way through which the team is
motivated and perform well. Legitimate Power: It is also known as title power and only one person can hold this
power because the entire decision making power is in the hands of them only. Generally
this type of power are beard by CEO and owner only.
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 Referent Power: This type of power is not come for any reason and in a company who
possess this power are simply well liked by their subordinates because of their attitude.
They did not have any logical reason but their good looks and charm uses this type of
power (Parker and Furche, 2018).
 Expert Power: This is a power which is possess by a single person and who is expert in
some field. This type of power are helpful in order to overcome the situation and can be
done in order to overcome the problem.
It has been analysed that Marks and Spencer uses reward power and positive politics in
their working area in order to raise the profitability of company.
M1
Culture, politics and power of an organization directly influence the system as well as
working performance of the company. Such that if Marks and Spencer also uses this positive
politics and then analyses that the system also run in the positive direction of the company.
Hence, it has been critically evaluated that this all affects the system of company in an adverse
way and on the other side, if negative politics is applied in the system then it also creates
negative impact upon company's performance.
LO 2
P2. Describing the way content and process theory of motivation enable effective achievement of
goals
CONTENT THEORY: This type of theory look for the factors that directly affect
people inside people and cause, sustain or stop behaviour. Content theory main focus is on needs
that motivate people. Some of the most common theories are Maslow and Hertzberg which are
popular.
Maslow’s hierarchy of needs: This theory is widely known as Motivation and
hypothesised by Maslow which determine five level of hierarchy such as:
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Physiological needs: This realize the basic needs of the people which they did not
survive and this are food, shelter and clothing. If this needs are not satisfy then a human body
cannot function properly (Morrical, Graves and Shelby, 2018). Hence, Maslow describe the
needs are most important if all the other needs become secondary until these needs are met.
Safety needs: This needs states that people require protection from elements, security
and other law so that they feel secure while working in the office or any other area.
Social needs: After physiological and safety needs, another needs are arise which should
be fulfilled such as love and belongingness. This needs motivate a person such as friendship,
intimacy and trust.
Esteem needs: This type of needs are classified into two such as esteem for oneself and
desire for reputation (Hale and et.al., 2018). Today’s world, reputation is consider one of the
most needful aspect for a person that needs to be completed.
Self- actualisation needs: This need realize the personal potential, self-fulfilment and
peak experience. In this type of needs a person wants to become more capable that one can be.
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Illustration 2: Maslow Hierarchy theory of Motivation
(Source: Maslow Hierarchy theory of Motivation, 2018)

Therefore, if these all needs are completed by the firm then it effectively raise the
working performance of their employees and help to achieve the goals.
PROCESS THEORY: This theory differs from content theory. This theory also imply
with choices of a person that further based upon preferences, reward factor. There are four
predominant process theories such as reinforcement, expectancy, equity and goal setting (Haines,
Scamell and Shah, 2018).
Adam’s equity theory: This theory states that people are motivated if they are treated
equally and then receives what they actually makes from their effort as an input and convert
them into output. For example: at a workplace, workers also put their efforts as an input and
receive salary, bonus and reward or promotion in the form of output. This equity theory does not
work only in job place but also in the school as well. Such as when the oral exam are perform
and all student get different marks at that time inequality also exist. Then the students lose their
motivation and in same time, it is also happen in the job place too (Mostafa, 2018). Whatever
efforts make by the employees and they want salary or promotion in a form of output. If the ratio
of input and output remain equal then the motivation rises and on the other side if there is any
variation then it leads to de-motivation. Hence, it is required to maintain the ratio at equal level
to get best result.
From the above, it has been analysed that Marks and Spencer if applied both the theories
in their working areas then it will be more beneficial to raise their working efficiency and as a
result, productivity also increases. On the other side, if motivation decreases then it creates
negative impact upon company’s overall performance.
M2
Motivational theory directly affects the person internally as well as externally and it is
quite important to make an effective result. However it has been critically evaluated that it
provides a positive impact upon company like there is a need to raise the working performance
of employees and it is possible only through applying motivational theory such as content or
process theory. While on the other side, if this is not applied then it creates negative impact like
decreased working efficiency of employees.
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D1
Organizational culture, politics and power are directly influence the motivational theory and
overall it affect the company’s financial performance. Marks and Spencer is succeed only if the
employees of a firm are motivated by applying some theories. While, it can also be critically
evaluated that by using such theory helps a firm to motivate their employees. However, it is also
recommended to an organization to keep applying this theory as well as reward power and role
culture in their working culture so that it will help to raise the working performance and as a
result, the firm will gain success.
LO 3
P3. Presenting what makes an effective team opposed to an ineffective team
Effective team Ineffective team
 Effective team can discuss in open and
also make their contribution to a group
 they also pursue the common goal and
also make necessary changes to
improve the performance.
 Decision are not made by their own and
they find difficulties to take strict
action.
 Conflicts are increases and not deal by
team members.
M3
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Using Tuckman’s stage of team development, Marks and Spencer can easily attain the
goals of a company and also support improvement of dynamics co-operation. This theory further
helps to make an effective team and remove all obstacles (Forsyth, 2018). In this way, company
can attain all defined goals in an effective manner and using these four stages of Tuckman will
further help to raise performance of their employees. That is why team member take decision
and the highest performing team also revert to earlier stage in certain circumstances for further
improvements. In this way, team is developed and all defined goals are attained in an effective
manner with defined time. An effective team is that which attain the goals of company in
defined time while on the other side, an ineffective team is such which does not do the work and
there is always clashes in between members of a team. This can be described by using
Tuckman’s stage of team development which help every team and also opposed to an effective
team. This theory also helps a team to grow in each phase and tackle problem, find different
solutions and plan work in order to deliver the results. This stages are as follows:
Forming: This is the initial stage of Tuckman in which member of the team are quite
polite and the team meets and even learn many new opportunities as well as challenges and also
agree to begin or tackle the task. Team members are also behave quite independently and also
motivated each other (Purwanto, Zuiderwijk and Janssen, 2018). H effective team members
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Illustration 3: Tuckman’s stage of team development
(Source: Tuckman’s stage of team development, 2018)

behave maturely at early phase while on the other side, an ineffective team members did opposite
(Tuckman's stages of team development, 2018). Members also attempt to become more oriented
in order to perform the task in well manner. To grow or transfer the members into another stage
where each member also comfort and the chances of risk also minimized.
Storming: It is the second stage of the team development and if Marks and Spencer uses
this stage that means the team are more effective and can do the work in order to complete the
task in more effective manner. During this stage, the team members start sort out things and start
gain trust to each other in an effective team. While on the other side, an ineffective team
members start create conflict between each other. But in effective team members, they behave in
polite manner and do work with positivity. Moreover, in this stage the leader also describe the
task and make their team aware related to new problems so that they can attain the defined goals
in time (Forsyth, 2018). But in case of ineffective team, this is not possible because disagreement
and personality clashes occur during this stage. Team members are even not ready to resolve the
clashes. Hence, the team does not proceed to another stage in case of ineffective unit. While on
the other side, effective team members of Marks and Spencer resolve clashes and even tend to
remain directive, also behave in a professional way and further go to third stage.
Norming: If effective team resolves the clashes and disagreements then it also result in
greater intimacy. This thing only happens when they all are aware to competition and even share
a common goal. At this stage, each and every member of a team starts taking responsibility and
performs their tasks with greater efficiency and they also have an ambition to work for the
success of a company and attain goals for a firm (Harper, 2018). That is why the team members
also start tolerating whims of another squad with making many efforts to move on. But the leader
has a threat that if the team should be more focused to prevent conflicts in order to share some
controversial ideas.
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Performing: This is the last stage of Tuckman stages of team development and in this,
team has to perform in order to attain the goals. The team members are more competent
and member of a unit also participate but important decisions are taken by the member
only because if leader take any decision then the squad associate have to react changes and
the team also revert to storming as a new people challenges.
LO 4
P4. Presenting the concepts and philosophies of organizational behaviour
Concept of organizational behaviour: The organizational behaviour of firm also states
nature of people as well as organization too. Organization behaviour is a study that investigate
the impact upon individual and provide solution to improve the effectiveness of an organization.
All resources are also precious but the behaviour of human being is quite unpredictable and at
that time, organizational behaviour concept is not specific. Because the concept of OB states that
they are difference individual, perception, motivated behaviour and human dignity etc.
Moreover, nature of an organization also states motive of the firm (Goswami and et.al., 2014).
There are so many factors that also affect the organizational behaviour such as social scheme,
mutual interest and ethics that directly impact group in an adverse way.
For example, John was purchase the item from Marks and Spencer and at that time he
shares the real life experience. Such that they attract them through different offers in order to
keep those valuable employees in a company. So that they help to raise the profit of the company
in well manner.
Philosophies of organizational behaviour: This philosophy of organizational behaviour
is help to maximize the profit and also further enhances the working performance of their
employees. For this, the path goal theory is used in which the leader of Marks and Spence can
adopt the style at different situations. This theory is also upon the Vroom in which the
expectation that also act and followed by given outcome to an individual and path goal theory is
a process in which the leader also select the behaviour or path as per the situation. This theory is
also followed by the different leadership style which are as mentioned below:
Directive: The leader also inform their followers such that what they expect from them
such as how to perform the task and what to do in adverse situation, coordinating and controlling
the work when other employees of the firm are usually unsure and uncertain related to a work
(Chemers, 2014). This style actually provide the employees exact guidelines and close
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supervision is done for the employees of Marks and Spencer So that the management of the firm
actually suited for inexperience employees.
Supportive: This type of leadership perform when the employees needs extra care and
attention from their leaders. Their behaviour is also characterised by being friendly and
empathetic and in this situation the employees also share their personal problem to them for their
further improvements and believes that leader provide them proper solution to their problem.
This leadership style also states that they are quite supportive and even can solve problem at any
cost even though that problem belongs to professionalism or not in M&S.
Participative: This leadership style also states that the leader of the firm follows this in
order to make their employees feels that they are also valuable to them and all the decision are
make after consulting their employees too. Hence it has been analysed that this becomes more
effective when the employees of Marks and Spencer provide proper training session to them for
their performance improvement (Forsyth, 2018). By keep involving them into their decision
making process will further help them to realize that they are also a part of their firm and their
influence also help to take decision for the welfare of the M&S. By providing suggestions and
keep realizing their involvement also helps to take a business to further level of success.
Achievement: In this type of style, leader actually set out the goals and expect from their
employees to achieve the highest level and also trust to their employees in order to handle them.
On the other side, leader also force them to do excellent work and the constant improvement
helps employees to perform in more effective manner as compared to their past performances in
M&S. Moreover, the employees who are also able to work fully and independently can easily
solve the problems and adopt better management style for their further improvement. It has been
analysed that if the leader follow this leadership style then it does not affect the support their
employees but only force them to perform well.
From the above, if quoted firm adopts supportive leadership style into their working area
then it will be more helpful for the company to raise their working performance and also achieve
the defined goals in defined time.
M4
The concept and philosophies of Organizational behaviour also affect the system into
positive way such that if the system adopt supportive and participative leadership style then it
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will help their employees to take participation in all decision and reach their firm to further level
of success (Hale and et.al., 2018).
While on the other side if the company uses achievement style then it creates negative
impact upon them and the retention power of their employees are continuously decreases as
compared to others. Hence, it has been further analysed that if the firm uses path goal theory and
in that, leader adopts supportive leadership style which will be more beneficial for a firm as
compared to others.
D2
To attain the goal of company, there is a need to use Tuckman stage of team development
which helps to develop an effective team and opposes an ineffective team. This will further help
to achieve the goals in defined time while on the other side, if the team formation is not done
then it also affects the entire system in an adverse way (Coccia, 2018). However, it has been
critically evaluated that philosophies also affect team in a positive as well as in a negative way
with affecting the entire working performance of company.
CONCLUSION
By summing up above report, it has been concluded that organizational behaviour
directly affects the system of Marks and Spencer. Report concluded that organizational culture,
politics and power also affect company’s performance and by using Maslow’s hierarchy of needs
theory, employees get motivated and they help to attain the objective of company. Further, report
also concluded that by using Tuckman’s stages of team development team of Marks and Spencer
are help to attain goals. In addition to this, it can be concluded that by using path goal theory,
company can also raise performance of institution and sustain its brand image in market.
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REFERENCES
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