Organizational Behaviour: Culture, Power, and Motivation

This document explores the impact of culture, power, and motivation on individual and team behavior and performance in organizational settings. It discusses the different types of organizational culture and their influence on behavior. It also examines the theories of motivation and how they can be applied in the workplace. Additionally, it highlights the difference between effective and ineffective teams.

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Administration's politics, power & culture determinant team as well as individual
behaviour as well as performance..........................................................................................3
TASK 2............................................................................................................................................6
P2 Content theory and Process theory of encouragement......................................................6
TASK 3............................................................................................................................................8
P3 Difference between effective and ineffective team...........................................................8
TASK 4 .........................................................................................................................................11
P4 Implementation of concepts which is related to OB.......................................................11
CONCLUSION..............................................................................................................................13
REFRENCE...................................................................................................................................14

INTRODUCTION
Organisational behaviour is referred as a learning process about how employees perform
& behave within the organisation. It develops an insight that can encourage employees, enhance
their performance and build an effective relationship among employees (Borkowski, 2016).
Along with this, it identifies employee behaviour and its influence on performance, job structure,
motivation and so on. Marks & Spencer is taken into consideration in the present report. The
company was established in the year 1884 and its head office is located at London, UK. Marks &
Spencer deals in clothing, home essentials, food products as well. It serves product in more than
1500 locations and have around 80,000 talented and effective employees. The present report
covers the affect of power, politics as well as culture on the attitude of individuals & teams
prevailing in the organisation. The report discuss content as well as process theory of
encouragement. Moreover, it covers effective and non impressive teams along with the
difference among them. Later, the report describe concepts & philosophies of organisational
behaviour.
TASK 1
P1 Administration's politics, power & culture determinant team as well as individual behaviour
as well as performance.
Organisation's Culture
It includes an organization's values, beliefs, ways, assumptions, experiences, expectations
and so many other factors that bring huge changes within the business and firms as well. It also
influence employees and many other people of company. There are several kinds of culture that
generally affect team and individual behaviour. It is identified by following Handy's model
which is represented below:
Power Culture: According to this culture, within the organisation power is mainly held
by people and high authorities. On the behalf of this, they are able to take effective decisions and
always enjoy their rights. In regards with Marks and Spencer, such kind of power associated with
high authorities and superiors who are able to give solution of every problem and take perfect
decision (Carnevale, 2018). For example: If manufacturing team of an organisation wants to
produce unique product with effectiveness than they are needed to take permission from their

superiors and needs to provide appropriate information to employees. Thus, it will influence
organisations and individual team behaviour and their performances as well.
Task Culture: It identified as culture in terms of resolving or address particular issues
and progress projects. In this type of culture individual gain effective experiences towards
solving issues. It involves 4-5 individual who always contributes equally for achieving better
output. For example: Marks and Spencer faced several issues while designing their goods and
services, for this task culture required to be formulate through selecting and hiring knowledgable
and skilled employees so they could accomplish their desired goals & objectives. It increase
working performance of individual as well as team behaviour.
Person Culture: This organisational culture refers to the effective collections of
individuals who commonly work for the same organisation or firm. Along with in this culture
employees see themselves as unique for an organisation (Chen, Chen and Sheldon, 2016). For
example: Marks and Spencer having large number of staff members so they feel themselves as a
superior but they does not perform their work which is assigned to them. Thus, business of
respective firm suffers a lot among the4 achievement of targeted goals.
Role Culture: According to this culture, organisations have so many rules and policies
for their employees along with employees have responsibilities to fulfil their task on time.
Herein, employees plays significant role and accomplish their work which is given by firm. For
example: employees who are working into the firm so work should be assigned them according
to their capability so that they can perform better and achieve targeted goals.
After examining assorted kinds of culture, it is examined that Marks and Spencer
required to follow role culture due to several department who generally working for attainment
of particular objectives and goals. Therefore, firm is needed to have qualitative employees to
attain business goals.
Importance of cultural difference awareness
It is essential for firm to understand the entire concept of cultural differences by which
they can make effective policies and plans for future. Like people from other departments mainly
works for achievement of targeted goals (Colarelli and Arvey, 2015). It could be identified with
the help of Hofstede's dimensions of cultural theory and their applications, those are mentioned
in beneath:

Power Distance Index: It determinant as the inequality degree which mainly exist
towards individual without any power. In regards with M&S, manager has liability to give order
to their superiors without focusing on several factors.
Uncertainty Avoidance Index: It is considered as the way with the surrounding of
dynamic environment. It is huge important for firm to produce better plan and strategies through
ignoring uncertainty. Herein, M&S generally make plan by ignoring such issues that could be
raise in firm.
Collectivism vs Individualism: In this dimension of his model, there are so many
countries who trust that individual can perform better rather than the group of members. Thus,
M&S required to work on collectivism in order to achieve stipulated target (Devece, Palacios-
Marqués and Alguacil, 2016).
Restraint vs Indulgence: In this firm should associated with several activities and little
restraints. Through this involvement they can achieve appropriate business results and able to
manage culture at workplace. In the case of M&S, they generally focus on their future problems.
Short Term vs Long Term Orientation: These types of business are based on long and
short term goals which can be attain by people with the help of short orientation. It aid in
business and their sustainability.
Organisational politics
It could be identified as the self serving behaviour which is helpful for employees in
order to maximise their probability to attain good outcomes within the firm. It is affect through
people who serve their personal interest without influencing firm. Therefore, it could be negative
or positive both and impact on overall operation of business and their probability along with
productivity. For example: if Marks and Spencer follow partiality among their workers than it
creates negative impact on firm and reduce production and profit as well ( Kim, Kim and Reid, ,
2017). So that it is necessary for firm to formulate positive culture at workplace to achieve
targeted results.
Organisational Power
It refers to particular way of act something in a different and unique style. In this people
works a lot at high position and influence other. There are several power which is given by
French and Raven's Power, those are as follows:

Expert Power: This is the power which comes from superior, experience, knowledge and
so on for take challenging work and task. Herein, M&S should use this power to attain positive
results.
Reward Power: In this power, leaders offer rewards and benefits and their follower
follow each instructions (Lăzăroiu, 2015). In M&S needs to offer rewards to their employees to
increase their working performance.
Legitimate Power: This power shows the flow from people or title hierarchy whereas,
position gives issue orders and rights. Thus, both kind of punishment considered as a power. So
that it helps people who work for M&S to achieve goals.
Referent Power: This power is based on image, background, traits, executive presence
and character of leader. In this, employees of M&S needed to follow this power for increasing
their knowledge towards work.
Thus, influence of culture, politics & power have effective impact on organisation &
individual attitude that assist firm to increase working performance of employees effectively.
TASK 2
P2 Content theory and Process theory of encouragement.
The procedure of inspiring people so that they can accomplish their objectives in an
effective manner is termed as Motivation. In organisation context, it is the responsibility of a
leader to encourage its staff members so they can work in an effective manner which affect
positively on efficiency and productivity of company. Motivation theories involves content and
process theory which is discussed below with relation to Marks & Spencer.
Content Theory
Content theory of motivation focusses on what encourage people & it also emphasise on
needs as well as goals of an individual. Along with this, content theory deals with internal aspect
which affect behaviour as well as attitude of employees (Liu, 2015). Maslow's Theory which is a
content theory is considered by higher authorities of Marks and Spencer in order to encourage
people. This theory involves five needs which is mentioned below:
Maslow's Theory of Motivation: This theory signifies that needs of an individual is
keeps on arising after the fulfilment of one need. The theory contains five needs which are as
follows:

Physiological Needs: It is the first and the foremost need of an individual that is food,
shelter, air, water and many more. This need directly affect on the behaviour of an individuals.
With reference to Marks & Spencer, the company emphasise on satisfying the basic human
needs of employees as it makes them free from mental stress due to which all the staff members
work with full interest and contribute their best towards the achievement of organisation
objectives.
Safety & Security Needs: The other need that is arise after the fulfilment of physiological
requirements. This involves security, stability, free from fear, protection in premises and so on.
In relation to Marks & Spencer, the company provides a security of job to employees so that they
feel free from the fear of job security that affect positively on the productivity and efficiency of
employees (McShane and Glinow, 2017).
Social Needs: The third need that involves sense of belongingness, friendship, trust,
giving love and affection and so on. Social needs affect on the behaviour and the way an
individual perceive others. In context to Marks and Spencer, its Human resource manager
maintains a good relationship with all the employees and emphasise on developing effective
relationship among employees. This create a friendly and family environment at workplace due
to which absenteeism rate of employees is decreased that affect on the overall performance of
Marks & Spencer in a positive manner.
Esteem Needs: This need is divided into two types tat is self esteem and self respect that
involves achievement, status, independence, mastery, dignity and so on. In relation to Marks &
Spencer, it give rewards and appreciation to employees in front of all the office members that
make them feel valued part of organisation. This build confidence and increases social status of
an employee which build positive mindset of employees and help company to retain staff
members for longer time period.
Self-actualisation Needs: The last need of Maslow's theory that occurs after satisfying of
above given needs. It involves self-fulfilment, personal growth, potential of an individual to
bring creative idea, accepting challenges at workplace and many more . In relation to Marks and
Spencer, its mangers focuses to develop confidence among employees by giving them challenges
due to which they gain growth and development that leads to fulfilment of self actualisation
needs.
Process Theory:

Process theory of motivation signifies how motivation arise in an individual with the
passage of time . Along with this, it is a behavioural & Physiological process that encourage a
single in order to act in a specific manner is termed as process theory of motivation. The process
theory that is adopted by managers of Marks & Spencer is Vroom Expectancy theory which is
mentioned below:
Vroom's Expectancy Theory: This theory states that increases efforts and hard work
leads to enhancement of performance of an individual. Along with this, Vroom's expectancy
theory emphasise on involvement of an employee in order to achieve rewards and appreciation
(McShane, 2018). The higher authorities of Marks & Spencer provide positive culture to staff
members in order to influence and motivate employees in an effective manner. This theory
involves three variables which are as follows:
Expectancy: It is defined as belief that if an individual put their efforts and hard work, it
will surely achieve the targets and objectives. In context to Marks & Spencer, its managers keeps
on motivating employees with an aim to enhance their performance level. This assist company to
attain their targets within specified time frame.
Valence: It is defined as significance that a person put on the expected outcome. Along
with this, it is defined as a way to evaluate the performance of employee with the expected
outcome. Marks & Spencer maintains a good relationship with all the staff members in order to
motivate them that instantly impact on the productivity of worker in a positive manner.
Instrumentality: It is defined as how a person is likely to gain rewards and hit the targets.
It is only be achieved if an employee have clarity of roles and responsibilities that they need to
achieve. Marks & Spencer provide rewards in monetary and non monetary terms that encourage
all the staff members to work with full zeal & achieve organisational goals within given time
frame.
TASK 3
P3 Difference between effective and ineffective team
Teams define as a unit or combination of ample number of people for a particular aim or
objectives. In a business organisation, mainly teams are distributed into two sections which are
effective as well as ineffective. In case of effective teams, every person have required
knowledge about the work and perform their duties accordingly. But in context of ineffective
team it lies all those people who don't have proper guidance and knowledge about the objective.

In relation to Marks & Spencer, management team of the organization develop effective team so
they can execute their task effectively which leads towards the accomplishment of goals &
objectives (Miner, 2015). There are some primary variation between both teams which are going
to be discussed as follows.
Basis Effective team Ineffective team
Decision
making
It is a kind of team, where every team
mates have equal opportunities as well
as rights so They can contribute their
share for developing decisions. With
the aid of this, Marks & Spencer can
grow at competitive market as they can
take decisions according to the
environment (Bakotić, 2016).
Whereas, in terms of ineffective
team, employees have no interest in
decision making process and the
main reason is that they do not have
sufficient knowledge and guidance
about the goals and objective which
reduces their overall performance.
Underlying
goals
In this, goals are clearly
understandable by every individual so
they can act accordingly and
accomplish their task effectively.
On the other hand, ineffective team
do not have clear idea about their
goals which develops disputes and
conflicts. This as a result reduces
positive impacts.
Team Dynamics
On the basis of Lencioni’s central theory, it has been identified that there are mainly 5
essential factors which needs to be considered for the improvement of effective and ineffective
team. These factors are discussed as follows:
 Trust: It is the factor which is quite essential as every person needs to trust there
colleagues and team members so they can accomplish the task effectively.
 Healthy conflict: This is the situation where every team mates needs to take participation
as it helps in generating new ideas and strategies for fulfilling the objectives within given
time frame.

 Commitment: Every team members need to be committed with their work and goals so
they can produce positive results in an effective manner and given time frame (Ployhart,
2015).
 Accountability: It refers to the element that every team members need to be accountable
about what they deliver in order to fulfil their organizational requirements and needs. Result focussed: The main goal of a capable team is to be result focussed so that they
can produce higher goods and services and fulfil the needs of organization.
Types of teams
It is very important for an organisation to create teams as well as groups so they can
fulfil their task effectively. Different type of teams are there which is formulated by the top
management team according to the needs and requirements. Below mentioned are the most
common kinds of teams:
Project team: It defines as the group mainly developed for fulfilling a single goal or
objectives. In reference to Marks & Spencer which is a multinational organisation comes up with
attractive project on a daily basis and for this teams are developed by the management team so
they can accomplish their task (Salehzadeh, 2015).
Functional team: This type of team includes different types of individuals who have
various sort of business functions. With the help of creating such teams in Marks & Spencer
business entity can adopt their knowledge in order to perform their functional goals in an
effective and appropriate manner.
Virtual team: It is the type of team which is developed by management team in order to
accomplish their goals despite any kind of hurdles like country boundaries. In the present context
of Marks & Spencer it has been identified that the main headquarters of the company is in one
country but they have different branches all over the world. In order to launch a new project in
new nation, management team decides to develop a virtual team so that they can guide there
team mates for the attainment of objectives and goals.
Tuckman Team Development Theory refers to the most effective team which is used by
the top management team of Marks & Spencer. This type of theories help in creating dynamic
cooperation within the existing employees. For example: Marks & Spencer wants to introduce a
new fashion store at the competitive marketplace for which a new project as well as virtual team
is going to be developed. Team development steps are discussed as below:

Forming: It refers to the stage, in which every team members are chosen, clubbed and
introduced with each other in an effective manner by the leader of Marks & Spencer. In addition
to this, leader develop awareness about organisational goals as well as objectives.
Storming: It is the stage where team mates interact with each other so that they will be
able to know about their capabilities and potential. According to there skills and capabilities
individual will be allotted by the duties (Waldman, Ward and Becker, 2017).
Norming: At this phase, productive disputes and conflicts arise among the employees so
they can take decisions for accomplishing their goals and objectives. Every individual share their
thoughts so they can take positive decision within given time period.
Performing: It Define as the phase where real implementation of task is done by the
Team members for which the team is developed by the management team.
Adjourning: At last, disbursement of team mates happen as the main objective behind
developing the team is fulfilled by the team members of Marks & Spencer.
TASK 4
P4 Implementation of concepts which is related to OB
It has been said that organisational behaviour define as the alignment of thoughts, values,
beliefs, ideologies, customs. In such situations leaders are responsible for combining features,
characteristic as well as attitude of employees so that they can attain organizational objective.
But in the present context of Marks & Spencer a situation arise where not every person is aware
about their roles and responsibilities which leads towards conflicts between leaders and staff
members. For reducing such negative impact, it is decided by the top management team of the
organisation to adopt Path Goal Theory.
Path Goal Theory
It refers to a theory which was introduced by Robert House, in which it is said that the
implementation of leadership style which is done on the support of present business
environment.
Classification of the Theory
It refers to the theory which mainly consist of three factors which are going to be
discussed below:
Employee Characteristics: In reference to this, leaders of the organisation are responsible
towards the behaviour of employees and help them in order to encourage to produce positive

outcomes. In the present context of Marks & Spencer, it has been observed that there are some
staff members who have developed negativity at the workplace by adopting legitimate power.
Task & Environment: In this, it is essential by the leaders to provide positive working
environment to their staff members so that they can perform their activities in an effective
manner. Due to unclear responsibility, it has been identified that there is rise of conflict and
disputes within the workplace which might affect the overall working environment in a negative
manner.
According to the above elements it has been concluded that at present Marks & Spencer
is having negative environment along with ineffective communication system which reduces the
profitability of the company.
Leadership Behaviour:
As per the current business situation, it is concluded that there is negativity, conflicts and
disputes arise at the workplace which influences the whole image of the organisation in a
negative way. For avoiding such situations, leaders of Marks & Spencer decide to follow
Participative leadership style. This style creates opportunities for all the staff members to share
their views and thoughts so that effective decision can be taken by the management team (Wang,
2019). This creates sense of responsibility among the staff members so they can perform their
whole task in more effective manner. But on the other hand it is identified that this is the type of
leadership style which requires lot of time in order to take decisions.
This is the type of leadership form which consist of both positive & negative impact.
With the help of this style, company can easily develop positive results by encouraging their staff
members which is positive in nature. But in negative effect, it has been concluded that due to
different thoughts and views of every employee disputes and conflicts might arise at workplace.
Philosophies of Organisational Behaviour includes contingency as well as autocratic
philosophy which assist in creating futuristic plans and the other mainly emphasize on
developing the plans (Kirsten, 2018). In reference to Marks & Spencer, in order to remove
negative impact from the environment Contingency philosophy is adopted by the leaders.

CONCLUSION
With the aid of stated discussions, it has been concluded that organisational behaviour
help staff members in order to perform their work effectively and appropriately in an effective
manner. There are different aspects of an organisation which have positive and negative effect
which extremely affect the total behaviour of a team and individual. Along with this, it has also
been observed that there are some aspects which includes culture, power as well as politics.
Apart from this, it is essential for the managers to adopt some motivational theories so that they
can motivate their employees in order to produce positive results. Furthermore, Tuckman theory
is used by some managers so that they can create positive atmosphere so that every person will
be motivated to perform their task effectively. At the end it has also been identified that with the
aid of Participative style of leadership it becomes easy to communicate with employees to
produce positive outcome.

REFRENCE
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