Understanding Motivation Theories in the Workplace

Here is a summary of the provided content on change in human needs according to time, including McGregor's Theory X and Y, Herzberg's Motivation-Hygiene theory, and Process theory of motivation. McGregor's Theory X and Y suggest that there are two types of employees: Theory X, which includes those who dislike work and avoid responsibilities, and Theory Y, which consists of responsible and punctual employees. Herzberg's Motivation-Hygiene theory proposes that satisfaction and dissatisfaction come under dual scales, with hygiene factors causing job dissatisfaction and motivation factors leading to job satisfaction. The Process theory of motivation suggests that employee behavior is influenced by various internal and external factors, including personality traits, attitude, and environmental conditions. These theories can help organizations understand the changing needs and behaviors of their employees over time. In conclusion, understanding change in human needs according to time is essential for effective organizational management and employee motivation. By recognizing the different types of employees, identifying motivators and demotivators, and adapting to changes in employee behavior, organizations can improve job satisfaction, productivity, and overall performance.

Organizational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different types of organizational structure and culture.........................................................1
1.2 Comparing the structure and culture of John Lewis Partnership..........................................2
1.3 Factors affecting the individual behaviour at work...............................................................2
TASK 2............................................................................................................................................3
2.1 Leadership style adopted by two different managers............................................................3
2.2 Distinguishing the contribution different organizational theories........................................4
2.3 Management theories adopted by two firms.........................................................................4
TASK 3............................................................................................................................................5
3.1 Impact on different leadership style on firm.........................................................................5
3.2 Comparing different motivational theories...........................................................................5
3.3 Usefulness of different motivational theories.......................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Organizational behavior entails for studying the working as well as behavioral traits
shown by employees in any company. To specify further, it is the study of interactions or
behavioral traits shown by people individually or within groups. This type of study is helpful in
developing efficient organization (French, Rayner, Rees and Rumbles, 2011). Present report has
made an attempt to study about John Lewis Partnership which is one of the major retail company
of UK (John lewis parthership, 2015). The report has emphasized on developing an
understanding about structure and culture of John Lewis Partnership as well as the relation
between the two. Different approaches to management and leadership has also been studied by
keeping special emphasis on John Lewis Partnership. Other than that different techniques related
to motivation has also been discussed.
TASK 1
1.1 Different types of organizational structure and culture
Organizational structure: Organizational structure can be determines as a way through
which roles, power and responsibilities are assigned, controlled and coordinated so that human
resource could be managed effectively (Robbins, 2009). Following are few organizational
structures followed by different firms:
Organizational structure Features
Functional structure Presence of different departments that are guided by a
leader
Leader has the role to guide and support team for
achieving organizational goals (Wilson, 2013).
In case of John Lewis Partnership, there is a department
wise division into marketing, finance, HR (John Lewis
Partnership PLC, 2016)
John Lewis Partnership warns of lower profits on pension
charges. 2016
Product based organizational
structure
Product line acts as a basis of division
1

Helpful when a firm provides variety of product
Helpful in managing all its line of products effectively
(Lee and Lawrence, 2013).
For example, ABC international is a firm which provides
different products to its customers. Products based
structure is followed by this firm and is helpful in
managing efficiently.
Geographical structure Used when there is an existence of different business
units in diverse locations (Lee and Lawrence, 2013).
For example, McDonald is a firm which is located in
many regions. It follows geographical structure for
effective management of their firm.
Organizational culture: It can be defined as the collective behaviour that is exhibited by
people that are a part of organization. There are different types of cultures followed by different
organization (Levy, 2006). Following are few of them which are helpful for the firms:
Power culture: According to this culture, one individual is given the power over many. He has
the power to give orders and guidance to this group. As it was discussed above, John Lewis
Partnership follows functional organizational structure where departments are controlled by
different leaders (Hofstede, 2010). Similarly, these leaders follow power culture so as to attain
the stipulated objectives and goals.
Role culture: As per this culture, diverse roles are played by every individual that are to be
performed by them in a timely manner. Firms can also assign similar roles and responsibilities to
a particular group. These group has to work together so as to achieve the goals and objectives.
For example, groups like marketing, sales, operations, HR, etc. all the these groups are given
similar roles in order to achieve the goals of the organization.
Task culture: In this culture, trams are developed whose focus is to achieve the given task
effectively. Deadline will be given in which these teams have to complete the given task (Wagner
and Hollenbeck, 2010).
2

1.2 & M1 Comparing the structure and culture of John Lewis Partnership
John Lewis Partnership follows functional structure in which all the function of
organization are divided into different department and each of the department is controlled by a
leader and each leader of different department is controlled by the head (About us, 2015). Head
provides these leaders with tasks or information which they have to pass it on to their respective
departments or groups (Hatch, 2006). It is very systematic structure when information flows in a
chain. On the other hand, it follows John Lewis Partnership power culture in which leader
provides direction and guidance to their group in order to achieve the organizational goals and
objectives. Both these culture and structure followed by John Lewis Partnership have positive
effect on the working. With this they will be able to achieve the desired goals effectively and
efficiently (Organizational structure impact, 2015). In addition to this, leader have close
interaction with their employees which help to understand their issue, problems and accordingly
leader can take appropriate step in solving them (Jex and Britt, 2008).
Form this it can be stated that both culture and structure have close relation with each other.
Structure and culture help the firm to give direction to employees so that they achieve their
desired goals and objectives (Lee and Lawrence, 2013).
1.3 Factors affecting the individual behaviour at work
Following are the factors which affects individual behaviour at work:
Leadership: Leader is the one should provide support and guidance to their employees so that
they get motivated and perform their job effectively. If leaders are supportive and motivate their
employees, then they perform effectively and in case leaders do not support or encourage then it
will have negative impact on the behaviour of employees.
Effective communication: Communication is very essential in order to develop coordination
among the employees. Further, it also helps in knowing each other more closely and improves
the efficiency of work (Hogg and Terry, 2014). When there is lack of communication, then the
effectiveness in achieving the goals and behaviour of employees also effects negatively.
Personal and family life: In case, personal and professional life is going on well then it will
positively affect the behaviour of employee and they will perform more effectively.
Reasons to understand individual behaviour by manager:
3

Task performance: Understanding the needs of employee will be helpful in giving them task
which the manager will have confidence that the task will be performed effectively.
Punctuality: It is very important for the manager to know that their employees are punctual or
not. This shows that the employee has the willingness and desire to support the firm in order to
achieve the organizational goals and objectives.
TASK 2
2.1 Leadership style adopted by two different managers
There are many leadership styles which organizations can follow. Mostly firm adapt to
leadership style in accordance with the culture they follow. Following are the leadership styles
followed by different organization:
Tesco: It is a retail firm which follows democratic leadership style. According to this leadership
style, employees of the organization are involved in decision making. This motivates the
employees as they feel that they are important for the organization (Tohidi, 2011). Further, it also
encourages them to improve their performance level. This is one of the best leadership style
which a firm can follow.
John Lewis Partnership: This firm follows autocratic leadership style, according to this
leadership style all the decision are in the hands of top management only. Employees who are
not a part of decision making feel neglected and avoided by the organization. This style de
motivates them and even affects their performance.
Both these leadership styles are totally different form each other. Among both the style,
democratic leadership style is the best one. As it motivates employees and develop a feel of
importance among them. Further, it also helps them to enhance their work and to work with their
full efficiency (Hofstede, 2010). On the other hand, autocratic leadership style make employees
demotivated and neglected by business operations.
2.2 & M2 Distinguishing the contribution different organizational theories
The varied principles given below contribute to management in the following manner;
Scientific Management theory: It contributes by improving economic efficiency as well as
making labour productive. It monitors employees performance and accordingly it helps them to
identify the areas in which they need improvement. With this respect, they provide them training
so that they could improve their performance.
4

Henry Fayol’s 14 principles: It is a technique by which there is a division of organizational
responsibilities. It is further helpful in maintaining the overall discipline as well as order in
employees. These principles cover all the areas through which employees are directed (Robbins,
2009). Following are the 14 principles of Fayol's:
Division of work: According to this principle all the work should be divided equally among
employees. Further, division of work should be done according to each employees capabilities.
Responsibility and authority: Both authority and responsibilities are related with each other.
Power should be provided so that they could give proper orders (Lee and Lawrence, 2013).
Discipline: It is very essential for the employees of organization to follow all the rules and
policies given. It helps in encouraging common efforts.
Unity of command: All the important decisions should be given from one leader or manager.
Unity of direction: It is important of the firm to work towards a common goal.
Subordination of individual: Interest of different people differ from other people. Organization
should understand each employees interest and accordingly provide them work.
Remuneration: It is important for the firm to provide remuneration as it has a direct impact over
motivation and productivity.
Centralization: It means reducing the importance of subordinates roles.
Scalar chain: There should be a systematic flow of information.
Order: Employees should be provided with right resources.
Equity: All the employees working in different operations of business should be treated equally.
Stability of tenure of personnel: Retention of employees is very important and management
should give it high priority (Hofstede, 2010).
Initiative: It is essentially for the management to encourage initiative for worker.
Espirit de corps: Good feeling and harmony should be encouraged by management.
Bureaucracy: It has two elements, firstly, it changes the organization into hierarchy and secondly,
employees are governed by clearly defined decision making rules. It is very helpful in
developing path through which they focus on achieving their desired goals and objectives.
Further, it provides a systematic flow of information. In this theory, it is important for the
management to select leaders who would be capable enough to provide their followers with
proper direction.
5

The above given theories are the guidelines and helps the firm to underpin management.
Organization should follow any one of the above given theories so as to have proper and
systematic work force. All the organization theories have their own importance and limitation
but are helpful for firm.
2.3 Management theories adopted by two firms
There are many theories which are helpful for the organization to plan and organize.
Tesco uses Contingency theory, in this theory many universal application are involved to manage
the organization in developing management principles. Through this theory firm focus on
selecting motivated and well trained employees who would contribute for the growth of the
organization. In underpinning the practice of management this theory is very helpful in.
On the other hand, John Lewis Partnership adopts administrative theory, this theory has a
formalized structure of administration, clear division of labor and delegation of power. In this the
firm has divided power and responsibilities among departments. They need to use their roles and
responsibilities to achieve the given task. All the individuals have clear understanding regarding
their roles, responsibilities and this help them in achieving the desired goals and objectives
efficiently.
TASK 3
3.1 Impact on different leadership style on firm
John Lewis Partnership adheres with autocratic style of leadership. The impacts are as
follows;
Leads to employee demotivation: The intense pressure and lack of decision making makes the
employee demotivated. They may further show a presence of neglect and disconnect from the
organization.
Wrong decision making: In autocratic style, the decision making lies in the hands of top
management only and this done on the basis of knowledge and experience which they had. In
this context, there are chances that decision taken by them may go wrong.
Affects performance level: With this leadership style, performance of the employees is highly
affected as they have to follow all the changes made by the top management even if they may not
be comfortable with the change (Haslam, Knippenberg, Platow and Ellemers eds., 2014). On the
6

other hand, managers are highly motivated as they take all the decisions and they impose the
changes made by them to employees.
Firm can also use democratic leadership style. This style is always considered to be the best
option as it offers guidelines to its employees. It allows workers to take part and in providing
suggestions to management (Hofstede, 2010). This helps in motivating and encouraging them.
Further, it helps the firm to achieve their desired targets effectively.
3.2 Comparing different motivational theories
There is a presence of many motivational theories like content, process, goal setting.
Among these, content theory is helpful to understand the change in human needs according to
time. These include X and Y, Herzberg’s, ERG theory, etc.
McGregor’s Theory X and Y: According to McGregor there are two types of theories for
motivation. Managers tends to understand their employees and accordingly they treat them. All
the employees who dislike work, who do not take responsibilities, who avoid work, etc. are
stated under Theory X. On the other hand responsible and punctual employees belong to
category Y.
Herzberg’s Motivation-Hygiene theory: According to this theory dissatisfaction and satisfaction
come under dual scales. Hygiene includes those factors would could make individuals unhappy
because of their job (Lee and Lawrence, 2013). They should be given job security, proper pay,
etc. will bring job satisfaction.
Process theory of motivation: This theory deals with the process through which motivation is
caused. Theories which fall under this category are goal setting, equity theory and expectancy
theory. These theories are helpful in order to understand the cause of motivation.
3.3 Usefulness of different motivational theories
There are many benefits for John Lewis Partnership with the help of motivational
theories. As this firm uses Maslow's hierarchy of needs, Following are its usefulness to
managers:
 It is helpful in improving satisfaction level at work place. Further, managers are able to
make their work achieve through employees.
 Gives more recognition and rewards for good performance.
7

 It offers opportunities for obtaining experience and knowledge (The secret of our success,
2016).
 It helps in understanding the needs and wants of employees and accoringly they can work
to motivate them.
 In order to achieve the higher level of satisfaction it is important to fulfil all needs at
lower level. Motivational theory help managers to understand their employees more
closely (Robbins, 2009).
 Enables the employees to reach the perfect stage of happiness.
 Helpful in Identifying all the factors which motivates or de-motivated the employees.
 Allows flexibility in performing the work at any hours or at any location.
In simple words, it can be said that it is one of the best motivational theories which firms can
adopt as it cover all the important areas because of which the managers can understand the need
and want of their employees and accordingly they fulfil them. This will be helpful in motivating
and encouraging them to perform more effectively and efficiently.
CONCLUSION
It can be concluded from the report that a crucial role is played by organizational structure and
culture in terms of maintaining proper coordination as well as guiding the employees. Further,
there are many leadership styles which firms can follow. Among which democratic leadership
style is the best one as it allows employees to take decision which motivates and encourage them
to perform more efficiently. Moreover, motivation is very important so as to improve the
performance level of the employees. Maslow's hierarchy can be regarded as the best form of
motivation as it aids in motivating the employees as per need.
8

REFERENCES
About us. 2015. [Online]. Available through: <http://www.johnlewis.com//>. [Accessed on 19th
December 2015].
French, R., Rayner, C., Rees, G. and Rumbles, S., 2011. Organizational behaviour. John Wiley
& Sons.
Haslam, S.A. and et.al., 2014. Social identity at work: Developing theory for organizational
practice. Psychology Press.
Hassard, J. and Pym, D. eds., 2012. The theory and philosophy of organizations: critical issues
and new perspectives. Routledge.
Hatch, M.J., 2006. Organization Theory: Modern, symbolic, and postmodern perspectives.
Oxford University Press
Hofstede, G., 2010. Cultures and Organizations: Software of the Mind. 3rd ed. New York:
McGraw-Hill.
Hogg, M.A. and Terry, D.J. Eds., 2014. Social identity processes in organizational contexts.
Psychology Press.
Hughes, H. P. N., and et.al., 2012. Agent-based modelling and simulation: The potential
contribution to organizational psychology. Journal of Occupational and Organizational
Psychology. 85(3). 487–502
Jex, S. and Britt, T., 2008. Organizational psychology: A scientist-practitioner approach. 2nd ed.
New York: Wiley.
John lewis parthership. 2015. [Online]. Available through:
<http://www.johnlewispartnership.co.uk//>. [Accessed on 19th December 2015].
John Lewis Partnership PLC. 2016. [Online]. Available through:
<http://www.ft.com/intl/topics/organisations/John_Lewis_Partnership_PLC///>.
[Accessed on 18th February 2015].
John Lewis Partnership warns of lower profits on pension charges. 2016. [Online]. Available
through:<http://www.telegraph.co.uk/finance/newsbysector/retailandconsumer/
11855309/John-Lewis-Partnership-warns-of-lower-profits-on-pension-charges.html///>.
[Accessed on 18th February 2015].
Lee, R. and Lawrence, P., 2013. Organizational Behaviour (RLE: Organizations): Politics at
Work (Vol. 18). Routledge.
Levy, P. E., 2006. Industrial/organizational psychology: Understanding the workplace. Boston:
Houghton Mifflin.
9

Organizational structure impact. 2015. [Online]. Available through:
<http://flylib.com/books/en/1.183.1.14/1/>. [Accessed on 19th December 2015].
Robbins, S. P., 2009. Organizational behaviour. Pearson.
The secret of our success. 2016. [Online]. Available through:
<http://jlpjobs.com/http://jlpjobs.com///>. [Accessed on 18th February 2015].
Tohidi, H., 2011. Teamwork productivity & effectiveness in an organization base on rewards,
leadership, training, goals, wage, size, motivation, measurement and information
technology. Procedia Computer Science. 3. pp.1137-1146.
Wagner, J. A. and Hollenbeck, J. R., 2010. Organizational behavior: Securing competitive
advantage. New York: Routledge.
Wilson, F.M., 2013. Organizational behaviour and work: a critical introduction. Oxford
University Press.
10