Organisational Behaviour and Performance

This assignment provides a collection of research papers and articles related to organisational behaviour and performance. The papers cover various topics such as employee engagement, job stress, leadership values, and organisational culture. They are sourced from reputable journals and publications, including the Accounting, Auditing & Accountability Journal, Human Resource Management Journal, and Scandinavian Journal of Management. The summary includes a list of references to the cited papers.

Organizational
behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
P1: analyse organizations culture ,politics and power influence individual and and teams
behaviour and performance :.......................................................................................................3
TASK 2............................................................................................................................................6
P2: Evaluate that how content and process theories of motivation techniques enable effective
achievement of goals in organisation context: ...........................................................................6
TASK 3............................................................................................................................................9
P3:Understanding Of An Effective Team, as opposed to an ineffective team............................9
TASK 4..........................................................................................................................................12
P4:Concepts and Philosophies of Organisational Behaviour ...................................................12
Conclusion:....................................................................................................................................14
REFERENCES..............................................................................................................................15
INTRODUCTION
Organization behaviour is the study of group and individual performance in the
organization. This study human behaviour in a work environment and determine its impact on

performance , communication , leadership etc. This play a important role in the organization this
help in study the complex behaviour of human being and identifying causes and effect of that
behaviour. This help in understand the interaction between human being. This find out what
employee influence it for getting best results in attaining organization goals. Sainsbury is the
third largest chain of supermarket in UK. This company is founded in 1869 by john james
Sainsbury. This project report explain how culture ,politics and power can influence individual
and team behaviour and performance of Sainsbury. Evaluate how content and process theories
of motivation and motivational techniques enable effective achievement of goal in context of
Sainsbury .Understanding what makes an effective team , as opposed to an ineffective team.
Analysing relevant team and group theories to support development of dynamic co-operations .
Apply different philosophies and concept of organization behaviour. Justify and evaluate the
range that how they inform and influence behaviour in both negative and positive ways(Babnik
and et. al., 2014)
TASK1
P1: analyse organizations culture ,politics and power influence individual and and teams
behaviour and performance :
Culture , political and power influence and team behaviour and performance in Sainsbury
which is explained below;
ORGANISATION’S CULTURE :
It is define the beliefs , assumption , values and different way of interacting that
contribute to the psychological environment of the organisation. Culture of organisation also
includes its vision, values , norms , language. Culture is based on sharing all written and
unwritten that have been developed over time(Coetzee, Mitonga-Monga and Swart, 2014)
.. To understand the culture of organisation handy model of organisational culture is given
below: Role culture: In this employee want as much security and stability as possible. This
culture is define as the strict rules , obligation , agreement and procedures. This is apply
for both individual as well as department. If Sainsbury apply this then they have to focus
on the rules, regulation and safety points. This will effect both individual and group both
in Sainsbury. This is not consider as effective culture in organisation.

 Power culture : This culture has its flat structure in which employee are loyal to the
organisation. In this there is few rules and restriction as a result organisation is highly
flexible. Employees are loyal for each other and leader who controls the entire
organisation(Corfield and Paton, 2016). If sainsbury apply this then its create great
impact on employee and create flexibility in the organisation. In this employee are loyal
to each other and for its leader. Sainsbury get great productivity in its organisation Person culture: In this employees have complete independence and they are highly
educated. In this employee work their own expertise. In this also there is few rules and
restrictions. The number of employee in culture person is generally small and this is rare.
If Sainsbury apply this in its organisation then its create the great impact on individual
but not as much effective for group. This will only focus on individual.
 Task culture : in this the employee are experienced professional and are problem solving
oriented. They want there project should be completed and correct. This is focus on that
the result are more important then the rules. Is Sainsbury use this then its create the great
impact on individual and group. In this level of cooperation and power distribution is
high. This work as best model in the Sainsbury(Fridrich, Jenny and Bauer, 2015)
In context of Sainsbury its create a great impact on individual and as well team
behaviour and performance. If Sainsbury use this then employee are experienced and problem
solving. If there is an any problem in the organisation then they can solve it with there
experience. In this individual work independent they focus on the best result rather then any rules
restriction. Task culture effective in problem solving and have a great experienced this will help
team work . Level of cooperation and power of distribution is high. This can be the best model
for Sainsbury.
ORGANIZATIONS POLTICS:
It is the process and the behaviour in human interaction involving power and authority.
This is use of power and social networking within an organisation . In Sainsbury its create
positive impact in individual performance because with this discuss there problem and solve the
problem. This will also improve the performance of group and team member because they have
the authority to correct the performance. This will also work as negative impact on individual
performance ,group ism is there so its create bad impact in the mind of individual and they can
not focus in performance(Geppert, 2017) . This will decrease the productivity of Sainsbury.

POWERS OF ORGANIZATION:
Power is the ability to influence some other person . Capability to change the behaviour
of the subordinate with the control of resource. Power give result in both positive and negative.
Powers of organization is given below:
Legitimate power : this power is given on the basis of persons position and and role this
known as legitimate power. This power is decide by the junior manager to senior manager and
then directors. In Sainsbury when this power given to individual and group its create the positive
. With great position they increase the level of performance and focused on there goals .
Reward power: this power define as providing incentive and compensation to employee
in the organisation. This includes salary , bonuses , recognition , prop motion . This power highly
motivate the employee in the organisation. In Sainsbury this give the best possible result to
company . Thic power motivate individual and team to perform well and work done in an
effective way. This will increase the morale of Sainsbury employee. They provide high
productivity which increase the profit of Sainsbury.
Coercive power: This power is define as sets the fear in the mind of people that if they
are not work properly then they threaten and give punishment them. If Sainsbury use this power
in the organization then its create negative impact in the performance of individual and group.
This action include demotion , reprove and also be less concrete. Individual and group are not
focused in there performance because of the fear of punishment and threaten.
Referent power: this power is not define as the granted any power in an organization. In
this organization can also influence the power of employee with behaviour. This power can
create by the employee by saying yes to work never say no this is not my job this create
positive image of an employee. In Sainsbury work can be done on time if leader have referent
power. Individual and team satisfied when leader have referent power (Gkorezis and Petridou,
2017).
From the above power of organization, every power have there positive and negative
impact on individual and teams performance. For Sainsbury reward power work as effective
power. With this power individual and team get motivated and increase the level of
performance . It increase the productivity in Sainsbury and earn more profit . This power
perform well in the Sainsbury.

TASK 2
P2: Evaluate that how content and process theories of motivation techniques enable effective
achievement of goals in organisation context:
This is for understand that how motivational theory and techniques help in achieving
goals of the organisation. Motivational theory and techniques is given below.
MOTIVATIONAL THEORY :
In context of sainsbury there is motivational theory is explained for achieving the goal
of organisation
Content theory: This focused on how to motivate human behaviour in organisation. In
this theory, maslow theory is given which is explained below:
Maslow – hierarchy of need: This focus on needs at the bottom and the most complex
need at the top. This theory of motivation is given below:
(Source : Maslow's hierarchy of needs, 2018)
1. Physiological needs: This is define as the basic need of human to survive such as
air , water, food. Maslow emphasised on mind can not function well if this
requirement is not fulfilled. In Sainsbury the major motivation would be full fill
psychological need rather than any other(Goh and Marimuthu, 2016).
Illustration 1: Maslow's hierarchy of needs

2. Safety and security: In this if the psychological need is well contend then the
new need will be appear that is of safety need. This need refer to person desire for
security or protection. Safety need should include insurance policies , saving
accounts or job security etc. in this case people no longer have any safety needs
as first line motivators. Sainbury should satisfied this need of employee. Without
this a employee can not feel safe and secure in the organisation.
3. Belongingness and love: If the both need physiological and safety is satisfied
third need will be appear that is of belongingness and love. This is defined people
need love and be loved by others, love involved giving and receiving affection. If
employee unsatisfied mean they don't have friends or lack of friends . This will
create social nervousness. With this employee can not focus on their performance
its create negative result.
4. Esteem: This include being valued in the organisation and respected . In this
employee wants to appropriate by others. Person with low self esteem need
respect from others. This maslow divided into two types of self esteem that id
high and low. In sainsbury employee should treated respectfully so that they
perform well in the organisation and achieve its goal.
5. Self actualization: in this persons desire to grow and developed its potential. In
this people are well developed they want opportunity to grow and challenging
position or creative task. This will work effectively in sainsbury, employee want
grow its help in achieving the goals of the organisation.
Process theory: this theory focus on process. This theory integrate needs , equity and
reinforcement theory.
Vroom expectancy theory: This theory aim to explain how to people choose from
available actions. Vroom define as a process that governs pour choice among alternative forms
of voluntary behaviour. This engage in an activity is determined by appraising three factors
which is defined below:
1. Expectancy :This focus on learning from experience, from knowledge and from
efforts. Person believe more effort will result as a success. In sainsbury if
employee want so then they can learn from there experience and knowledge.

2. Instrument :This will focus on the motivation to employee . In this there is a
connection between performance and goals(Waddell and et. al., 2016). In
sainsbury for getting the reward person must to achieve the goal of sainsbury.
3. Valence: This is the value of performance of employee. According to the
performance they perform they get reward for that or not.
From the above theory this is define that malow theory will motivate the employees.
Manager of sainsbury should apply the maslow theory for motivate its employee. Maslow theory
will help sainsbury to achieve its goals.
MOTIVATIONAL TECHNIQUE:
In Sainsbury the manager should follow same techniques for achieving the goals of
organisation that is explained below
Create positive work environment: Positive work environment define as in which
providing employees proper guidance and understand there problem and solve them. Motivate
teamwork in which employee share there ideas and makes tool and knowledge to perform well.
This will motivate employee of sainsbury to perform that will help in achieving the goals of the
organisation.
Recognition achievement and accomplishment : In this organisation should celebrate
the performance of employee so that they get motivated. In sainbury the manager can appriciate
its employee by employee of the month or star performer(Goh, Ritchie and Wang, 2017).
Recognition team work and as well as individual effort.
Provide incentive for increasing motivation: In this provide incentive to employee for
doing extra words and for perform well in the organisation. Manager of sainsbury should apply
this providing incentives to its employee this will help in achieving the goals of the organisation.
Manager should include incentives like cash prize , gift card , vacation days etc.
Set goals that are achievable and reasonable: In this organisation support employee to
become self motivated by established professional goals and objective. Goals are set by the
organisation its very important for employee to achieve it. Manager of sainsbury should clarify
its goals to employee.

TASK 3
P3:Understanding Of An Effective Team, as opposed to an ineffective team
Team: A group of people who come together for the attainment of common goals,
objectives and missions in an organisation is known as Team. Different types of Teams are:
Functional Team: When people of a department come together in order to achieve a
common function. Functions can be referred as Production Function, Marketing Function,
Research Function and many more(Tam and Gray, 2016).
Cross-Functional Team: When people of different departments come together for the
formation of a team in order to achieve a common goal.
Virtual Team: When people of a team are in different offices, cities or even countries as
when they do not have face-to-face interaction with one another(Higgins, Stubbs and Love,
2014).
Self-Directed Team: These teams are formed on their own as no official order is given to
them for the formation. They are formed on the basis of bond between the members due to taste,
religion or circumstances.
These teams can be further classified as the way they operate as whether they are
successful or not. For that, the further classification can be done like:
Effective Team: It refers to group of people who work together in order to achieve their
goals in the workings of an organisation efficiently. These teams are considered as the
foundation of every organisation.
Ineffective Team: Teams which are not able to justify the work given to them, though,
they are aware of the day-to-day activities they need to perform, but, their performance is not
regarded accurate according to the standards of the performance accepted
Difference Between Effective Team and Ineffective Team:
The major difference followed in effective team and ineffective team are:
Basis Effective Team Ineffective Team
Communication The flow of communication is two way
in an effective team as ideas are shared
and discussed in order to get the best
results.
The flow of communication is
one way in an ineffective team as
ideas are just expressed but no
discussion is done only result are

announced.
Conflicts Conflicts are encouraged and are taken
in a good spirit in order to get the best
result out of them.
Conflicts are unhealthy and often
end up in disturbance and
improper justification leading to
unsatisfied members.
Interdependence The dependency between the member
are encouraged and is used to achieve
goals.
The interdependency is used in
unconstructive way leading to
failures.
Leadership Delegation of authority is equal
between all the members and shared
effectively.
Delegation of authority is
improper as members in high
position take up the power of
leaders.
Characteristics of an Effective Team:Effective team makes Sainsbury's what it is.
Effective team has led a foundation for the attainment of goals and objectives for Sainsbury's.
Some of the key features of an effective team is:
Collaboration: As a famous saying suggest that no one is as smarter as all of us clearly
defines the role performed by an effective team. At Sainsbury's it is considered that the
collaboration between the members is more impelling than that of working alone as when there
is no proper collaboration between the members it will lead to confusion and no proper
disbursement of work changing a team into an ineffective team(Jain, 2015).
Decision-Making: The decision making in an effective team has led to the impromptu
solutions resultant in quick decision making. The decision making follows in an hierarchy to
make the process less complex and more flexible whereas the decision making gets delayed in an
ineffective team due to unsynchronised way of handling disputes.
Accountability: Effective teams make the members of the team more responsible as they
become accountable for the workings of others as the whole team is blamed due to the mistake of
one. Here, at Sainsbury's whole teams is held accountable for the work of others as if the team
start blaming others it will lead to unbalance of activities forming an ineffective team.

Direction: Before the management or assemble of members of a team is done, the
management at Sainsbury's establishes the work and goals need to be attained by the team is
mentioned so that there is clarity between the team as if the team don't know what they need to
do it will lead to failure.
Tuckman Model
Sainsbury's is the third largest chain of supermarket in United Kingdom. It deals in retail
sector selling products like groceries, clothes, electrical items, food and many other types of
products. The success of Sainsbury's is obtained by the effective team behind it. The team of
Sainsbury's employees showcase various skills and practices. Managers at Sainsbury's realise it
is very important for the company to build an effective team. So, to create an effective team
Sainsbury's managers are using Tuckman Model.
Tuckman Model was given by Bruce Tuckman in year 1965 in his article
“Developmental Sequence in small groups” suggesting that there are certain stages from which a
team needs to be passed in order to get an effective team. These stages involve:
(Source: Tuckman's Model of Team Dynamics, 2018)
The five stages of this model are:
Forming: At this stage, teams are met for the first time. They learn about the different
goals and objectives they need to attain in this process. Here, the team is mostly at it best
behaviour but focuses on achieving their own goals. Here, the role performed by Sainsbury's
manager is to provide guidance to the employees and try to establish the goals which team needs
to perform(Su, Baird and Schoch, 2015).
Illustration 2: Tuckman's Model of Team Dynamics

Storming: This is the stage where team gets to interact with one another, they become
comfortable with each other in order to work in a more synchronised way. This stage begins
when members of the team suggest their opinions and quarrel can take place(Kallio, Kallio and
Blomberg, 2015) . The role of manager of Sainsbury's here is to assure that the team works
accordingly and if there can be a chance of quarrel, handle it before the team members loose
their trust as it is a stage where most teams fail.
Norming: At this stage, team learns to accept the flaws of other members and works hand
in hand. Here, the team works for the attainment of objectives as members knows the duties they
need to perform. The role of manager reduces here as the team has realised their potential and is
working efficiently for the attainment of goal.
Performing: Here, the team actually performs for the establishment of common
objective. At this stage, managers of Sainsbury's have given freedom to the team to make their
own decisions and let them control the activities of the team without concerning the managers.
Adjourning: It is the stage where everything goes back to normal. Here, the team has
completed the duration of their existence and go back to their old post. Whether the team is
permanent or temporary every team has to go through this stage as teams are rather temporary at
Sainsbury's.
With these stages managers of Sainsbury's will be able to demonstrate how to create an
effective team. They will be able to achieve the benefits which can be attained while working
with an effective team(Wong, Mahmud and Omar, 2015).
TASK 4
P4:Concepts and Philosophies of Organisational Behaviour
Organisational Behaviour refers to the study of behaviour of an individual in an
organization. The behaviour showcase by an individual in an organization depends on so many
factors and one of the most important factor is Leadership. For example, if an employee is in
autocratic leadership, then, the person's attitude will be frustrating as there will be no freedom for
opinions whereas if the person is in democratic leadership, then, the person will be satisfied as
their opinions will be asked. So, the leadership plays a vital role in analysing the person's
behaviour in an organisation(Knies and Leisink, 2014).

To understand the behaviour of an individual in respect to leadership, Path Goal theory is
established by the managers of Sainsbury's.
Path Goal Theory:
This theory states that every leader have a specific way of leadership which is best
suitable for an individual's behaviour and attitude in an organisation to attain goals and
objectives. In order to achieve the goals, a leader tries to motivate the employees, empower them
and helps in increasing their satisfaction level(Kristiansen, Obstfelder and Lotherington, 2015).
Path Goal Theory is based on three factors to achieve goals. These factors are:
Employee Characteristics: Employees are treated as blood of Sainsbury's because of the
activities performed by them for the attainment of goals of the organisation. Employees perceive
the behaviour of their leader according to their needs, affiliation and desires. Supposedly, if a
leader supply all the details before the needs, then the employees become lazy, so, the managers
of Sainsbury's try to create a balance in providing and establishing the needs of their employees
with their style.
Task and Environmental Characteristics: It is very important to set a way on how to
overcome the obstacles. If an issue is very difficult for an employee of Sainsbury's to overcome,
then, it becomes the duty of a manager to come and solve the issue and help in determining a
path. Some of the difficulties that managers of Sainsbury's help their employees are:
 Design of the task- If the task is way too structured and the employee has never faced
such an issue like that, then, they might ask the manager for support in order to solve the
issue.
 Formal Authority System: Depending factor here is the level of work assigned to the
employee. If a manager feels that the task is easy and employee have the potential, then,
they may delegate all the authority to employees.
 Work Group: The team plays a vital role here as if the team is not supportive of the
work of manager, then, its the responsibility of manager to provide motivation,
enthusiasm and devotion to its employees to get the best out of them(Lu and Kuo, 2016).
Leader Behaviour or Style: Other two variables in this theory are dependent on various
factors, but, this is the only factor which is independent of any factor as a manager style of
leadership can't be determined from any factor. It is based on the thought process of leader. The

leader try to adjust their style according to the employees. There are mainly four types of
leadership styles, namely,
 Directive: Here, the leader informs the employees about the work, and what employees
need to perform. This type of leadership is best suitable when employees are new or
uncertain about the work allotted.
 Supportive: Here, the leader is supportive and friendly to employees in order to motivate
them. This type of leadership is best suited when job is very challenging(Piercy, 2014).
 Participative: Here, the leader asks the opinions of the employees before making a
judgement. This leadership is best suited when employees are trained effectively and
knows the depth of work.
 Achievement: In this style of leadership style, leader sets goals high for the employees to
achieve in order to get the best results out of them. The manager provides support to the
employees and persuade them to achieve the goals.
From the path goal theory, it can be ascertained that there are positive as well as negative
issues related to the leadership style of Sainbury's managers, as sometimes there is a need of
strict leadership style so that the employees knows the amount of work expected from them and
how to achieve it. But the negative influence of these styles can be ascertained with the fact that
employees feel suffocated and the undue influence may lead to the failures(Scott and et. al.,
2018).So, it is the responsibility of managers of Sainbury's to create a balance in their style of
leadership in order not to pressure their employees.
Conclusion:
From the above analysis it can be concluded that the culture, politics and power plays a
vital role in the establishment of an organisational behaviour. To motivate employees to help
them in successfully implementation of their goals by merging them with of organisation's may
help both in attainment of objectives. Other than that, effective teams in an organisation helps in
demonstrating the achievements more accurately as it gives rise to the leaders and their
innovative leadership styles in order to create an environment which will help in implementation
of different plans and policies. So, an organisation needs to implement all the factors that plays a
vital role in establishing a successful organisational behaviour.

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