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PROJECT

TABLE OF CONTENTS

INTRODUCTION
Organizational behaviour is a kind of study which is majorly used for studying or
analysing the manner in which a group of people or an individual act (Buchanan and Badham,
2020) . This study is mostly done within organizations where they focus upon studying overall
performance and behaviour of their employees of staff members. Study of organizational
behaviour helps organizations so that they can strengthen their relationship with their employees
which further helps them to motivate their employees, enhance their performance, bring
improvement within their organizational structure, bring improvement within their leadership
and many more. Today due to increasing competition in the market it has become important for
organizations to understand and enhance their companies’ strategic position and motivate staff
members so that their performance can be enhanced in a much better and appropriate manner.
This assignment will lay emphasis upon case study of John Lewis partnership which is a British
department store that was founded in 1864whose headquarter is in London, England, UK. This
assignment will lay emphasis upon writing a report upon organizational motivation and culture
by focusing upon influence of politics, culture and power, motivational and team development
theories, and organizational behaviour philosophies and concepts.
PART 1
Ways in which organizational power, politics and culture that can influence individual and team
performance and behaviour
Organizational culture
Organizational culture can be defined as a shared system of assumptions, beliefs and
values that helps the organizations in governing the manner in which people should behave
within workplace. These assumed shared beliefs and values have influence upon people who
work within a company. These values and beliefs also help in indicating ways in which people
within workplace should act, dress and perform their roles and responsibilities associated with
their job designation. Culture plays a vital and important role in bringing improvement within
overall performance of employees of John Lewis partnership. There are various kinds of models
that can be used by John Lewis partnership to understand implications of organizational culture.
These implications will be explained with the help of Handy’s Model of organizational culture.
Handy’s Model
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 Power culture: It is a kind of culture in which three are only few high- level senior authority
people within an organization that take any kind of decision or have authority to take
decisions. This culture is being followed at John Lewis partnership. This culture helps them
to bring improvement within their decision- making power and quality of decisions that can
help them to gain success eventually.
 Role culture: It is a kind of culture in which each and every employee has a clear
understanding of their role that they have within their organization that can help them to
achieve both individual and business goals (Maher, 2020). This is helpful to the company in
increasing efficiency of their employees and eventually it helps in achieving success.
 Task culture: it is a kind of culture in which different team formation is done and all the
teams work together for achieving objectives and aim. This culture helps in increasing
effectivity and flow of ideas which further helps in increasing solution efficiency.
 People culture: it is a kind of culture in which each individual sees themselves as a superior
and important person to the organization. In this type of culture horizontal structure of the
organization is more applicable and appropriate
Hofstede's cultural
Hofstede's cultural dimension is a kind of model of cross- cultural communication and was
named after its developer Geert Hofstede. This framework is majorly used to elaborate effect of
society’s culture upon value of its members and ways in which their values are related to their
behaviour is also explained in a proper manner. it has few major dimensions that helps in
explaining effect of culture upon people and their values and behaviours.
 First is power distance index in which power level within an organization is described. This
index is quite high in John Lewis partnership as most of the decisions within an organization
is taken by the top management authorities itself.
 Collectivism and individualism index that helps in explaining relationship among different
employees (Khlif, 2016). This index of John Lewis partnership is moderate as most of the
employees focus upon helping each other so that all the business processes and operations
can be carried out in an appropriate manner.
 Feminist and masculinity index helps in explaining gender equality within an organization. In
John Lewis partnership there is equal distribution of role of men and women as this index is
moderate. Gender inequality within the organization on the basis of gender is extremely less.
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 Uncertainty avoidance index focuses upon avoidance or facing of uncertainty. John Lewis
partnership focuses upon avoiding or ignoring uncertainties within the organization.
Organizational power
Organizational power can be defined an ability to make things happen in a certain
manner. it can also be defined as an ability with the help of which people work together in a
proper and appropriate manner. Power is one of the most important factors that can influence
performance and behaviour of employees of John Lewis partnership. In order to elaborate and
analyse influence of power upon individual or team behaviour and performance French and
raven model of power can be used.
French and raven model of power
 Legitimate Power: it says that a person has a formal right to make decision and that particular
person expects other to be obedient. John Lewis partnership focuses upon this power in
which higher authority takes decisions and other employees follows decision taken by higher
authorities. It is one of the main types of power that can impact overall performance and
behaviour of team members or an individual.
 Reward power: This focuses upon an individual’s ability to compensate another for
compliance. In this all the senior level authority focuses upon rewarding their employees for
their performance (Bissessar, 2018). This type of power helps an organization to motivate
their staff members so that they can work upon enhance their overall behaviour and
performance in order to get reward.
 Expert power: Team managers uses their experience and expertise of their field so that they
can take decisions accordingly and guide their employees accordingly. This not only help
them to enhance overall performance of the team embers but also helps in achieving success.
 Referent Power: this power is used by managers to influence their employees and their
performance of better management.
 Coercive Power: it is a kind of power in which an individual has complete authority to
punish someone in order to maintain good working environment.
Organizational politics
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Political behaviour can be defined as a kind of human behaviour in which there is a clear level of
involvement of both power and politics. It can directly influence overall behaviour and
performance of employees in both negative and positive manner. Politics can impact an
organization in many different manners. Politics is also one of the main reasons because of
which conflicts within an organization among employees can arise and can be resolved as well.
Critical analysis of which politics, culture and power of John Lewis partnership can influence
team and individual performance and behaviour
Organizational culture, power and politics are linked to each other and has strong
relationship that can influence John Lewis partnership employee’s behaviour and performance in
many ways. effective and positive culture of John Lewis partnership can help individuals or team
embers to get motivated and focus upon enhancing their performance and behaviour. Power of
John Lewis partnership can influence performance and behaviour of their employees because
organizational power helps the organization to manage their workforce effectively. Most of the
time the higher level of power an individual has within an organization determines the higher
level of politics presence within an organization this can impact performance and behaviour of
staff members of John Lewis partnership.
Evaluation of process and content theories of motivation that helps in enabling effective
achievement of goals of John Lewis partnership
Motivation can be defined as way of stimulating someone’s actions in order to achieve a
desired foal or objective. It can also be defined as a desire or drive to do something. In an
organization motivation plays a vital role that helps them in achieving a desired and significant
goal and objective (Sampayo and Maranga, 2019). John Lewis partnership focuses upon using
motivation in order to motivate their employees so that they can further focus upon enhancing
their overall performance, develop positive behaviour and focus upon achieving desired
organizational goals and objectives. This is majorly done by reviewing overall performance and
behaviour of employees and providing them incentives and appraisals accordingly. There are
various kinds of motivational theories that can be applied within an organization for motivating
their employees. All of those theories are divided into two main categories of theories that are
content theory and process theory.
Content theory
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Content theories are those kinds of motivational theories that majorly focuses upon motivating
people in order to fulfil their requirements and needs. Organizations like John Lewis partnership
uses content theories to fulfil requirements of their staff members and motivating them. There
are various kinds of motivational theories but most commonly used motivational theories are
Maslow’s hierarchy of needs, Herzberg’s motivational theory.
Maslow’s hierarchy of needs
This theory says that employees of an organization can be motivated by fulfilling needs
of employees in a hierarchical manner. This theory is adopted by John Lewis partnership which
helps them to motivate their employees and helps them to focus upon enhancing their overall
performance and achieve desired results (Hardcastle and et. al., 2017). This theory says that
needs of an employees can be fulfilled in a hierarchical manner which further helps them in
motivating their staff members as well.
 Physiological Needs: John Lewis partnership provides basic salary to their employees so that
they can fulfil their psychological needs water, food and other necessary thing for purpose of
survival.
 Safety Needs: In order to fulfil safety and security needs of employees they provide job
security to their employees by making their employees sign a bond of at least 2 years. This
helps the employees in reducing emotional distress.
 Social Needs: organizations focus upon creating an organizational culture and environment
so that all the employees of the organization feel socially acceptable and feels that they are a
part of the organization.
 Self-esteem needs: In order to develop a positive self- image within employees, John Lewis
partnership provide responsibility to the employees so that their self-esteem needs can be
fulfilled.
 Self-Actualization: Lastly when all the above needs of employees are fulfilled, John Lewis
partnership provide opportunities to employees so that they can grow, develop, enhance their
career and grab achievements to motive forward within their career. These opportunities can
be promotion, appraisals and many more.
Process theory
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Process theories are those kinds of motivational theories that are majorly based upon an
idea that should be explained of how an entity of an organization is changed or developed. These
theories help in explaining ways in which behaviour of employees is motivated and changes
towards the goal that are required to be achieved by them (Klopotan, Mjeda and Kurečić, 2018).
There are various kinds of process motivational theories but most commonly used process
motivational theory is Vroom’s Expectancy theory.
Vroom’s Expectancy theory
This theory focuses upon increasing behaviour of employees in terms of products and
services that are of more priority. With the help of this theory organizations can enhance overall
satisfaction level of employees and can reduce dissatisfaction level of employees as well. This
theory also helps in motivating employees in order to achieve a specific objective and goal. This
theory helps in explaining motivation, efforts and performance of an individual is inspired.
How behaviour of others can be influenced though effective application of motivational theories
There are various kinds of behaviour motivational theories that can be used to influence
certain behaviour in employees that can help them in enhancing their overall behaviour. For this
emotional intelligence ability is required. It helps in managing and understanding certain
behaviour of employees. It is one of the most important skill which is required to be
development within top management authority of John Lewis partnership so that they can
understand ways in which behaviour and emotions of their employees are impacted. This ability
can help them to influence behaviour of their employees by applying effective application of
motivational and behavioural motivational theories.
PART 2
Factor that make an effective team as compared to ineffective team
A team can be defined as group of individuals that work together in order to achieve a
common desired goal. A team plays a vital and most important role in John Lewis partnership as
it helps them to perform various kinds of operations and functions in a proper and appropriate
manner. there are various kinds of factors that helps in development of team. These factors can
either develop an effective team or an ineffective team (Tatum and Houston, 2017). An effective
team can be defined as a kind of team that helps an organization in achievement of desired goal
in a proper manner. An effective team has proper communication which helps all the team
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members so communicate their ideals and issues with each other. Chances of occurrence of
conflict within an effective team are also less as compared to an ineffective team. There are
different kinds of teams that helps in development of an effective team. Different types of themes
are:
 Project team: These types of teams work together in order to share a common goal. These
team work together in a common project in order to be completed within defined time period
and within defined cost. These types of team help in completing a task or a project with
defined requirements, maintaining quality of the project and also helps in handing wide range
of projects. These are one of the most effective type of team only if management and team
leaders are good otherwise these kinds of teams can be converted into an ineffective type of
team.
 Self-managed team: These are another kind of team that work together for a shared foal and
objective. These kinds of team are more effective only if all the members of the team are
motivated so that they can handle their own task in a more appropriate manner (Ganesh,
2016). but if in these kinds of team if team members are not provided with proper training
then it can become ineffective team.
 Virtual team: these are those kinds of teams that work from different physical location but
upon same task or project. But there are high changes that if management of such kind of
teams is not proper then it can change into ineffective team.
John Lewis partnership has all the four types of team working upon different processes but
for development of an effective team they provide training to their employees in order to develop
an effective team. Other than this there are various kinds of factors that help in making an
effective team as compared to ineffective team such as technology, management, training,
development activities and many more.
Analysis of team development for supporting development of dynamic cooperation
There are many theories that can be used for development of an effective team. These
theories help in development of an effective team by enhancing communication, reducing
conflicts, enhancing management and many more. One of the most common developmental
models is Tuckman’s team development model. This model says that an effective team is
developed in four main stages.
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Forming: All the team members at this stage are dependent upon the team leader so that they
can provide guidance and direction to the team members. Roles and responsibilities of all the
team members are completely unclear at this stage. In order to develop and understand team’s
purpose, objectives, team members ask lots of questions from the team leader (Lacerenza and et.
al, 2018).
Storming: All the team members at this stage try to develop and establish relationship with other
team members. At this stage main purpose of the team is clarified and main goal of the team is
explained to all the team members.
Norming: At this stage main work, responsibilities and role of all the team members are
explained to them as well as is accepted by them.
Performance: this is the final stage of team development in which all the team members are
aware of their responsibilities, important and required decisions are taken by the team leader so
that defied objectives can be achieved in an appropriate manner.
organizational behaviour philosophies and concept within organizational context
There are many kinds of concepts and philosophies that can be used to explain employee’s
behaviour in organizational context. Sone of the concepts and philosophies of organizational
behaviour are: path goal theory, Resistance to change models and many more.
Path goal theory: It is a kind of specific model which is based upon specific behaviour or style
which is more appropriate according to the working environment that can help employees to
achieve desired goals and objectives. This theory helps in enhancing employee’s motivation,
satisfaction, enhance their overall satisfaction, performance in order to increase overall
productivity of an organization (Woodcock, 2017). It is one of the most appropriate theory that
can be used by leaders so that they can adopt appropriate style which is more suitable according
to the environment that can help the employees to complete their daily work in a proper and
appropriate manner and achieve desired goal. This theory is quite flexible and with the help of
this theory leadership style can be changed according to the situation. This theory can be used by
John Lewis partnership to enhance their employee’s performance and behaviour in a proper and
appropriate manner. John Lewis partnership can analyse their current organizational situation
and then accordingly they can adopt a proper and effective leadership style so that they can
work upon enhancing overall productivity of their employees as well as enhance overall
behaviour of their employees in a positive manner.
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Resistance to change models: there are many models that can help in explaining ways in which
changes within an organization influence performance and behaviour of the employees
(Buchanan and Huczynski, 2019). Many research studies have explained that changes brought
within an organization are first of all resisted by the employees. If these changes are not brought
properly then it can impact or influence behaviour and performance of employees negatively as
well. The one the most common resistance to change model is Scott and Jaffe’s resistance cycle
model. This theory says that there are four main phases of proposing changes within an
organization, that are: denial, resistance, exploration and commitment.
 Denial: At this phase all the employees are provided with sufficient information about the
change which will occur within the organization. Leaders of the organization should explain
reason because of which change is brought within the organization so that employees can
focus upon whether to accept or reject the change.
 Resistance: At this stage leaders focuses upon development of two- way communication so
that that doubt of inappropriateness of the change within the employees can be reduced and
their trust for the change can be enhanced (Wilson, 2018).
 Exploration: At this phase progress of acceptance of change is analysed and reflected and for
this positive outcome from the employees is taken.
 Commitment: At this stage achievement of small milestones of the change is celebrated with
the help of rewards, motivating employees for team building etc.
Evaluation of range of concepts in ways in which John Lewis partnership inform and influence
behaviour
All the concepts, philosophies and team development theories are related to each other and
can help an organization to bring improvement within their employees’ behaviour and
productivity in a positive manner. these theories and concept can help John Lewis partnership to
enhance their overall productivity in a positive manner. John Lewis partnership can focus upon
adopting path goal theory so that they as per the situation and need of circumstances leader can
adopt appropriate leadership style and behaviour which is suitable for the situation. Then they
can focus upon adopting Tuckman’s team development mode that can help them in development
of an effective team. Both the models and theories can help John Lewis partnership to develop an
effective team with the help of which their employee’s behaviour and performance can be
enhanced properly. If changes are brought within business then John Lewis partnership can focus
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upon adopting resistance to change model so that their employees can adopt changes positively.
All the three theories and models are linked to each other that can impact or influence behaviour
of employees both positively and negatively.
CONCLUSION
From the above report it has been summarized that organizational power, culture and
politics can impact or influence team or individual behaviour and performance both positively
and negatively. It has been analysed that there are various kinds of theories that can be used by
organization for development of an effective team in order to enhance overall performance
efficiency of an organization. Moreover there are various kinds of philosophies that can be
applied to organization for enhancement of team performance and enhance their overall
behaviour.
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REREFENCES
Books and Journals
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