Motivational behaviour and performance in organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Analysing organisation’s culture, politics and power that influence individualist and group
behaviour and performance....................................................................................................1
TASK 2............................................................................................................................................5
Evaluating content and process explanation of motivation and motivational method for
effectual accomplishment in an structure...............................................................................5
TASK 3............................................................................................................................................9
Demonstrating an effective team, as opposed to an ineffective team....................................9
TASK 4..........................................................................................................................................14
Applying concepts and philosophies of OB.........................................................................14
CONCLUSION .............................................................................................................................16
REFERENCES .............................................................................................................................17

INTRODUCTION
Organisational Behaviour (OB) is defined as the survey of human behaviour in
organisational setting and interrelationship between business and people. This is
categorised into three different parts such as individuals in organisation, behaviour of
organisation and work groups. It is the study where people interact with individuals or
groups of people. The principle of OB are applied in making operations of business
more effectively and efficiently. There are different areas of research that represent the
study of organisational behaviour such as rising occupation action, upgrade creativity,
increasing business satisfaction, encouraging leading (Bissell and Dolan, 2012). This is
required in each and every field to perform work and improve their people. The given
assignment is based on Marks and Spencer (M&S) which was founded in 1884 at
Westminster, London, United Kingdom. It is retail industry which is specialised in selling
home products, clothing and luxury food products. This was founded by Michael Marks
and Thomas Spencer in Leeds. It has 979 stores across UK which includes 615 stores
selling food products (Reuters, 2019). This report highlights about civilization, political
relation and power which helps in influencing individualistic and group action. There are
content and process theories and motivational techniques for goal achievement. Along
with, effective teams are described and content and philosophies of OB are discussed.
TASK 1
Analysing organisation’s culture, politics and power that influence individualist and
group behaviour and performance
Organisational Culture
It encompasses action and belief which add to specific mental and societal
surroundings of concern. The organisational culture can easily influence way people
interact. This represent joint feeling, belief and rule of individual and products of the
marketplace, profession, kind of worker, direction style and includes norms, symbols,
vision, language and others (Burrell and Morgan, 2017). The culture followed by M&S
can determinant their one-on-one and unit behaviour and way of doing performance. If
an organisation follows a good culture then it can achieve its goal and objectives. The
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organisational culture can be explained with the aid of Handy's Model that is presented
here:
Handy's Model of Organisational Culture
Charles Handy has defined four kind of culture that are given below:
Power Culture- In this kind of culture, power remains within a few individuals
who can influence the system. There are very some regulations and rules in the power
culture and specific for this type of culture is the fact that those who have power can
decide everything within the organisation. The power remains in hand of less person so
decision making is very fast and quick.
Role Culture- It is kind of culture, there is high power and everyone should know
about their roles and responsibilities. This is ascertained by the individual place in
business structure . M&S classified function and responsibilities of all working
employees and power is derived from the position of an individual.
Task Culture- It is culture where group are defined for solving special difficulty
and power is copied from expertness (Handy's Model of Organisational Culture, 2018).
There are many situations that can arise at M&S so task culture needs to be followed,
as each individual is assigned work to solve issues. This can influence organisation to
work according to the assigned task.
Person Culture- It is kind of culture, each and all single working feel themselves
superior. The organisation is flooded of group having related background, grooming and
skillfulness and includes accountants and lawyers. It can influence M&S as each of
them know how to perform work in a better and effective manner.
After analysing various types of organisational culture, it can be concluded that
M&S should follow role culture as each and every individual knows his roles and
responsibilities and can achieve goals and achievements for better outcomes. This can
help employees to improve their work more effectively and efficiently by performing
same work again and again. Also, an organisation gets benefits by assigning the work
to capable and skilled staff as they can perform it in a better manner.
Organisational Politics
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They are unofficial, casual and down scenes, attempt for marketing thought and
influencing firm, accelerating quality and achieving others objectives. It is also known as
workplace politics and office politics which is a activity and process in manlike
interactions including dominance and ability (Carlström and Ekman, 2012). The politics
in an organisation occur because of various reasons such as clashes among employee,
mismatch of goals and objectives, not fulfilling needs and demands of employees. Apart
from this, it can be ambiguous goals, scarce resource, organisational change, non-
programmed decision, technology and environment. The politics of the arrangement can
cause single and group action and their presentation. If need and demand of staff are
fulfilled, then they work for betterment of business, otherwise politics can arise among
working staff and members. The political behaviour of employees creates advantages
and disadvantages to the organisation. If all opinions are heard by the company then
they can work for the business, if their problems are not heard then they move towards
strike, harming organisation and so on. Organisational politics can bring positive as well
as negative impacts to business. They are described below:
Positive Politics- The positive politics can help M&S in distributing tasks to each
and every employee. This can bring positive motivation and morale among staff with
increased delegation of authority (Coccia, 2015). As each and every employee working
in M&S can give greater efficiency and output to the organisation. There is a better
coordination among each and every employee working in an organisation for
accomplishment of finish and objectives. This positive politic can influence employees to
perform for an organisation, fact that helps in increasing their performance and
achievement of goals.
Negative Politics- The organisational politics can provide negative results to
M&S as it increases cost, changing attitude of employees, affecting concentration,
increasing stress level of each and every staff and demotivating employees. These
negative politics do not allow the organisation to accomplish their end results. It can
influence behaviour of individuals and their work performance. This leads to lay-off,
strike and harms the business and its activities.
Organisational Power
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