Team Dynamics and Organisational Behaviour

This report explores the dynamics of teams and organisational behaviour, focusing on effective and ineffective teams. It discusses group development theories, the application of organisational behaviour in a conflict situation, and team development concepts to enhance productivity and performance. The case study of Marks & Spencer is used as an example.

Team dynamics and organisational
behaviour

Contents
INTRODUCTION.........................................................................................................................3
SCENARIO....................................................................................................................................3
Explanation of effective and ineffective teams...........................................................................3
Group development theories for the development of effective team..........................................5
Application of concept and philosophy organisational behaviour within the give a situation.. .5
Evolution how philosophies of Obi influence on behaviour within the conflict situation..........6
Team development theory and concept to enhance Productivity and performance....................7
Conclusion......................................................................................................................................8
Reference......................................................................................................................................10

INTRODUCTION
a group dynamics deal with the behaviour an attitude patterns of group within the
workplace. it is concerned with how groups are formed and what are there goals and objectives,
including their structure and which process are followed in their functioning. On the other side
organisational behaviour is the study of group an individual both on the basis of their
performance an activities within the workplace.
This report will cover case study of Marks & Spencer Which is British multinational
company who are operating their business all over the world. they are selling products like home
appliances, food and clothing etc.
This report will explain what makes an team effective an ineffective In the context of
Marks & Spencer (Bojović and Jovanović., 2020). it will also apply concept and Philosophes
organiser behaviour within the M&S On given situation.
SCENARIO
Explanation of effective and ineffective teams
Effective teams
Effective teams our teams that have mutual understanding between the team members
and leaders are imperative and creating a good trust and respect between the team members. it is
necessary for the Marks & Spencer to have effective team to achieve their goals and objectives.
Effective team can benefit to the organisation and it can provide competitive advantages to the
company. There are some qualities Of the effective teams that make them successful and
effective at the workplace. qualities that can be add within the effective and successful teams are
sharing their thoughts, open discussion, communication with each other, coordination etc.
Ineffective teams
Ineffective teams are the groups that has poor communication that create gaps between
the team members. there are multiple reasons that makes team ineffective and some of them are
lack of motivation, poor job fit and lack of formal training and information (Navarro, Rueff-

Lopes, and Rico., 2020). Teams become ineffective when they do not have the qualities like
sharing thoughts, understanding each other, trusting each other, discussion, communication etc.
Difference between effective and ineffective teams
Effective team ineffective team
Open discussion- In an
effective teams
members always
participate and give
their contribution
within the group. They
discuss about the main
task and
responsibilities and
also listen to each
group members.
lack of
communication-
Ineffective team have
lack of communication
that create gaps
between the each team
member and most of
the time they don't
listen to each other and
help each other.
Reaching a decision by
a process of convincing
member by local
argument, rather than
crude voting which can
leave a sizable majority
this guaranteed.
Decision-making
through the voting
system but they tried to
win the round with the
higher majority who
vote against the idea,
they avoid discussing
and assessing its
performance and
progress.
Listen to the leaders
and do what they are
told to do. each and
every member get a
equal respect and they
lack of leadership
within leaders, Lack of
ability in leadership
can create ineffective
team for the

all have equal
responsibility within
the group which they
have to perform.
organisation, in result
organisation cannot
achieve their
objectives.
This all factors discuss about makes team effective and ineffective becausr it is directly linked
with the behaviour off the team . This is directly dependent on the leaders that how they are
leading their team members to achieve goals and objectives and that make teams effective and
ineffective.
Group development theories for the development of effective team
The Tuckman team model
The Tuckman team development theory Is one of the most effective and famous theory.
this theory describe a four stages that helps to form a effective teams. it can include farming,
storming, norming and performing and one additional adjourning. Leader and managers of the
Marks & Spencer company can use this model to make their team more effective and they can
able to form how effective group who can help them to achieve success.
Forming
It is the first stage an this stage take place when everyone is getting to know each other
within the team and they try to create a good impression with each other (Matic, and
Maksimovic., 2020). It can be a good line for the team members and leaders to share the
guidelines and expectations or a team charter.
Storming
It is one of the most critical stage where groups are criticised on the basis of conflicts and
dysfunctions. It is often where the expectation and the boundaries are challenged for the
individual learning more about each others motivation.
Norming

It is the state where conflict within the group has been resolved and each team member
are flexible with each other. here they know what they have to do and what are their roles.
Performing
Performing is this stage where team members reach when workers have worked together
well or sound project properly, have established a synergy and have developed system that make
project go smoothly and effectively.
Belbin
Monitor Evaluator
A team member who is monitor an emulator create and make decisions which is based on
rational thinking an facts as opposed two motions and instinct.
The specialist
It is the team member who expert in a specific field, or task. This kind of team member
have special knowledge that can be useful for the company to achieve their goals and objectives
(Lau, Park, and McLean., 2020).
The plant
The plants are the free thinkers or creative in their own way who produced an suggest the
innovative ideas that enable team members to achieve their goals and objectives.
The sharper
Shaper daddy extraverts who tend to push themselves and other team members to achieve
good result for the company. They give shape to the team and help them to achieve group task.
The implementer
Implementer are the organisers who are responsible to structure the environment and
maintain in order to achieve success.
The finisher

Definition are the introverted individuals who perform quality assurance during key
stages of project.
The coordinator
Coordinator are mature individuals who have excellent communication and interpersonal
skills.
The team worker
The team worker normally extra words with mild And friendly disposition.
The resource investigator
The resource investigator within the team are extrovert who have talent for networking
and able to provide information about resources.
Application of concept and philosophy organisational behaviour within the give a situation.
Marks & Spencer Is facing conflict situation at their workplace which is affecting that
growth on the retail industry and they are not able to perform better in their business (Uddin,
Mahmood, and Fan., 2019). it is necessary for them to overcome from so they Can take
competitive advantages and show their presence within the market
Path goal theory
The particle model theory is based on the specific leadership style or behaviour that best
fit on the employees and workplace environment of the company, in order to achieve goals and
objectives of the business. the goal is to increase the motivation within the workers,
empowerment and provide satisfaction to them so they can become more productive member
within the organisation
Behaviours leader can adopt
Directive
The director later informed their team members about what they can expect from them,
they provide information what to do and create a proper scheduled and coordination within the
employees.

Support
Let us make the employees work more pleasant by showing concern for them and by
More supportive with them. It is most effective in situations like conflicts. Marks & Spencer Can
also use this method to overcome confirm the conflict.
Participating
Effective leader always communicate with their team members before taking any
decision (Mäthner, and Lanwehr., 2017). It is necessary for the leaders to invite team members
to participate and decision-making of the companies goals and objective.
Achievement
The leader set challenges for the team members and expected their team members to
accomplish those challenges. it will help them to meet the expectation an employees will be
always ready to do challenging work and they will always be motivated.
Evolution how philosophies of Obi influence on behaviour within the conflict situation
Conflict situation within the group can be a big problem for the organisation and Marks
& Spencer Is currently facing this problem. it is necessary for the leaders and managers use
philosophies that can be useful for them to overcome from the situations like conflict because it
is directly affecting their profitability and productivity of the company. also affecting the
motivation level of other employees and they are not able to give their best within the task. Path
Goal Theory is one of the most effective philosophy that can Be applied by leaders and managers
of the Marks & Spencer (Aithal and Kumar., 2016). By using this theory leaders and managers
of the Marks & Spencer use best possible behaviour that can helpful to overcome from the
conflict situation. this philosophy will help leaders and managers to create Trust within the
employees so it will be easy for them to communicate with the employees and they will able to
identify the real reason behind the conflicts. this theory will also provide a proper solution which
can help them to overcome from the conflict and readers will able to create a better environment.
Team development theory and concept to enhance Productivity and performance
There are some team development Theory and concept that can help Marks & Spencer
To develop effective team that can enable the productivity and effectivity of the organisation.

Belbin theory is one of them And according to Belbin believes that each of process a pattern of
behaviour that characterised one person’s behaviour in relation to the another in facilitating the
process of a team. Belbin Has provided 9 team roles that can make be more effective within the
organisation and help Marks & Spencer to achieve their goals
Conclusion
As per the report has been explained what makes an team effective an ineffective In the
context of Marks & Spencer. it has been applied the concept and Philosophes organiser
behaviour within the M&S On given situation. In the end of this report has been concluded
philosophy applications like Belbin and Tuckman.

Reference
Books and journals
Bojović, I. and Jovanović, S. SS., 2020. IMPLICATIONS OF THE SOCIAL IDENTITY
APROACH IN TEAM DEVELOPMENT FOR THE PURPOSE OF EFFECTIVE
ORGANIZATIONAL BEHAVIOR AND MANAGEMENT. Knowledge International
Journal. 41(1). pp.43-48.
Navarro, J., Rueff-Lopes, R. and Rico, R., 2020. New nonlinear and dynamic avenues for the
study of work and organizational psychology: an introduction to the special issue. European
Journal of Work and Organizational Psychology. 29(4). pp.477-482.
Matic, R.M. and Maksimovic, N., 2020. Characteristics of Organizational Learning Culture in
Serbian Elite Team Sports. Journal of Anthropology of Sport and Physical Education. 4(4). pp.3-
7.

Uddin, M. A., Mahmood, M. and Fan, L., 2019. Why individual employee engagement matters
for team performance?. Team Performance Management: An International Journal.
Mäthner, E. and Lanwehr, R., 2017. Givers, takers and matchers–Reciprocity styles and their
contribution to organizational behaviour. Gruppe. Interaktion. Organisation. Zeitschrift für
Angewandte Organisationspsychologie (GIO). 48(1). pp.5-13.
Aithal, P.S. and Kumar, P.M., 2016. Organizational behaviour in 21st century–'Theory A'for
managing people for performance. IOSR Journal of Business and Management (IOSR-
JBM). 18(7). pp.126-134.
Lau, P. Y. Y., Park, S. and McLean, G. N., 2020. Learning organization and organizational
citizenship behaviour in West Malaysia: moderating role of team-oriented culture. European
Journal of Training and Development.