Unit 12 –Organisational Behaviour

Unit 12 –Organisational
Behaviour
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Organisation culture, power and politics influence and team behaviour and performance. . .3
LO2..................................................................................................................................................6
Evaluations of the way content and process theory contribute in achievement of organisational
goals.............................................................................................................................................6
LO3..................................................................................................................................................7
P3 Effective teams different from ineffective teams...................................................................7
Team development building theories.........................................................................................10
LO4................................................................................................................................................10
P4 Philosophy of company working behaviour.........................................................................10
Concepts and philosophies of OB..............................................................................................12
Dev elopement theories and concepts for influencing company working behaviour for
improving business process and productivity............................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14
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INTRODUCTION
Organisational behaviour is study of human behaviour in context of organisation so that
effective strategies can be formulated by manager to coordinate diverse individuals to work
together as a team for common goals. Culture of workplace, power and politics has direct impact
on satisfaction level, behaviour and performance of employees that are working in firm. There
are several factors that motivate or influence individuals to work hard for growth and success of
organisation. This report is about Sainsbury which is second largest chain of supermarket in
United Kingdom with approximately 16.0% market share. Argos, habitat, Nectar, TU are some
of the brands of Sainsbury that contribute in attracting maximum number of customers and
enhancing sales of firm. The report has contained information related to the way culture, power
and politics have impact on behaviour and performance of individuals. It has also describe the
way different motivational techniques enable in achievements of organisational goals, difference
between effective and ineffective team. Lastly, concept and philosophies of organisational
behaviour were used to illustrate the way they contribute in improving performance of business.
LO1
P1 Organisation culture, power and politics influence and team behaviour and
performance
Sainsbury mission and vision statement is ” to be consumer first choice related to food so
it have planned to delivered better services and products to end users.
Organisational culture is a term that can be state the proper way individual needs to
behave within each other’s or shared value, ethics and moral principles within work culture.
Management of Sainsbury devotes time, efforts to provide healthy, safe and secure work culture
to employees so that they are motivated to work hard for growth and success of enterprise. It has
ensured that each individual needs to provide respect and recognition so that they are ready to
work as a team for achievements of common goals (Mansouri, Singh, and Khan, 2018).
Therefore handle culture model will be used to understand the way culture of Sainsbury has
contributed in influencing team behaviour and performance of employees in the firm. Such as:
Handy model of organisational culture: This model have state that there are four types of
organisation culture like power, role, task and person that influence on productivity and
performance of individuals.
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Power culture: It is type of organisational culture in which power is held by only few
individuals that direct the way employees or subordinate needs to work so that company can
attain its objectives. For example: Sainsbury, top management and executive are responsible for
making strict rules and regulation that helps in making quick decision making and performance
of task in best possible manners. Standard procedure and policies of company have contributed
in reducing wastage of time, efforts and resources thus delivering maximum value to end
customers.
Role culture: It is another type of organisation culture in which individuals are clearly stated
about their roles and responsibilities that they need to perform so that company can gain
competitive advantages. For example Sainsbury is huge organisation with number of daily
operation so management have clearly defined roles, position of particular individuals within
firm. Thus, it helps in reducing conflict and confusion among employees in respect to task that
they need to performs thereby they are able to put more efforts for benefits of organisation (Edeh
and et.al., 2020).
Task culture: In this culture, employees that have different skilled, knowledge and experienced
are organised in teams or groups so that they can collective complete particular task and lead to
development of organisation. For example Management of Sainsbury have coordinated diverse
range of individuals to work together for particular task by making use of their respective skills
and talent so that firm can retain its market share.
Person culture: It is not preferable organisation culture, as individuals start thinking they
superior form business so Sainsbury manager have continuously monitor work culture in order to
ensure that no person think himself / herself superior form others (Khan and et.al., 2020).
Through standard rules and policies it have limited power of individuals thus promote friendly
and supportive culture for long term sustainability of enterprise in retail sector of United
Kingdom.
So Sainsbury out of all different culture as per its vision and mission statement
have planned to make use of roles culture, as employees can easily communicate between
each others on the basis of their respective roles and responsibilities within organisation.
Therefore it can be illustrated that role culture influence behaviour as they have to
exchanged information with each other on basis of roles and responsibilities.
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Power: It refers to possession of having control over individuals in professional world, it can be
lead to both negative and positive outcome. Sainsbury superior management carefully use or
exercise their power so that company can grow and sustain for many years. Employees feel
motivated and inspired when they are delegate power or authority to take decision within
organisation. Therefore, French and Bertram Raven model can be used to illustrate the way
power in Sainsbury have impact on individual’s performance and behaviour.
Legitimate Power: It is power that is provided to individuals on the basis of its role and position
within firm thus mainly determined by hierarchy of organisation. For example Sainsbury
management have delegate or transfer authority of decision making from top to bottom or in
respect of position of specific individuals so that it can effective complete its tasks in best
possible manners (Makkonen, 2020). Such as top management of company have got power and
authority to take all crucial decision that are beneficial for firm so that it can enjoy huge market
share and profitability.
Rewards Power: Promotion, increase in salary, bonus and recognition of employees are key
rewards that are offered to employees that motivate them to do task more effectives. Thus, power
is held by people that have special ability to influence or reward others so that they are motivate
to put best for growth and expansion of business. Like manager and leaders of Sainsbury have
power to reward employees for their hard work and dedication thus it resulted in positive
outcome for organisation.
Coercive Power: It is somewhat risky power, as management use of fear of punishment for
employees that are lazy or have poor performance so that they can influence to improve their
performance level. For example : Sainsbury manager in order to promote healthy work culture
and make optimum utilisation of resources have make use of coercive power or fear lazy
employees to put more efforts to be part of organisation.
Referent power: There are people that get power due to referent or most admire by maximum
number of individuals as they have kind and helpful nature so other also are ready to support
them. For example : Company have given power to some individuals that have been referent or
preferred by employees so that they can easily learn and accomplish their respective task.
Expert power: Individual that has more experienced, knowledge and skills in specific areas get
power to control and monitor action of subordinate so that best outcome can be gained. For
example some of the senior manager have get power to take decision in Sainsbury as they have
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more knowledge and capabilities as compared to others (Odor, 2018). Thus, there more
experienced motivate employees to take guidance from them so that effective results can be
achieved.
Out of all above mentioned power, Sainsbury have expert and Legitimate Power
power within organisation as superior delegate authority and right to subordinate about
who is responsible for taking particular decision.
Politics: It is art or science of governing or with relation to organisation it can be said as game
played by group of individuals in order to get higher position within firm. For example
Management of Sainsbury has tried to remove politics culture in the organisation so that no
undue pressure can be lead by people on others. Strict regulations are made so that no politics
can be played by employees in order to get promotion or higher position thus it have makes
individuals happy and satisfied.
LO2
Evaluations of the way content and process theory contribute in achievement of
organisational goals
Motivation is a reason that initiates people to take several steps, actions or that derive
them to put efforts so that their wants can be fulfilled. The desire or motivating factor could be
better lifestyles, social status etc thus manager make use of all such motivation factor to enhance
performance of individuals. Content and process are two different theories and techniques which
have been used by manager of Sainsbury to manage and motivate employees (Kalvikkarasi and
Latha, 2019). The way this theories and techniques used by manager can be illustrated as
follows:
Sainsbury goal is to enhance customers satisfaction and gain competitive
advantages.
Content theory: It is motivational theory that emphasis on what inspire or drive individuals thus
focus on needs and wants that influence person to take key steps. Sainsbury manager have make
use of most common Maslow need hierarchy theory to motivates employees to increase their
productivity and performance.
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Maslow needs hierarchy: There are five types of needs that motivate individuals like
physiological, safety, social, self esteem and self- actualisation needs to work in order to satisfy
its requirements.
Physiological Needs: There are many new employees that have joined Sainsbury to satisfy their
physiological needs i.e., clothes, home and food. For examples Company have meet basic needs
of individuals by setting and offering appropriate wages/ salary that helps them to enjoy better
lifestyles and stay motivated to work for benefit of organisation or achievements of goals.
(Slavković and Simić, 2020).
Safety Needs: With increasing number of accidents or uncertain events, employees have
enforced company to ensure their safety and future security. Provision funds, insurance policies,
protection of personal information of employees are some key security measure that has been
taken by management of Sainsbury. For examples: Medical fit, danger sign and many more
safety measure are taken so that no harm can be caused to health and well- being of individuals
thus they make best use of their capabilities for growth and success of enterprise.
Social needs: Employees of Sainsbury are free to openly communicate with each others, interval
breaks, celebration at occasion times have contribute in satisfying social needs and influence
them to work in team for achievements of organisational goals.
Self esteem: Management by encouraging employees to share their idea, view in decision
making of company have create feeling of belongingness or they feel them self as crucial part of
organisation. Thus, company by satisfying self esteem needs of individuals have motivate them
to make best use of resources in order to delivery qualitative services to customers.
Self- actualisation: It is last stage of Maslow need hierarchy, where individuals realised its
potential like Sainsbury management through internal promotion have provided chance to
employees to make use of their relevant experienced and talent to take accurate decision
(Ouakouak and Ouedraogo, 2017). Thus promotion to higher position with more power and
responsibility make employees happy and satisfied and motivate give their best so that company
can gained competitive advantages.
Process Theory: It is just opposite of content theory as it focus on “ how” or the way employees
are inspired to put more efforts so that company can gain competitive advantages in retail
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industry. Process theories enable leaders to keep motivation actively diverse among varied
paradigms and also for overall productive growth, to keep innovation active diversely for longer
work synergy, to keep definite productivity scenario and wider functional innovation active on
wider domains of new larger growth. Sainsbury leaders aim to use process theory for gaining
effective targets completed with best efficiency objectives.
Adam equity theory: Manager of Sainsbury has make use of most recent equity theory in order
to motivate employees to maximise productivity and performance. It has not discriminated
among individuals on basis of gender, caste, religion, age or any other factors while promoting,
selecting, providing training etc. It has ensured that all employees are provided equal respect,
recognition so that no one can feel isolated from others (Edeh and et.al., 2020). Thus,
management have follow ethical practices or provided equal opportunities to all individuals to
make use of their skills for growth of firm.
Therefore all both theories clearly specific that company have effectively motivate
employees to contribute their best for achievements of common goals.
LO3
P3 Effective teams different from ineffective teams
There are various parameters which makes effective teams different from ineffective
teams, for aiming effective output of varied services, functional diversity standards and
innovative goal formulation for production scenarios. The effective teams makes company
business targets achieve at complete efficiency productivity targets and larger goal innovation
which has been found Sainsbury as the main growth arena for stronger working revenue
standards and goodwill goals. Sainsbury has main aim to keep diversity strong among employees
working at teams where the varied differences can be analysed as follows , for overall
productivity scenarios which has been found to be largely active. The differences between teams
can be analysed by various factors which are as follows (Bromiley and Rau, 2016).
Differentiation:
 The effective team are functionally advanced to form goals, work with smart working
operational theory of new determinants which effectively enable them to grow on various
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targets. Sainsbury effective teams widely enable business to grow within speculated
growth targets, largely grow on advanced targets by bringing on best services at
management. Whereas, The ineffective teams on other hand lack cooperation, vision
formational scenarios and to bring on new results within their targets. Ineffective teams
on other hand also lack specific target growth in business scenarios and also there is
wider productivity lost, as business parameters are widely decreased (Chiu, Balkundi, and
Weinberg, 2017).
 Effective teams better manage and learn the various trainings, development given to them
which widely enhances overall productivity scenarios and also there is long term synergy
within their retaining aspects in Sainsbury. The company effective teams keep vision
stated at cooperate levels which boosts confidence, recognition and also for targeted
growth. Whereas The ineffective teams on other hand are not active towards learning and
working vision, where keen scenarios are widely decreased which keeps low productivity
among them. The ineffective teams are not enhancing presentation of work, as targets are
unable to be achieved.
 Effective teams are also high in motivation scenarios, where leaders have stronger ethical
working aspects to keep leveraging targets at determined horizons. The Sainsbury team
leaders widely focus on motivation scenarios to keep new functional advancement under
focus, leverage smarter new learning quest high which boosts productivity on varied
levels. Whereas, The ineffective teams are less motivated for gaining functional
innovation among targets completion where this reduces morale levels, also new working
scenarios for new quest growth due to which reduced working ethics are hurt. Ineffective
teams are technically less efficient and also there is wide reduced functional synergy,
where cooperation is decreased and also keen productive scenarios are highly reduced.
The Belbin team building theory is one of the most innovative team building theory
where various important roles are targeted within functional scenarios, to operate strongly on
varied new goals advancement, where Sainsbury leaders have been working with smart
operating fundamentals. The nine team building roles are as follows (Ganda, 2019). Monitor evaluator (thought oriented): This role is based on monitoring and evaluation
of all tasks within given targets at working time period which delivers growth and
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productive diversity at company scenarios. The monitor evaluator is widely essential for
stronger working synergy, new quest activation and to evolve on wider domains targets. Specialist (though oriented): The role of specialist if thought oriented where there is
active new keen determining factor for growth factor processing and new scenarios
growth, which keeps new active synergy to be diversely growing. Plant (Thought oriented): This role within team is focused on thought oriented plant role
where functional role has been found to be actively diverse, functional scenarios on
larger domains (Heiden and Peters,2020). Sharper (action oriented):The sharper role is based on collective innovation and thought
procedural aspects, where action oriented enables management to be developed on. Implementer (action oriented): The implementer role is action oriented where diverse
actions and new quest determinants are strong, largely active to promote efficiency
within work horizons. Finisher (action oriented): The role of finisher is action oriented where it enables
company targets to be achieved at speculated time period, for higher revenue standards
and overall innovation. Coordinator (action oriented): The role of coordinator is focused on keeping varied
actions at effective time periods to be achieved, and also to yearn technical innovation. Team worker(people oriented): Highly essential as team worker has role where various
cooperative working synergy is developed and to be detrimentally active on working
innovation (Ivanov, Tsipoulanidis, and Schönberger, 2017).
Team development building theories
The Belbin team building theory is widely essential for keeping innovation, motivation
factors and also for overall productive development which overall grows company targets
performance on longer time basis and widely built confidently. Sainsbury has high focus on
building effective teams within various departments, for higher active growth scenarios
pertaining larger active vision and propagated new skills dynamically. The targeted growth
objectively is built when all functional paradigms are analysed and developed among team
working operations.
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LO4
P4 Philosophy of company working behaviour
The Path goal theory is one of the most innovative and diverse team building theory
where Sainsbury organisation behaviour is analysed to be worked on widely and for gaining
functional innovation within varied domains. Path goal theory is also productively widely
known for new functional determining horizons, new creative purpose oriented work targets and
also for potentially gaining larger productive scenarios which keeps on targets achieve with high
productivity domains. Path goal theory assumes leaders are flexible to take decisions based on
their styles and various situations where contingency dynamics are analysed on larger aspects for
continuous active growth (Webb, 2020).
Path goal theory
 Path goal theory is focused on employee characteristics, experiences and ability for
overall locus of where larger growth, new functional participative aspect for new leaders
functional arenas, which strongly visions the various domains of new synergy. The path
goal leadership considers employee task characteristics, task and environment
competitiveness, where leadership styles such as supportive, directive and participative
which is also achievement oriented were focus on motivation is also built. The focus on
motivation widely defines goals , clarify productive at and varied removes obstacles
which productively enhances ne functional synergy at work where goals are widely
framed, based on leaders working scenarios and new functional working growth
scenarios for larger innovation (Koivula, Villi and Sivunen, 2020).
 The Path goal theory also assumes that diversity at workforce develops scope for active
changes and new quest horizons which keenly upgrades new quest horizons and also
productively leverages motivation within them to be widely innovative. Focus on
motivation is based on removal of obstacles and removal of inefficiency objectives, for
attainment of goals and new targeted growth avenues which composes new larger scope
segments. Clarification among team members is widely grown through which Sainsbury
widely grows, leverage wider working synergy and to keep active domains for targeted
objectives within larger aspects. Sainsbury has been building larger working efficiency
among varied domains and expertise functional scenarios to keep up keen active growth,
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large environment growth which keeps active larger new controlling determinants
(Rajiani and Ismail, 2019).
 The path goal theory widely enables to actively indulge in building diverse working
culture at Sainsbury, which keenly evolves on overall productivity scenarios and revenue
standards. The path goal theory also refers to be widely effective among keen diverse
parameters where various new ideas are not only worked on, and to refresh larger
working horizons with new functional determination. Advantages of path goal theory
leadership style is based on easy and flexible working scenarios where new decisions
pertaining scenarios are worked on, to work widely on keen productive growth objectives
and also for motivation among wider domains which in builts new productive aspects in
longer wider run.
Path goal theory has also built various parameters of excellence and targeted growth
objectives where leaders pursue wisdom and new functional growth actively among diverse
working scenarios, and also to keep diversity at higher standards. Employees are highly
motivated within company business goals for stronger working innovative synergy , resourceful
idea generation and stringent active evolving aspects on various domains where Sainsbury has
high role to play for generating advanced work culture.
Hybrid organisation theory can be understood as mixes of elements, value systems and
action logics for enhancing diversity within employees on various aspects of working in society.
There is shared ownership, goal formulation within longer run and logics by using variety of
sources for funding. Economic and social control has been also analysed to be widely strong for
building organisation motivation, keeping employees determined on longer term and also to keep
diversity at stronger goals.
Concepts and philosophies of OB
The concept of wider vision growth and philosophy of diversity among employees is
worked on where Sainsbury has been widely active on varied domains, new keen growth
objectives. Path Goal theory is widely one of the best company working culture for overall
productivity scenarios, keen leveraging aspects on new domains of efficiency for larger revenue
standards to keep goodwill active (Răducan, 2016).
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Dev elopement theories and concepts for influencing company working behaviour for
improving business process and productivity
The bebin team development theory where roles of various teammates are analysed and
keenly analysed to be widely active is one of the most innovative concept for larger vision
formulated growth scenarios. The path goal theory is also productively one of the most
advanced, diverse concept to yield larger functional performance vision growth and to be widely
active on new keen scenarios of innovation at Sainsbury (Pozo, Akabane and Tachizava 2019).
CONCLUSION
The report has in detail concluded Sainsbury working organisation behaviour which is
one of the biggest company within retail sector at UK and also has large number of stores with
varied number of products and services. The report concludes varied aspects where culture,
power and politics have strong impact on working avenues among employees at company and to
analyse productive motivation with use of content and process motivation theories. The study has
concluded varied differences within effective teams and ineffective teams based on their overall
productivity scenarios and new functional varied innovation which keeps them actively diverse.
Report has also concluded analysis with use of Belbin team building theory and path goal theory
aspects for stronger working scenario , overall productive growth objectives. Study has
concluded varied functional paradigms to keep strong vision and diversity standards among
larger goals advancement, new functional domains of excellence for stronger working targets
and goodwill among consumers to functionally be active on varied domains.
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