Unit 12 Organisation and Behaviour

Unit 12 Organisation
and Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Influence on individual and team behaviour and performance from organisation culture,
power and politics.......................................................................................................................3
M1 Critique of influence of organisational components on individual and team behaviour......6
LO 2.................................................................................................................................................6
P2 Content and process theories of motivation...........................................................................6
M2 Critique on the way behaviour is affected by motivational theories....................................8
D1 Critique of relation between culture, politics, power and motivation which enable team
and organisational success providing justified recommendations..............................................8
LO 3.................................................................................................................................................9
P3 Effective v/s Ineffective team................................................................................................9
M3 Analyse relevant team and group development theories to aid development of dynamic
cooperation................................................................................................................................10
LO 4...............................................................................................................................................11
P4 Application of concepts and philosophies which is related to OB......................................11
M4. Concepts of OB influence behaviour in affirmative and contrary way.............................13
D2 Critique of relevancy of team development theories in relation to OB concepts which
impact on workplace behaviour................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
The interface between the functions of organization as well as individuals is termed as
Organizational behavior. This helps organization to maintain positive work environment and to
develop individuals in a defined manner. An organization can effectively work when the
managers consider the importance of Organizational behavior. It also consists of all the internal
and external factors that affect the profitability or the productivity of an organization (Bester,
Stander and Van Zyl, 2015). In these present report, Marks and Spencer is chosen as a base
company. It is a multinational company basically deals in food products, home products and
high-quality clothing. The company was proposed in year 1884 and offer its services globally.
The report covers the effect of politics, culture and power on business function. With this, the
difference between effective as well as ineffective teams is going to discuss in this report. Later,
it covers various philosophies and concepts of Organizational behavior in relation to company. In
addition to this, the process and content theories of motivation is discussing which helps an
organization to influence its employees in a proper manner.
LO1
P1 Influence on individual and team behaviour and performance from organisation culture,
power and politics
Organisation behaviour is a Strategic approach which is used by organisational with an
objective of understanding human behaviour and motivating them so that essential responsibility
can be fulfilled to achieve organisational objectives (Coxen, Van der Vaart, and Stander, 2016).
In this human resource department must undertake responsibilities so that healthy and positive
relationships can be developed between employers & employees sop that there is smooth flow of
operations in company. Mentioned below are some of element which are considered by Marks
and Spencer in their functioning:
Culture
This is related to ideologies and values which are undertaken by an organisation in this
human resource department has sole responsibility so that working can take place in an effective
manner. Most effective method is to evaluate diverse culture of organisation in Handy's
typology. There are four forms of culture which prevail in an organisation as defined below:

Role culture:
This is related with working of organisation which has same form of functional structure.
It states that mangers have the power to allot various responsibility and roles to every individual
according to their present skills and knowledge (Slack, R Corlettand Morris, 2015). This culture
is helpful in structure of Marks and Spencer as it helps in increasing performance level of their
employees.
Task culture:
This culture is related with resolving of various types of conflicts. With usage if task
culture in Marks and Spencer they can increase the performance level of their employees as if
any type of issues will occur, they will be solved as early as possible.
Person culture:
This is a culture which is sometimes negative as in this more focus is towards individuals
rather than on organisation (Laforet, 2016). If there will be adoption of person culture in Marks
and Spencer, then it will lead to increase in performance level of their employees which will
motivate them as individuals and as a team.
Power culture:
This is also a culture which is related with power which is in hands of few individuals
and is related with decision making. With the adoption of power culture in Marks and Spencer
employees may feel negativity but this is very helpful in controlling & monitoring all functions
taking place in this organisation.
Politics
This is a formative process in which there is interaction of human taking place with a
view of usage if extensive power. This can be both in a negative and positive manner. This is
effectively developed among employees so that they can work in rotational shifts, take leaves
etc. in Marks and Spencer positive politics will increase performance of their employees and
negative politics may decrease their present level of performance (Bharathy, 2018).
It can be said that positive politics is most suitable so that employee’s productivity can be
increased in this organisation.
Power