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Organizational Behaviour
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Contents Organizational Behaviour............................................................................................................................1 INTRODUCTION.......................................................................................................................................3 TASK 1.......................................................................................................................................................3 P1Impact of key organizational aspects upon individual and team conduct............................................3 M1 Critically analyze how power, culture and politics influence individual or team behaviour..............6 TASK 2.......................................................................................................................................................7 P2 Evaluate how process and content theories of motivation enable attainment of goals within organizational context..............................................................................................................................7 M2 Critically evaluate how these theories influence behaviour of team and individual..........................9 TASK 3.......................................................................................................................................................9 P3 Effective and ineffective teams..........................................................................................................9 M3 Analyze relevant group and team development theories to support the development of dynamic co- operation................................................................................................................................................11 TASK 4.....................................................................................................................................................12 P4 Concepts and philosophies of OB within firm and any situation of business...................................12 M4 Evaluation and justification how these theories influence behaviour of team in both negative or positive ways.........................................................................................................................................14 CONCLUSION.........................................................................................................................................15 REFERENCES..........................................................................................................................................16
INTRODUCTION Organizationalbehaviourcanbeidentifiedastheprediction,understandingor management of human behaviour both in a group or individual that happens within the firm. While working within the firm, it is essential to understand others behaviour in order to make othersunderstandaswell.Withthehelpofthispeoplecanmaintainhealthyworking environment within the workplace. On the other hand, firm is required to adopt positive environment so that they can understand themselves along with able to achieve their targeted goals and objectives in an effective manner. Thus, concept of OB can be easily understood. This report is based on Marks and Spencer which was formed in 1884 by Michal market and Thomas Spencer which is headquartered in UK (Stewart, Courtright and Manz, 2019). This firm specializes in selling high quality of home products, clothing as well as fast food products or many other services. Additionally, there are so many culture, power and politics that influence behaviour of individual or team, after this understanding of how they can cope up with each other’s. At last, so many philosophies and theories along motivation of team or individual concepts will get covered in this assignment. TASK 1 P1Impact of key organizational aspects upon individual and team conduct Organisational behaviour is defined as a process that aims towards comprehensibility of individual behavioural characteristics with an aim to design strategies and measures in order to motivate their behaviour in a well defined manner. In this, HR of entity play essential role to develop positive relationship among employees and employers (Lee and et.al., 2019). Along with this culture, power and politics are some of the essential elements that have impact of on the performance of team as well as individual. Mention below all these elements are defined in context with Marks and Spencer: Culture It acts as formative combination of ideology, believes and value that prevails within an organisational workplace structure. In relation with Marks and Spencer, HR manager have responsibility to ensure that there is cooperative culture prevailing in workplace. As it they perform their task in collaborative way them performance of team and individuals can be
maximised in a well defined manner. As with the help of positive culture teams and individual both can motivated towards hard work and can accomplish organisational goals effectively. In addition to this, it is also increase make significant increase in entity profitability. It mainly gets affected by culture, power and politics that prevail in entity working structure. Concept of culture is defined in context with Marks and Spencer: Role culture: In this manager possess responsibility to allot responsibilitiesas well as roles to individual and team in an organisation as per their interests, skill, expertise and knowledge. By adopting role culture in Marks and Spencer overall productivity of employees can be maximized. As if they conduct any task in accordance with their expertise and interest then work efficiency can automatically increased. It benefit organisation to increase quality of their task. Along with this it increases team and individual efficiency to attain objectives of organisation in a well- defined manner. Task culture: In this form of culture, team has been developed with a workplace as to resolve a conflict that sustain in entity. By applying task culture Marks and Spencer, can ensure support from all workers and can encourage their behaviour in a positive direction. It further increases motivation among team and individual that increases their overall productivity in best effective way (Lyskova, 2019). Person culture: In this an individual consider themselves superior against entity, as in this they give more importance to them self comparatively to organisational objectives. Implementation of person culture in Marks and Spencer however can increase employees output on an individual level but it affect profitability of company. This culture can decrease overall productivity of entity in a significant manner. Power culture: In this form of culture power to undertake decisions are mainly lies within few executive of top and middle level management of entity. With the execution of this culture in an organisation, can increase efficiency of their decision-making but can disrupt creativity among employees and team. Along with this it decreases motivation within employees and can affect their productivity level.
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By taking advantage ofrole culture, Marks and Spencer can motivate individual and team behaviour in a well defined and effective manner. They can also increase their profitability bymaximizingworkplacemotivation.Companycanalsoensurehighprofitabilityand accomplishment of organisational goals in timely manner. Politics Politics can be in a negative and positive minor and can affect overall profitability and behavioural conduct of individual and team. In relation with Marks and Spencer by taking use of positive politics entity can enforce flexible working practices and can take regular feedback from their employees. This can not only increase an individual relationship with each other but also aid entity to make increase in their overall profitability. However, negative politic if prevails in MarksandSpencerthenitgeneratespersonalitydemotion,baisnesswiththeteamand individual. It further affects their overall performance In relation with Marks and Spencer the help of positive politics entity can lead towards increasingmotivationamongindividualandteamandfurtherfacilitythemtowards accomplishing organisational objectives in a well effective manner (Johnson and Umphress, 2019). Power Powerisliedwithintopandmanagerialexecutiveswithinentityastheyhave responsibility to influence behavioural conduct as well as performance of individual in order to provide welfare to organisation. In context with Marks and Spencer entity workplace structure, there are two form of power that leader undertake in order to direct employees behaviour: Reward power: Reward power allow leader to provide effective rewards to employees in accordance with their performance level. In Marks and Spencer entity provide different type of rewards by evaluating performance of individual and team in a manner of reward, bonus, certification, incentives and more. Coercive power: By implementation of this form of power top management of organisation facilitate employees to fulfil activities with the use of force or threat. However in this employees feel de motivated as they are duly forced towards performing task against their will.
According to the evaluation it has been determined that with the assistance of reward power Marks and Spencer can make significant improvement in motivation level of employees. It also allows them to increase their performance level and can direct them towards hard work in order to accomplish entity objectives. Hofstede’s Cultural Dimensions Theory This theory was coined by Geert Hofstede in 1980. It is mainly a framework with the help of which differentiation within national culture in addition to their impact can be duly undertaken: Power Distance Index: Signify that if there is high value power then difference is high respect for rank and authority and increased bureaucracy. Individualism vs. Collectivism: This is linked with fulfilment of individual as well as team goals. However individual mainly focus upon individual goals and collectivism duly signifies accomplishment of entity objectives. Uncertainty Avoidance Index: Index is high then power of tolerance will be low such is related with risk taking, anxiety, strict rule as well as regulations and vice versa (Yadav and Morya, 2019). Masculinity vs. Femininity: It is defined as tough or tender condition in which preferences of society involves attitude attainment of goals and behaviour. Long-Term Orientation vs. Short-Term Orientation: It in context with long-term it is focus upon future while short note on attention it focus upon short-term organisational success. Indulgence vs. Restraint: It is undertaken as to developed magnitude as well as tendency to fulfil own goals. Along with is it signifies control which is made of on society with respect to their impulses. M1 Critically analyze how power, culture and politics influence individual or team behaviour According to the above analyzed factor such as power, politics and culture this can be said that, if M&S follows these sorts of factors then manager of this firm is able to create great or positive culture at workplace that directly influence teams and individual behaviour. It also helps
firm to make better decision towards employees so that they can fulfill their demand and make firm attractive in front of others. Therefore, it is essential for firm to adopt few positive aspects in order to operate their functional activity in a smooth manner. TASK 2 P2 Evaluate how process and content theories of motivation enable attainment of goals within organizational context Motivation of employees as well as team depends upon the leaders and managers of an organization which involves abilities, competences and energy of workforce towards work. On the other side there are so any theories as well as different aspects of motivation followed by firms. In regards with Marks and Spencer, manager and leader always encourage their workforce in order to achieve desired outcomes in a frequent manner. Some of the theories are mentioned below in regards with M&S: Process theories:These sorts of theories are defines how behaviour is directed, initiated and sustained which identifies the relationship towards dynamic variable that develop best motivational ways for employees. It also focuses human decision process along with explanation of motivations at workplace. Process of this theory includes Vroom’s expectancy theory which is going to be discussed below: Vroom Expectancy theory:This theory suggested in the year of 1964 through Victor Vroom. So many factors come under this theory like performance, effort and so on. Herein, leaders and managers are needed to motivate their employees so that they can attain best results as per their working performance (Miller, 2019). There are few elements, those are as follows: Expectancy:It refers to the strength of belief which is related to working effort of employees and gives better results in firm through performing well. In regards with M&S, leadersand managersalways fulfill employee’sexpectation so that they can give better performance and able to develop more methods to become more successful. Instrumentality:It represents the belief of employees within the particular working performance level that lead to appropriate rewards and outcomes. In relation with Marks and
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Spencer, employees are able to get promotions and rewards from leaders and managers as they perform well. It helps firm to sustain at marketplace for long time. Valence:It is based on person’s preference for accomplish the rewards. This theory mainly satisfies and dissatisfy individual among achievement of outcomes. In M&S positive valance always develop strong relations between firm and employees that makes employees energetic towards their work (Islam, Ahmed and Ali, 2019). Content theory:This theory mainly focuses on internal factors of individual along with their behaviour. On the other side, motivation is one od of the internal drives that acts towards people and satisfy their wants or needs on time. This theory includes Maslow’s hierarchy of needs, those are mentioned in beneath: Maslow’s Hierarchy theory:This theory was established in 1954 with the aim of giving huge motivation to humans through considering their needs and wants that exist in a hierarchical order. There are five general types of motivation needs followed by Marks and Spencer, which are: Physiological needs:These needs include water, food, human physical needs and many other for survival. Within the firm, these needs can be salary or working condition of employees. Security and safety needs:These needs are based on safe or secure emotional and physical environment from emotional distress. Within the firm safety needs influence safe jobs and job security of employees. Social needs:This is based on love and care of people. In regards with organization it influences the needs for strong relationship with workers as well as supervisors so that they can achieve better results. Self-esteem needs:These sorts of needs based on positive self-image in order to receive attention, appreciation and recognition from others. Within the firm esteem needs influence motivation for recognition and enhance responsibility of employees so that they can easily contribute within firm.
Self-actualization needs:It is based on self-fulfillment which is known as highest needs of category. In regards with firm they always increase job opportunities as well as growth opportunities for candidates so that they can achieve their desired goals. M2 Critically evaluate how these theories influence behaviour of team and individual According to the above mentioned motivational theories, On the basis of intrinsic motivation employees are not needed to put huge effort as they have fixed goals to achieve. Herein extrinsic motivational theories plays crucial role in which employees are required to develop effective morale so that they can attain competitive scenario. Along with this, these theorieshelpsfirmtomaketeameffectiveitimprovetheirbehaviourinarightway. Furthermore, it helps firm to bring more innovative ideas so that they can achieve their targeted goals in an appropriate manner (Stewart, Courtright and Manz, 2019). TASK 3 P3 Effective and ineffective teams Team’s plays crucial role within the every workplace. In regards with organizations there are different types of team members like quality teams, project teams, new product teams and many more. Thus, teams have essential place but on the same side every group is not a team or not every team is effective. Therefore, people needed to act more like a team. With the help of team members firms can easily organza their work and able to improve their productivity as well as determine new approaches to achieving firm’s goals. There are several characteristics of both effective and ineffective teams, those are mentioned in beneath: Effective teams:There are so many ways for firms to manage their employees in a particular team. A team means 2 or more people who work together to achieve predetermined goals in a frequent way. Along with effective teams offer alternative into a vertical chain of command which is considered as inclusive approach within the business firm. In the context of Marks and Spencer effective teams are becoming more common as they can lead enhance employee’s motivational level that also increase productivity of firm. Apart from this works in a group always help members to share their information from each other in order to achieve curtained goals. There are different characteristics of effective team, those are as follows:
Clearpurpose:Accordingtothischaracteristic,everyoneatworkplaceneedsto understand team’s goals so that they can play that role accordingly. Idea size and membership:In this characteristic team should reduce the size as required in order to achieve targeted goals. Along with it include talent and skills of employees at workplace. Open communication:In this team should review on diverse points so that they can make honest decision and increase firm’s value in an effective manner. Creativity:Effectiveteamsalwaysthink aboutproducing newideaswith unique approaches s that they can overcome so many problems from firm and able to meet their desired goals. Fairness in decision making:In this, teams will make appropriate decisions by which they can use proper decision making process in which everyone agrees at workplace (Zaal, Jeurissen and Groenland, 2019). Ineffective team:These sorts of team incudes conflict-ridden, unfocused, reeking of negative competition and many more. These assorted situations develop lots of issues between employees and firm that makes their negative image in front of customers. There are few characteristics of ineffective team those are as follows: Team focus:In this type of trait employees suffers a lot along with have lack of aims. Due to this they are not able to meet their targeted goals. Similarly, a team does not understand how to reach its goals that can be create more problems within the group. On the other side, if teams or individual are not able to focus their goals than they can lose their presence within firm along with decrease their efficiency for firm. Lack of cohesion:Ineffective teams are considered as those teams who are not able to mix with several kind of aspect of business. On the other hand some of teams have too many members so that they can face communication errors as they are not able to share their view to each other. It reduces their working level as well as proficiency at workplace. Thus, develop so many circumstances so that they cannot meet their goals and objectives.
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Negativity and errors:In this trait employees have lots of errors and weaknesses towards work so that they are not able to learn new concept and not move forwards. Along with this they are not able to develop positive atmosphere at workplace so that they are not able to achieve their goals and create so many errors or negativity at workplace. Difference between effective and ineffective team MeaningEffectiveteamcommonly involveslargenumberof groups and creates huge effort to achieve targeted goals. Ineffective teamscommonly haveseveralerrors,issues, problems that occur any time at workplace. Leadership styleEffectiveteamgenerally followsdifferenttypesof leadership styles to encourage other people’sconfidencein an effective manner. Ineffectiveteamfollows directiveleadershipstyleto reduce issues from workplace. M3 Analyze relevant group and team development theories to support the development of dynamic co-operation According to the different types of theories and concepts it can be said that team development is essential for every firm. With the help of this, firms are able to achieve their targeted goal and objectives (Miller, 2019). On the other side, it is more necessary for Marks and Spencer to develop effective team day to day so that they can have proper communication by which they can share their ideas to each other and make proper decision in order to attain targeted goals in a perfect mode. Apart from this, relevant team or group has huge capabilities rather than the ineffective team so that they can support overall development of firm within the competitive scenario. Therefore, this is necessary for every firm to follow accurate model to gain effective information by which they can beat competition at marketplace.
TASK 4 P4 Concepts and philosophies of OB within firm and any situation of business Organizational behaviour refers to the field of study that research the impact that groups, individual and structure have on behaviour within the firm. By having such kind of impact firm can easily improves their employee’s working performance and bring huge effectiveness in a perfect mode. Along with this there are so many resources used by firms in order to develop best ideas or it increase knowledge of them. According to the current scenario, there are ample number of firm within UK who are trying to give their best in order to achieve high expected goals and objectives in an effective mode. In the context of Marks and Spencer this is one of the best British multinational firms which are dealing with different types of home appliances, clothingand many other productswhich are considered asessentialneedsof peopleat marketplace (Yadav and Morya, 2019). In order to achieve their targeted goals this firm always put high efforts so that they can achieve their desired outcomes on time and make their business effective within the competitive scenario. Apart from this, there are ample numbers of workforce who are working for them and make their firm productive in a perfect way. It helps manager or leader to develop best relations with employees so that they can easily motivates them in a proper way. In order to do this continuous way there are so many theories and philosophies used by firm, those are mentioned below: Path goal theory:This is known as model or essential theory which is based on identifying leader’s style or behaviour that best suited on employees as well as working environment. With the help of this they can achieve their targeted goals in a perfect way. This type of goals mainly enhance motivation level of employees at workplace along with satisfy their needs and wants time to time. On the other hand, path goal theory can be understand as the best process in which leaders select particular behaviour that are best fitted to the employees needs along with working culture. In regards with Marks and Spencer, this theory used by their leaders in order to overcome issues and motivates employees every time (Chang and et.al., 2019). It generally follows few steps, mentioned below: It refers to the different types of leadership styles and behaviour which is suitable for employees at workplace for achievement of targeted goals. On the other side, there are some
concepts and theories which are used by managers and leaders of 4 Com Plc to reduce several issues, conflicts and problems. Some of them are giving in beneath: Employee characteristics:It is based on leader’s behaviour along with their needs like degree of structure, affiliation, perceived level of ability, wants for control. For example: If leaders of M&S offer more structure than what they require and become less motivated. Thus, a leader requires understanding their employee’s situation timely so that they know in which way they can motivates their employees in a best way. Working environment:In the context of Marks and Spencer it is essential for their employees to develop positive working environment timely so that they can face any challenge and able to attain best results. Motive:Herein, leaders of Marks and Spencer needed to motivate their employees time to time in order to increase their working efficiency and productivity of firm. Along with this they should conduct training sessions for them to achieve high goals (Chang and et.al., 2019). Support:Leaders of M&S commonly fulfill their employee’s needs and wants every time so that they can get such kind of support from firm and perform in a fine way. Leadership style Supportive:It consist different types of emotions, time, training understand by leaders of employees. In respective firm they always support their employees till achievement of targeted goals. Directive:According to this leadership style leaders of Marks and Spencer provide ample number of directions to their employees so that they can achieve their best fixed goals along with perform their task accordingly. It makes firm valuable and increase confidence of people. Participative:In this style leaders should always participate in every activity conducted by firm. It directly influence their employees so that they can get high motivated and achieve goals within short period of time (Zaal, Jeurissen. and Groenland, 2019).
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Goal oriented:It is based on behaviour of people such as their interest within the managerial activity of firm and many more. Herein, leaders of M&S are very energetic as they have good power to influence team members through reviewing numerous working styles that directly helps them to achieve their goals. Motivational factor Define goal:Herein, Marks and Spencer firm should have clear goals so that they can easily achieve their work target. Ignore obstacle:According to this firm should ignore errors and negative issues during procurement of effective goods and services to attain targeted goals on time. Clarify path:In this motivational factor, respective firm needed to concentrates on those factor that helps them to achieve targeted goals on time (Lyskova, 2019). Give support:In this factor of motivation leaders of Marks and Spencer needed to support their employees every time that increase their energy or working level along with improve their working efficiency. M4 Evaluation and justification how these theories influence behaviour of team in both negative or positive ways As per the given theories and philosophies as per my point of view this can be said that if Marks and Spencer follows several models in a right way so that they can get best desired results and able to beat competition in a frequent manner. Therefore, every firm should use them that influence overall behaviour of employees and individual at workplace. It positively affects behaviour of people as they get motivational tool every time. But at the same time, due to numerous employees it can be difficult for firm to give proper guideline to all so some of them not able to follow them that creates issues and conflict at working place (Yu and Davis, 2019).
CONCLUSION According to the above specified report it has been identified that, organizational behaviour refers to the great field of study which is helpful for firms to focus on individual behaviour so that they can handle them accordingly. Furthermore there are so many culture, power and politics followed by firm in order to manage their operations and employees in a proper way. By using several theories they can make their working process best that always have positive impact on employees along with team members. Therefore, it is must essential for each organization to follow various models and tools to achieve business determined goals within short period of time.
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Yu, K. Y. T. and Davis, H. M., 2019. Integrating job search behavior into the study of job seekers’ employer knowledge and organizational attraction.The International Journal of Human Resource Management,30(9), pp.1448-1476. Zaal, R. O., Jeurissen, R. J. and Groenland, E. A., 2019. Organizational architecture, ethical culture, and perceived unethical behavior towards customers: Evidence from wholesale banking.Journal of Business Ethics,158(3), pp.825-848. Chang, T. W., and et.al., 2019. Effect of green organizational identity, green shared vision, and organizational citizenship behavior for the environment on green product development performance.Sustainability,11(3), p.617.