Organisational Behaviour: Influence of Culture, Politics, and Power

This report explores the influence of culture, politics, and power on individual and team behavior and performance in organisational behaviour. It discusses different types of organisational culture and their impact on behavior, as well as the importance of cultural difference awareness. It also examines organisational politics and the different types of power in an organisation. Additionally, the report explores content and process theories of motivation and motivational techniques for goal attainment. Finally, it discusses effective and ineffective teams and the theories of team and group development.

Unit 12- Organisational
Behaviour
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Organisation's culture, politics and power influence individual and team behaviour and
performance............................................................................................................................3
TASK 2............................................................................................................................................6
P2 Content and Process theories of motivation and motivational techniques for attainment of
goal and objectives.................................................................................................................6
TASK 3............................................................................................................................................8
P3 Effective and ineffective team with help of team and group development theories.........8
TASK 4..........................................................................................................................................10
P4 Concepts and philosophies of organisational behaviour in given business situation......10
Path goal theory....................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14
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INTRODUCTION
Organisational behaviour is defined as study of group as well as individual activity and
performance within enterprise (Alblas, Wijsman and van Noort, 2019). This examines about
behaviour of human at workplace and determines about their impact on motivation, performance,
communication, job structure, leadership and others. Present report is based on Marks and
Spencer which was founded in 1884 at London, United Kingdom. It is multinational retail sector
that deals to sell home good, clothing and food products. This organisation serves their goods
and service worldwide. The report covers about influence of politics, power, culture on
behaviour of others at business place and way to motivate team and individual to attain goal. It
also highlights about understanding of how to cooperate with others and use of concepts as well
as philosophies of organisational behaviour for given situation.
TASK 1
P1 Organisation's culture, politics and power influence individual and team behaviour and
performance
Organisation's Culture
It is referred as underlying assumptions, ways, values and beliefs of interacting which
contribute to psychological and social surrounding of enterprise. This assist to influence people
within enterprise. The different types of culture influence individual and team behaviour. This is
explained with help of Handy's model that is described below:
Power Culture- It is the culture where power is in hands of high authority or few people.
They are liable to take decisions for organisation and enjoy some special rights (Charles Handy
Model of Organization Culture, 2020). Such people are regarded for workplace and are decision
maker. In context of Marks and Spencer, such power remains with superior manager who are
liable to solve problems and issues of their work force in effective manner. For example, if
marketing department want to launch promotion campaign for their new products at marketplace
then they have to take permission from manager who has high power and authority and provide
information to employees to carry out task which leads to influence individual as well as team
behaviour and performance.
Task Culture- It is defined as that culture in which team is formed for solving particular
problem arise at organisation. Here, individual with specialisation gather together with common
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interest to solve problem. It consists of four to five members who contribute equally. For
example, Marks and Spencer has faced problem of designing their product, in this case task
culture need to be formed by hiring specialised person and other employees has to assists them to
attain their set goal which leads to enhance individual as well as team behaviour and
performance.
Person Culture- It is defined as that culture where employees feel themselves to be
important at organisation (Balmer and Burghausen, 2015). The following of such culture leads to
suffer business as employees comes to office for earning money and is not attached to business.
For example, many employees working at Marks and Spencer feel themselves superior where
they does not perform work assigned to them. In this case, business suffers a lot in attainment of
their goal and objectives.
Role Culture- It is defined as culture in which employees are assigned with roles as well
as responsibilities as per specialisation, interest, educational qualification. Here, employees are
ready to accept challenges and they are accountable to those who have assigned work to them.
For example, employees working in respective organisation are assigned work according to their
capability so that they can perform better and improve their performance.
After analysis of different types of culture, it has concluded that respective organisation
has to follow role culture because there are different department who works for attainment of
goal and objectives. In this case, they required specialised employee for performance of different
activities and operations of business.
Importance of cultural difference awareness
It is very important for organisation to understand cultural differences so that they can
make better plans and policies. As people from different parts of world work together for
attainment of goal and objectives. This can be explained with Hofstede's dimensions of cultural
theory along with their application are as follows:
Power Distance Index- This is defined as degree inequality which exist among people
with power and without power (What is the Hofstede’s Cultural Dimensions Theory?, 2020). In
context of M&S, manager provide order to their subordinates without considering other
elements.
Collectivism vs Individualism- According to this dimension, there are many countries
who believes that individual performance is better than group and vice-versa. Respective
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organisation has to work on collectivism basis so that high gain can be achieved in effective
manner.
Uncertainty Avoidance Index- This is defined as way to cope up with dynamic
surrounding (Bester, Stander and Van Zyl, 2015). It is very important for organisation to make
proper policies in order to avoid from uncertainty. The respective organisation has to make
advance plan for avoiding uncertainty issues and problems which may arise at business.
Femininity vs Masculinity- This is also another dimension which is different from one
another. There are some countries which focused on femininity whereas other focused on
masculinity. Apart from these, some believe in following of equality as each individual possess
some skills and knowledge for work performance. Therefore, respective organisation has to
follow equality dimension for positive outcomes.
Short Term vs Long Term Orientation- The business has to make both long as well as
short terms goal and objective which is achieved through help of short orientation. This assist in
survival as well as sustainability of business.
Restraint vs Indulgence- According to this dimension, organisation should indulgence
in different activities and less restraint. Here, indulgence leads to achieve outcomes for business
and restraints is more controlled culture. Marks and Spencer has to focus on following of
indulgence culture to avoid future issues and problems.
Organisational politics
It is defined as self serving behaviours which helps employees to enhance their
probability to get positive results in an organisation (Cacciattolo, 2015). This is influenced by
people who serve personal interest without impact organisation. This can be positive as well as
negative where positive politics is the way of protesting business for attainment of effective
outcomes and negative impact business and their profitability as well as productivity. For
example, if respective is following partiality among their employees then there arises of negative
politics that decline their profits and production. Thus, it is very important for business to have
positive organisational politics for effective results.
Organisational Power
This is defined as way of performing something in unique and different style. It is the
capacity or ability that helps in influencing others. Individual working at high and good position
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easily impact and influence others. It is described with help of French and Raven's Power that
was provided in 1959 which includes five types of power such as:
Legitimate Power- It is the power which flows from individual's position or title in
hierarchy where position provide right to issue orders (Sources of Leadership Power - French
and Raven, 2019). Both punishment as well as reward is regarded as part of power. This helps in
motivating employees working at M&S to attain goal and objectives.
Reward Power- In this power, leader provide grant as well as rewards to their followers
who carry their order and instructions. In this context, M&S has to provide reward to their
employees so that they can perform in better manner.
Expert Power- Power which arise from superior expertise, knowledge, experience in
order to take challenging task or work. Marks and Spencer should possess such power for
performing critical task to gain positive outcomes.
Referent Power- This power comes from leader's traits, image, character, background,
charisma, executive presence. Respective organisations employees has to use such power to
provide job satisfaction to enhance their skills and knowledge for better work performance.
Therefore, in this way, there is influence of culture, politics and power on behaviour of
others at respective organisation which also helps to raise individual as well as team behaviour
and performance in most effective manner.
TASK 2
P2 Content and Process theories of motivation and motivational techniques for attainment of
goal and objectives
Motivation
It is defined as way for attainment of goal and objectives of business by working hard
(Chumg and et. al., 2016). It is the responsibility of organisation to motivate their employees for
better work performance which encourages them to attain business objectives. This is provided
to all work force to motivate them for better work performance. The respective organisation has
used different types of motivation theories which are described below:
Content Theory
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It is defined as theory which mainly focus on internal aspects that impact human
behaviour as well as energise. Content theory are of different types out of which M&S has
applied Maslow's Hierarchy Need that consists of five elements such as:
Physiological Needs- It is regarded as lowest as well as basic needs of human beings.
They mainly focus on satisfying needs such as water, food, air, cloth and so on (Maslow Theory
of Motivation, 2020). Such types of needs strongly influence human behaviour. Each and every
individual working at Marks and Spencer should be provided with basic needs so that they can
survive and sustain at marketplace. Without such need none of human beings can live life.
Safety and Security Needs- This type of need are raised after fulfilment of physiological
needs. It includes providing of secure surrounding, free from threats, protection at workplace and
many more. The employees performing work at respective organisation should be provided with
safety as well as security needs so that they are happy and satisfied with their jobs and culture.
Social Needs- This is defined as needs which refer to affiliation or belongingness.
Individuals should be recognised as well as accepted by others in order to do interaction with
their employees, manager, others. It includes family, friend, relative, work group and so on. As
people cannot live alone they need people to live with them so that they perform work in better
manner. Marks & Spencer takes care of all the employee grievances and addresses them quickly
to ensure employee's well being, this gives their staff a sense of satisfaction.
Esteem Needs- It is defined as self respect as well as self-esteem needs which includes
achievement, knowledge, competence, independence, confidence. All employees of Marks and
Spencer should be respected and recognised for their work performance so that they feel
motivated and happy towards organisation.
Self actualisation Needs- It is regarded as last stage of hierarchy needs which arises after
fulfilment of all above needs (De Vries and Van der Poll, 2016). This leads to provide
satisfaction and enhance potentiality for taking challenging work, innovation and creativity. For
example, employee who has achieved all above need leads to rise in self-actualisation needs
where they perform work that helps to achieve potentiality.
Process Theory
This is defined as theory that explains about development as well as change with time. In
this, dependent variable are focused on independent elements. It has different theory out of
which, Marks and Spencer has followed Vroom Expectancy. It is the theory in which motivation
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level depends on reward and obtaining of profitability through reward. When employees are
motivated then they feel to work hard to attain goal and objectives. This contain three key
variable such as:
Valence- It is defined as feeling for particular outcomes (Vroom's expectancy theory,
2016). its when employee is keen about some performance prior execution and disappointe post
outcome, well, Marks & Spencer can provide its exceptional performers with rewards in order to
motivate them to work even harder. Assigning the challenging tasks will also motivate the
employees.
Instrumentality- This explains that inputs and efforts of the employee are directly
proportionate to their performance outcomes. Only a highly motivated and passionate employee
can give exceptional results, So Marks & Spencer also does the same as it provides good
environment to its staff which motivates them to work better.
Expectancy- It defines the relationship between amount of efforts and Improved
performances of the employees in their respective roles. Marks & Spencer provides their staff
with all the necessary resources to execute their jobs & sometimes special training sessions to
increase their individual skill set.
Motivational Techniques
It is very important for respective organisation to use different motivational techniques in
order to inspire working employees in terms of providing job security, flexibility, benefits,
encouraging collaboration, offering rewards and applying of good management system (7
Motivational Techniques to Inspire Your Creative Employees, 2020). This helps them to work
according to requirement of business in effective manner for accomplishment of goal as well as
objectives.
TASK 3
P3 Effective and ineffective team with help of team and group development theories
Team
It is defined as collection of individuals who are working together in order to achieve
goal and objectives (Erbasi, 2017). In team, there are usually more than four people work to
attain set goals. This contain people with less weakness and high strengths for work
performance. The different types of organisational teams are as follows:
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Functional- It is defined as that team in which members of same division including
several responsibilities are included. In this team, manager is liable for everything and everyone
has to report them. It is found in traditional project management business. The respective
organisation conduct different activities and operation where they required such type of team to
accomplish goal and objectives.
Problem solving- It is defined as team which is formed to solve particular problem arise
at business. In this specialised employees are hired who have good skill, knowledge and
experience to complete work. For example, Marks and Spencer has faced issue of employees
clashes where they require team of experts to resolve arise problem in most effective manner.
Project Team- It is referred as group of employees who together work for shared goal
and objectives. Such team helps to work in specific, measurable way where there is clear
assigning of responsibilities, deadlines and roles (Types of Teams [Advantages and
Disadvantages], 2020). When any project is assigned to team to completed in particular time
period then they have to form project so that goal and objectives can be attained.
Role of virtual team development and Networking
Technology plays an effective role in raising business profitability and productivity on
organisational team (Gabriel and et. al., 2015). Here, virtual team is made of people working in
various physical locations who work together to get things done. This helps in providing team
with proper life work balance which allows them for better experience. With such team,
networking is possible as people from different parts of world work together to attain goal and
objectives.
Differences Between Effective and Ineffective team
Basis of Differences Effective Team Ineffective Team
Meaning It is defined as team where action is
transparent, assignments are accepted
as well as made.
This is defined as team where
action decisions are not clear
and unaware about what going
on business.
Communication This team carry two way
communication which is accurate and
open to all members.
Communication is one way
and feelings as well as
dialogue is ignored and
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discouraged.
Effective Team
It is defined as ability or capacity of team to achieve desired goals as well as objectives
with help of employees (Gkorezis and Petridou, 2017). This is important for business to make
effective team at work place. In context of Marks and Spencer, effective team is explained with
assistance of Tuckman theory. It was developed in 1965 by Bruce Tuckman in order to develop
behaviour as well as team of people. This theory carry five stages of team development that is
described below:
Forming- It is the first stage of team development which need more direction and
guidance from their leader to perform work. Here, leader should be highly skilled and answer all
queries of their people along with assigning roles and responsibility to individual in clear
manner. This is regarded as significant stage of developing team. In order to perform task by
respective organisation, they required team to form and accomplish it in effective manner.
Storming- This is regarded as second step of team development where decisions made
by teams does not come very easily. Each and every members formed team in forming stage has
to avoid emotional issues as well as disturbed by relationships. In this, individual has to
compromise many times and they need to take helps and ideas from higher authority to solve
problems.
Norming- In this stage, teams started moving with good practices by following proper
rules, values, regulations which they have to operate at workplace (McShane and et. al., 2018).
Here, all the member contribute in equal proportion and they start believing one another.
Performing- In this phase, work is assigned as well as divided which is performed by
people. Here, both goal as well as objective has to be kept in mind by individual so that positive
outcomes are achieved. The respective organisation faces many issues while solving problems.
Adjourning- This is last stage of formation of team development. Results has to be
measured from above four stages. This is significant to measure performance as well as output of
every members. In this team is adjourned and celebration is arranged for team.
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TASK 4
P4 Concepts and philosophies of organisational behaviour in given business situation
Within the competitive scenario there are several kind of business organisations who are
facing lots of issues and conflicts, in which Unclear Responsibilities is one of of the major issue
which is faced by Marks and Spencer. For overcome unclear responsibilities conflicts from the
firm, manager of M&S mainly use path goal theory in order to get huge success at higher level.
On the other hand unclear responsibilities commonly have negative impact on so many factors
like communication, consumer's satisfaction and many more. In regards with respective
organisation unclear roles and responsibilities directly influence on communication within the
firm or a group of people. Thus, it makes conversation difficult and develop some unclear ideas.
Therefore, it should be clear and it is necessary for firm to have clear roles and responsibilities so
that they can maintain good relationship with their employees and able to give satisfaction to
customers as well. There are few characteristic and types of Path goal theory in order to
overcome unclear roles and responsibilities which is used by manager of M&S.
Path goal theory
It depends upon particular style and behaviour of leader's which is suitable for workers
and working environment to achieve particular goals and objectives (Paull and Whitsed, 2018).
Along with this, in this theory leader mainly choose particular behaviour by which they can lead
their employees and able to fulfil their needs within the Marks and Spencer. There are few styles
of this theory that helps manager and leader of M&S to overcome unclear responsibilities
conflicts, mentioned below:
Employee and environmental characteristic
Employees characteristics- It is very important factor that makes employees successful
and increase their value for a particular organisation. In relation with M&S, there are lots of
employees who mainly have leadership skills, organisational skills and many more by which
they can remove unclear roles and responsibilities and develop effective environment.
Motive- It is necessary for every leader to motivates their employees in order to get
successful results. Herein, leaders and managers of M&S mainly conduct training and
developing sessions so that employees can get motivate and achieve desired goals.
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Working environment- A good working environment considered as one of the most
important part of any organisation (Saifullah and et. al., 2015). Herein, M&S have effective
working environment and good conversation towards work that encourage employees as well as
satisfying consumer needs.
Support- Leaders and managers of M&S are very supportive they always motivate and
support their employees as well as group of people for achievement of specific goals.
Leadership style
Directive- It is one of the best leadership styles that fix clear objectives and rules for
subordinates and ensures directions and expectations are effectively determined and could be
understood easily. Marks & Spencer follow a basic method of resolving conflicts i.e., coming up
with strategies that suits the situation best, in most of the cases its just communicating with the
parties of conflict to understand what went wrong and then planning the method of solution.
Supportive- This style of leadership is based on emotions, time and training (Wong,
Mahmud and Omar, 2015). Therefore, the supportive leader of M&S listen carefully to their
employees issues and reduce their stress through investing time on making them feel better by
involving them in playful and relieving organisational engagement activities, maybe a game of
chess or dumb charades would do the thing.
Participative- Leadership should always participative within the Marks and Spencer by
which they can develop costive working culture and overcomes several issues.
Achievement oriented- This is based on individual's task, behaviour and such kind of
element. In Marks & Spencer's context we can say that setting up higher targets for the
employees to attain and rewarding the ones who get through is what an achievement oriented
leader does.
Motivational factors
Define goal- It should be clear, easy and general into the M&S in order to achieve
effective outcomes and better results.
Clarify path- With the help of this employees of M&S can work accordingly and
achieve goals on time through focusing on their path.
Remove Obstacles- Through removing obstacles from the respective organisation
directly impact on working environment in a positive way and increase profitability of firm.
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Provide support- With the help of this motivational factor leaders of M&S are able to
achieve goals through supporting employees regularly. By using this theory leaders can remove
unclear responsibilities conflicts and increase firm's productivity with huge profit.
CONCLUSION
From the above report, it has concluded that organisational behaviour is important to
maintain relationship with group of people working at business. The culture, politics and power
influence individual as well a team behaviour and performance. Organisation has adopted role
culture in business so that they known about their roles and responsibility. Business has to
motivate team by providing them all required need and techniques in effective manner.
Organisation should make effective team to accomplish desired goal and objectives. While
running business at competitive market, different conflicts can be raised which should be solved
with help of Path goal theory. It is also important to form different types of team at enterprise in
order to resolve different issues arise in most diligent manner to gain positive outcomes.
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REFERENCES
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Cacciattolo, K., 2015. Organisational politics: The positive & negative sides. European Scientific
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virtual organisation from the perspectives of well-being and organisational
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