Influence of Culture, Politics, and Power on Individual and Team Behavior

This report explores the influence of culture, politics, and power on individual and team behavior in an organization. It discusses the impact of cultural differences on business protocols, decision-making processes, and employee management. The report also examines the content and process theories of motivation that enable effective goal achievement. Additionally, it explores the characteristics of effective teams and the concepts and philosophies of behavior in Marks & Spencer. The study is based on the analysis of an multinational retailer situated in the UK.

Organisational
Behaviour

Table of Contents
INTRODUCTION...................................................................................................................3
LO1.........................................................................................................................................3
P1. Culture, politics and power influence individual and team behavior......................3
M1. Culture, politics and power of an Marks & Spencer influence individual and team
performance...................................................................................................................7
LO 2........................................................................................................................................7
P2. Content and process theory of motivation that enable effective achievement of
goals...............................................................................................................................7
M2. Evaluation of influence on the behavior and application of behavioral motivational
theories...........................................................................................................................9
D1. Relationship between culture, politics and motivation...........................................9
LO 3......................................................................................................................................10
P3. Effective team opposed to an ineffective team......................................................10
M3. Group development theories to support the development of cooperation...........14
LO 4......................................................................................................................................14
P4. Concepts and philosophies of Marks & Spencer behavior....................................14
M4. Concepts and philosophies of Marks & Spencer behavior that influence the
behavior........................................................................................................................16
D2. Relevance of team development theories, concepts and philosophies that influence
the behavior in the workplace......................................................................................16
CONCLUSION.....................................................................................................................16
REFERENCES......................................................................................................................18

INTRODUCTION
The organization behavior can be defined as the study of an individual and group to
analyze the activity of an Marks & Spencer. The Marks & Spencer are affected by several
factors that should be analyzed. This report includes the organization different company
factors that can be political, social and cultural and it also includes the content and process
theories of motivation that enable effective achievement of goals and also the discussion
about the teams that is effective and ineffective and what makes an effective team as
opposed to an ineffective team and the different types of theories will be explained such as
path goal theory, network and system theory, Herzberg's motivational theory and the
Vroom's Expectancy theory. In order to accomplish the aim of the study, researcher will be
taking Marks & Spencer which is an multinational retailer situated in UK. M&S is an
specializes in offering the high quality services or products are home furnishing, clothing
and food products. At last, it describes the different concepts and philosophies of the
Marks & Spencer behavioral that helps in giving the success to the organization and also
stabilize the future of the company for the longer term.
LO1.
P1. Culture, politics and power influence individual and team behaviour.
Every Marks & Spencer in this world are having different types of business ideas
and the products and solutions to full-fill the needs with the customers and the better
feedback and the support from the customers makes the Marks & Spencer supportive and
organized and customers are the only one who contributes in the growth of an Marks &
Spencer. But there are several factors by which every company can be affected that can be
political, social, cultural, and power which impact on the Marks & Spencer in a positive
and negative way and also influence the team or an individual (Coccia., 2015). The
following factors can be affected by the following ways-
 Culture
The goal of every Marks & Spencer is to get the maximum profit and returns so that
the company can get the success and also stabilize the Marks & Spencer. The cultural
difference is no longer significant now and also the culture affects on the company by
several ways such as-
◦ The pace of business.

◦ Business protocol or the certain rules and regulations of an Marks & Spencer.
◦ Decision making process and the negotiation.
◦ Employee management
◦ Tendency of risk taking and the risk management
◦ Marketing, sales and the distribution channels
These are some factors that can be helpful in maintaining the productivity of an
Marks & Spencer and also gives the long term success but if the company is not able to
handle these cultural functions then it can create the problem in the growth of an Marks &
Spencer. The cultural difference awareness is very important in Marks & Spencer and the
cultural difference can create the problems in the coordination in between the colleagues
and this can affect the whole team and the cultural difference can be improved by proper
communication in between the people, cultural impacts and the analysis of how people
view time and deadlines, response to the management and authority and decision-making in
between the different cultural employees (Kitchin., 2017).
Hofstede's cultural dimensions theory
This cultural theory is a framework for the cross cultural communication which
describes the effects of culture on the society and on the values and the behavior of the
people. There are mainly six dimensions on which any Marks & Spencer that are as
follows-
 Power distance
This cultural dimension analyses or express the degree in of less powerful employee
of an Marks & Spencer accept and expect the power which is distributed unequally. The
issue regarding every Marks & Spencer is that the improper distribution in the power
always affect the employees and also creates the distance in between the colleagues. In
companies, people with power tries to equalize the distribution and power and justification
of demand for the inequalities of power. UK, China, and Saudi Arabia are having high
power distance index.
 Individualism
This term defines the relative importance of an individual and also the groups. The higher
side of the team which is called individualism in which the employees only take care of

themselves and of their related colleagues. The society positioned itself in terms of the “I”
or “we”. UK and US is one of the most individualistic countries of the world (Bakotić.,
2016).
 Masculinity
Masculinity can be defined as the attributes, behavior and the roles associated with
male and female. It is like gender identity which refers to the degree to which the person
see themselves. Companies are now more competitive and this factors may affect the
growth of an Marks & Spencer. These terms can be sometimes related to the touch and
tender culture. Japan, Norway and Sweden are known as most masculine and feminine
countries in the world.
 Uncertainty Avoidance
Uncertainty Avoidance is the term in which the culture differs on the amount of the
acceptance that can be unpredictable and when the unpredictability comes int picture, areas
which can be affected such as technology, law and religion. There are several companies
which have the low Uncertainty Avoidance ratio have to maintain this ration to increase the
productivity and employability in an Marks & Spencer. Chile, Peru and Argentina are high
Uncertainty Avoiding countries (Smith, Machin and Beccaria., 2017P).
 Time Orientation
Every Marks & Spencer have to maintain the time to run the business successfully
because the time management plays an important role in the growth of an Marks &
Spencer. Countries with this culture scored high in time orientation have progressive
approach as these countries are more future oriented and encourage the businesses in the
country to contribute in the growth of an Marks & Spencer. China and Japan are known as
the long term and morocco is the short term time oriented country.
 Indulgence
This dimension can be defined as the term in which the people try to manage and
control their desires. The weak control is called indulgence and the strong control is called
Restraint. These terms define the basic and natural human needs that can controllable and it
can be regulated by the strict social norms (ereira, Malik and Froese., 2017).

Network and system theory
Network theory is the part of Marks & Spencer management in which the senior
management such as managers understand the way the Marks & Spencer working and also
connecting with other clients to increase the social networks and as the network will
increase this will be helpful in increasing the productivity and giving the success to the
Marks & Spencer. System theory treats the Marks & Spencer as open and close system and
it based on the assumption that there is a universal principle which holds the Marks &
Spencer success. Success theory includes the control, feedback, boundaries, environment
and interfaces (Secchi and Neumann., 2016).
Politics
The political factor influence the company's profitability and the productivity of the
company in a long and short term. It decreases the overall productivity of the company as
well as of the employees. When employees play politics at the workplace but so that the
employees pay less attention on the work and play the dirty politics and by this manner, the
employees failed to achieve the target and work gets suffered. There are mainly four types
of political change in every Marks & Spencer that can be personal, decisions, structural and
Marks & Spencer change.
Individual change refers to how one person can make the successful change and it
can be at home, office or in any other place. Individual change management provides a
framework for enabling one person to make a transition.
Marks & Spencer requires the proper decision-making strategies which helps in
giving the successful growth to the company and it improves the products and services for
the customers. But this decision quality can be affected by the politics and also employees
who are involved in the politics at the workplace then it affects the other employees and
also the decreases the productivity of an Marks & Spencer (Taylor., 2018).
Structural change may be defined in term of internal and external factors which can affect
the Marks & Spencer. Structural change can be Marks & Spencer hierarchy, command
channels, management systems, job structure and the administrative procedures. This
change is always affected by the political factors and the political issues impact on the

growth of an Marks & Spencer because the political parties apply the new rules so that the
company suffer from these changes.
Marks & Spencer change relates with the whole working of an Marks & Spencer
and also focuses on the profit and revenue generation. The internal and external
environment defines the competitive and regulatory advantages and also delivers the
quality products and services but it requires the certain kinds of changes which includes
strategies, processes, procedures, technologies, cultures changes (De Vries and Van der
Poll., 2016).
Power
Power is the opportunity to improve the productivity and sustainability of an Marks
& Spencer as well as of the employees. Power is divided into two types that can be
positive and negative and the positive power encourage the employees by giving the
appreciation and the reward to the employees for their outstanding performance and hard-
work and the dedication of the employees brings the success in the company and stronger
the sustainability of the company. The wrong use of power can influence the work culture
of an Marks & Spencer and the team leader stimulate the employees by pressurizing them
and also giving them the fear of job termination and this is the misuse of power.
M1. Culture, politics and power of an Marks & Spencer influence individual and team
performance.
There are several factors which affect the working of an Marks & Spencer internally
and externally and also the effect can be positive and negative. The instability in the
political parties and affect the company and also the regular change in the rules and
regulations are directly impacts on the productivity and the sustainability of business. The
strong and healthy environment attracts the employees and enforce them to stay for the
longer term and these factors are need to be analyzed deeply.
LO 2
P2. Content and process theory of motivation that enable effective achievement of goals.
The content and process theory of motivation focuses on how the human behavior is
influenced and motivated. These motivational theories also needs theories to shape

themselves and the theories can be Maslow, Herzberg and Alderfer and the process theory
contains Vroom, Adams, Latham and Locke. These theories are described as follows-
Herzberg's motivational theory
Herzberg's motivational theory is an important theory of motivation which is helpful
in maintaining the internal Marks & Spencer behavior. This theory is also known as the two
factor theory, Motivational-Hygiene Theory and Dual structure theory. This theory is based
on the fact that there are two factors that can influence the motivation of employees at the
workplace that can be Hygiene and motivators or satisfies. Every employee at the
workplace needs the healthy and hygienic environment so that the employee can feel
comfortable, relaxed and secure. Every Marks & Spencer uses this theory to evaluate the
positive and negative aspects of the Marks & Spencer and the company can improvise the
work culture and this will be helpful in increasing the productivity and also gives the better
success to the Marks & Spencer. Herzberg's theory also states that the motivation is always
given by the skilled and experienced leaders and motivators so that the employees can work
with the proper attention and dedication and also understand their responsibilities.
Employees always observe their leaders to learn something from their leaders so that the
employee will be more and more involved in the success of the Marks & Spencer and the
satisfied employee will always connect with the company for the long time (Majumdar.,
2018).
Employees can be demotivated by the unhealthy and unhygienic environment and the
unhygienic factors can be pay, working culture, relationships with the colleagues, quality of
supervision and fear of job security and these are some fears and threats of every employee
in the unhealthy workplace. The motivated factors analyze the need of an individual to
improvise themselves to achieve the personal growth and the effective and motivated leader
always encourage the employees which can be helpful in giving the significant growth to
the Marks & Spencer. The motivator factors are changing or encouraging the work
environment, status, opportunity for advancement, handling responsibilities, sense of
present growth and the acquiring recognition. There are several benefits of Herzberg's
motivational theory are job enlargement, job rotation and job enrichment. Employee always
finds the workplace where the work culture is healthy and comfortable, leader is motivated

and the colleagues are friendly so that the employee can think for their survival for the
longer time (Waterson., 2018).
Vroom's Expectancy theory
Process theory related with the physiological and the behavior process that motivates the
employee to work according to the company's culture and environment. This theory
examines and analyze how the need of an individual can be affected according to time to
achieve the goals according to the requirement of the company.
Vroom's Expectancy theory was introduced by Canadian professor Victor Vroom in 1964
which depends upon three factors that are Expectancy, instrumentality and valence. Every
Marks & Spencer focuses on these factors that impact on the Marks & Spencer by
increasing productivity and also influence the employees by encouraging their motivation
which gives the long term success to the Marks & Spencer. This theory mainly focuses on
the motivation within the work environment and Vroom discovers the Motivational force
formula that is-
Motivational force = Expectancy×instrumentality×Valence
M2. Evaluation of influence on the behavior and application of behavioral motivational
theories.
The motivational theory is important for every Marks & Spencer to analyze the
internal and external environment of an Marks & Spencer so that the company can
improvise the existing environment and also implement the new rules and regulation in the
support of company. The content and process theory evaluate the need of an individual that
can be changed according to time and also motivates the employee to work according to
their working culture. Motivational theories also gives the energy to the employees to work
hard and achieve the goals even in the worst conditions (James., 2017).
D1. Relationship between culture, politics and motivation.
There are three factors that are correlated with each other i.e., culture, politics and
motivation and these three factors enables the team and Marks & Spencer to achieve the
success. Company should focus on these three factors that can influence the working
culture of an Marks & Spencer and also affect the employees and if the employees will be
affected then it will be harmful for the company's growth. Culture, politics and motivation
are somewhat related to each other because the regular change in the political rules affect

the working culture because the political powers affect the Marks & Spencer culture so that
the deserving candidates are downsized and the unskilled and the undeserving candidates
are promoted by these political parties. Companies should make the strict rules for the
outside powers so that every candidate will work with the same flow and also the deserving
candidates will get the required appreciation.
LO 3
P3. Effective team opposed to an ineffective team.
Every company run with the support of skilled and highly organized team members
and the leader plays a major role in developing this king of teams for the organization
which can give the significant contribution in the growth of an Marks & Spencer. There are
several types of teams in an Marks & Spencer such as Project Teams, Functional Teams and
the Problem Solving Teams etc., and teams plays a different role in the growth of an Marks
& Spencer and these teams can be work effectively by the contribution and hard work of
the employees and also the leader is also responsible in making the team work successful.
 Project teams
Project team can be defined as the group of employees that work collectively in making the
project successful by making the certain strategies to achieve the goal. These type of teams
are structured in a specific, measurable and time constraint way. Project teams allow
assigning clear roles and responsibilities, set specific deadlines (Sheedy, Garcia and
Jepsen., 2019).
 Functional teams
The functional teams are permanent in every Marks & Spencer and it includes the members
of the same department but having different responsibilities and the manager is the
responsible person of the functional teams and everyone reports to the manager. A
functional team can be usually recognized in traditional project management companies.
This team requires a manager who ensures that there is no obstacle when it comes to
transferring work from one team to another.
 Problem solving teams
Problem solving teams are usually temporary and it focuses on solving the specific kind of
issues related to any department. This kind of teams generally created after the financial
problems and also by improper planning or the event. The aim of this team is to come up

with the solution to help the Marks & Spencer in getting the success and Once guidelines
are set in place and plans are formed, the task forces and committees are separated.
These teams require the proper coordination with each other and also the team leader
should be supportive so that the employees can work properly and also the team
performance will also increase and if the teams are not organized and the team leader is not
taking care of the team and the performance then it will be problematic and harmful for the
team and also team leader is only responsible for these problems (Balwant., 2018).
The technology also impact on the growth of an Marks & Spencer and this will be helpful
in increasing the productivity and also the also save time of the team members and here the
virtual team is required to improvise the team productivity and increases the success rate.
Virtual team
The virtual team involves the employee who works from different or remote locations who
believe in the working methodology of an Marks & Spencer and also rely on the power of
communication and also having collaborating tools to complete the things. This kind of
team provides people with better life-work balance and allow business owners to hire the
best experts and this is the only quality of effective team. There are different types of
dimensions of virtual teams such as time, space and culture and these three factors are
responsible for making the team effective and ineffective and the team's performance
depends on the leader.
Now, to know the team performance in a better way, then it is required to
understand the team and the working culture properly and there are different theories that
are useful in understanding the team behavior and performance that are as follows-
Tuckman's Team development theory
Forming
The first stage of Tuckman's teamwork theory states that the team leaders are responsible
for team building and improvising the team members and makes the team effective but the
ineffective team are the mixture of unskilled and unorganized team leaders and employees
and the unskilled team leader refuse to take the responsibilities and also use the powers
wrongly and by this, the employees have to suffer and team leaders use the employees for
their benefits and after the work is completed, the team leader just through them out and
blame for their wrong doings.

Storming
In this phase, the employees are become the successful part of the team. But there are
several challenges in this stage in which the leaders are only responsible for this
irresponsibility and also this may results in the loss of performance and also shakes the
performance of the employees (Kim, Kim and Reid., 2017).
Norming
This is the third phase where the teams members starts collaborating with each other
and also develops the performance and also clarifies the problems associated with the
employees. This brings the togetherness in between the employees and also the team leader
also starts focusing on the team very so that if any team member lose the hope then the
team leaders empowers the confidence of the employees so that the employee can work
with the team properly.
Performing
This is the final stage which focuses on the task and also maintains the team
relationships, provide the summation of the team members and increasing the overall
performance of the team. The ineffective team is the result of poor performance and the
negligence of the team leader but it can be improvised and the team can become effective
by the proper management and also increases the overall performance of the team (Balmer
and Burghausen., 2015).
Belbin's topology
It is the behavioral test which measures the preferences for the nine team roles and
the functions that are as follows-
 Plants
Plants are the innovators and inventors which are helpful in making the team
creative and also provides the ideas and the methods to solve the problems within the team
environment. Plants are creative, unorthodox and generators of ideas. Plants are always free
to think and innovative in a team. They are independent, clever and original but sometimes
weak in communicating with others. Plants contains functions, strengths, weakness,
powerful role combination and potential conflicts (Lee and Low., 2016).

 Resource investigator
These are often enthusiastic, quick learner and the person who are good at communication
get the benefits inside and outside. These are having relaxed personalities and also having
the better knowledge to explore out the new ideas, development and also makes the new
external contacts to carry out the significant negotiation quality.
 Coordinator
Coordinators are the senior management person like chairperson to create the better image
of an Marks & Spencer and also they are confident, takes new opportunities and also makes
the team stable. Although, they are closed or narrow-minded who only thinks about their
profit and nothing else (Selamat, Nordin and Fook., 2016).
 Finisher
Finishers in the team are required to do the work without any error and the finisher have the
strong mind strategies and the strategies to manage the work and also complete the work
with accuracy.
 Specialist
Specialists are always tries to motivate the employees by giving them motivation about
doing the work with full perfection and confidence. Specialists are expert in their own work
which gives the lots of knowledge to the team members and this increases the knowledge of
employees.
 Implementer
Implementer implements the idea and turn it into the positive action and it always rely on
the delivery action time.
 Teamwork
Teamwork is always important in making the work successful and the team works as a
lubricant for the Marks & Spencer to run the Marks & Spencer smooth and flawless.
 Monitor Evaluate

It is like an observer or like a team leader which is monitors all the functions of an Marks &
Spencer and if there is any problem in the team management then evaluate helps in
correcting it.
 Shaper
Shapes are the employees which are helpful in converting any work into the useful product
and the lot of every is given by the employees to make the plan successful (Burrell and
Morgan., 2019).
M3. Group development theories to support the development of cooperation.
There are several qualities of effective team which includes the two-way
communication with each and every employee and also gives the platform to the employees
to share their thoughts and knowledge with other employees so that the other can learn
something from others and the effective teams are having the fun so that the employees will
feel comfortable and supportable and this can be possible by the help of skilled and the
knowledgeable team leader who always support the team in every condition so that the
employee will do the work with full dedication and this gives the clear direction to the
employees and also encourage them to work with the team with full dedication and also
there are several theories that are helpful in analyzing the team that are effective or
ineffective (Burrell and Morgan., 2019).
LO 4
P4. Concepts and philosophies of Marks & Spencer behaviour.
There are several types of theories available that can be helpful in analyzing the
leadership quality, performance and the productivity of the team.
Path goal theory
Path goal theory is the leadership theory which states the leader's behavior and also
the motivation level and the performance of the team and it depends on the team leader.
Leadership quality matters a lot in giving the growth to the Marks & Spencer and this
theory helps in analyzing the deficiencies related to the leadership quality. Path goal theory
assumes that the leaders are flexible and also convert the team according to the
requirements of the projects and if any employee is getting some problems in collaborating
with the team members then the team leader is responsible for encouraging the employee

and increasing the confidence of the employee. Environmental factors determine the type of
leader behavior required if the follower outcomes are to be maximized (Elsmore., 2017).
There are certain kinds of problems related to every team that can be cultural, social,
political and psychological and this affect the team performance and also the behavior of
the team members.
Social capital theory and contingency theory is essential in every Marks & Spencer and this
is the corrective way to perceive, think and feel in order to solve the problem and these
theories also comprises the problems related to every team such as coordination, language,
poor communication, unclear goals, lack of management involvement and the ego which
creates the problem in team building and also hinders the performance. Contingency theory
is an Marks & Spencer theory which claims that there is no best way to organize the
corporation and also makes the decision and it depends on the internal and external
behavior of the company and it also depends upon the interplay between the application of
management behavior and specific situations (Brunning., 2018).
Path Goal theory Major 4 leadership styles
Directive Leadership : This is the leadership style which knows exactly what must
be done and how tasks must be performed in better manner. In this leaders providing the
clear guidelines about the work. Such leadership style must be fit for the employees who
newly joined the organization.
Supportive Leadership : Supportive Leadership In this leadership style a lot of
attention to the need and well being of his employees. Such kinds of leaders are very
supportive who always guide their employees with best potential manner.
Achievement Oriented Leadership : Such leaders have already set challenges and
goals for his employees. They expects achievements on the highest level from his
employees and trusts their liability to handle this.
Participate leadership : Such kinds of leaders are very important for the
organization who also represents their opinion. Such kinds of leaders will deploy this
leadership style and also particularly get high involvement of employees as well.

M4. Concepts and philosophies of Marks & Spencer behavior that influence the behavior.
The different concepts and philosophies influence the Marks & Spencer values and
also impact on the growth of the company and also the OB studies the factors that impact
on an individual and teams which improves the whole scenario of the company and also the
fundamental basis of the theories and concepts which defines that there is no way to
manage or to deal with employees. Such activities cannot be planned, because so many
things cab be changed so quickly in the business. There are several fundamental concepts
that are helpful in making the Marks & Spencer better such as-
 Individual difference
 Perception
 Motivational behavior
 Desire
 Value of person
 Human dignity
 Holistic concept
D2. Relevance of team development theories, concepts and philosophies that influence the
behavior in the workplace.
The discussed theories in the report influence the whole Marks & Spencer and also
influence the behavior in the workplace that improves business performance and
productivity of an Marks & Spencer. The Marks & Spencer behavior studies each and every
factor of the company and also gives the proper attention on the development of the
business which decides the future of the company. Leader is always responsible in making
the team better and also encourage the employee to work properly and contributes in
making the Marks & Spencer stronger and successive (Anagnostopoulos and
Papadimitriou., 2017).
CONCLUSION
This whole file concludes the Marks & Spencer factors that can affect the business
culture and productivity and it also concludes Marks & Spenceral culture, politics and
power influence the performance of an individual and team behavior and it also

summarizes about the content and process theories of motivation which enable effective
achievement of goals and also the discussion about the teams that is effective and
ineffective and what makes an effective team as opposed to an ineffective team and it also
concludes the different concepts and philosophies of the Marks & Spencer behavioral that
helps in giving the success to the Marks & Spencer and also stabilize the future of the
company for the longer term.

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