Organisational Behaviour: Culture, Teams, and Philosophies

This document discusses the relationship between organisational culture, team dynamics, and philosophies in Sainsbury. It explores the impact of culture on decision-making, the role of politics in the workplace, and the different types of power and their influence on individual and team behaviour. The document also covers group development theories, motivational theories, and leadership styles used in the organisation.

Organisational
Behaviour

Table of Contents
TASK 1: Essay ...........................................................................................................................3
Organisational culture, Team Build and Philosophies................................................................3
TASK 2: Report...............................................................................................................................7
Introduction.................................................................................................................................7
P3: Effective and Ineffective teams............................................................................................7
M3: Analysis of group development theories for supporting development of dynamic
cooperation..................................................................................................................................9
P4: Application of concepts and philosophies of organisational behaviour in organisational
context in given business scenario..............................................................................................9
M4: Evaluation of concepts & philosophies of OB which posses influence in negative and
positive way..............................................................................................................................12
D2: Analysis of team development theories in organisational behaviour that influence
behaviour at a workplace..........................................................................................................13
CONCLUSION..............................................................................................................................14
REFERNCE...................................................................................................................................15

TASK 1: Essay
Organisational behaviour is a study having relation with behaviour of individuals and
groups at the workplace. Culture is very essential for bringing together explicit and implicit
system of reward and is used in defining how a organisation is working in practise for
achievement of their set vision & mission. Sainsbury is a retail organisation which is being
discussed in the present report. It is a second largest chain of super markets in UK and it was
founded in year 1869 by John James sainsbury (Wesselink, Blok, and Ringersma 2017)This
report is divided in two parts first part consist of essay discussing about how Managers in
different organisation posses different ways of working that gets affected by politics, culture and
power at the workplace. Second part is the report discussing about effective and ineffective
teams, relevance of group development theories, philosophies of organisational behaviour, how
organisational behaviour has a positive or negative impact on individual performance level.
Lastly there is a critical evaluation of these theories with respect to organisations and its impact
on individual behaviour at workplace.
Organisational culture, Team Build and Philosophies
Culture is related to positive or negative environment at the workplace. Also, Culture in
organisation is a term associated with beliefs, values & attitudes possess by organisation. In
relation to Sainsbury there are different types of culture adopted by managers as discussed
further. Power culture there are certain rules and regulations which have to be followed by entire
workforce in a organisation. In case of Sainsbury, this culture is used for making quick & timely
decisions (Chumg, and et. al., 2016). Task culture is having relation with organisation is
addressing specific project. In Sainsbury this culture will be used for execution of specific type
of projects. Another type of culture is person culture where individuals are given more
importance then organisation. This type of culture will help Sainsbury in retaining employees for
longer duration of time. Role culture is based on individual possessing detailed understanding of
their roles, duties & responsibilities. In context of Sainsbury it can be said that this organisation
must focus on person culture as it can help them in making their employees a positive attitude
towards their work that will lead to increasing their present performance level. For organisation
it will result in timely achievement of objectives and there will be optimum utilisation of the
limited resource available with sainsbury.

Organisational politics, is related to activities which possess a negative impact on
working of employees and as a result have a impact on reducing productivity of employees.
Politics can be categorized in different types such as rocks, weeds, woods and high grounds.
Weeds is related to creation of informal networks, high grounds is a combination of formal
authority with organisational system (Ward, and Webster, 2016). Woods is a formal process
related to guidelines present in a organisation and Rocks are resting with individual interaction
and sources of formal authority relationship in a organisation. Politics in Sainsbury can posses
negative impact on organisation such that it may lead to demotivation of employees and
presence of bullying activities. Structural change in a organisation is related to change in
hierarchy of goals, procedures and management systems. Personal change is in relation with
change taking place in behaviour, skills and performance of individuals in the organisation.
Workplace politics cab lead to lowering of individual output and also employees may lose their
interest towards their workplace. Politics can also result in increasing stress level of employees
in sainsbury. Hence, there is a requirement by management that they must measure and manage
culture, power and politics in a way that t hey all are aligned towards achievement of common
business goals.
Power in organisation is related to ability possess by a individual related to making a
individual work according to their given instructions. In sainsbury, managers are provided with
responsibilities and power so that they are working towards achievement of organisational goals.
Different types of power include Reward power where employees are provide appreciation for
their performance level (Henttonen, Kianto and Ritala, 2016). Referent power enables
organisation to increase loyalty on part of employees. In case of Legitimate power managers
posses power because of their role or position.
Expert Power individual has power because of expertise and deep information which a person
posses with respect to a particular areas or field of study. Coercive power is exercised by
creation of fear amongst employees of punishment for their poor performance. These are sources
of power for leaders & managers in a organisation. In case of Sainsbury, the best suitable power
which mangers exercise is reward power as this will help them in having a motivated workforce
working towards achievement of their overall objectives.
All the above mentioned are different types of power and politics possess an impact on
individual and team behaviour in Sainsbury, Hofstede's cultural dimension is one such theory

used for developing an understanding of differences in culture across various countries. This
theory is categorized in six stages which are further used in companies to develop a basic
understanding of team and individual behaviour.
Employee motivation is related with the amount of commitment, strategy and creativity
that is present in a particular employee in a organisation. It is crucial for having a motivated
workforce for enhancing the overall efficiency of employees (Graddol, 2018). Motivation is of
two types intrinsic motivation which is within a individual and no extra efforts are required or
developing this type of motivation. On other hand, extrinsic motivation is related to external
factors such as money, decision making power, position, success and such related features. In
Sainsbury, managers are using various motivational theories one such theory is Maslow's
hierarchy theory was discovered by Abraham Maslow in the year 1950. This theory consist of
several stages such as first stage of physiological needs and includes basic requirements of a
employees in Sainsbury such as clothes, shelter, food, water without which a person is not able
to survive. Another is safety & security needs in this every individual in Sainsbury will have a
concern for their security in terms of health insurance, job security, health insurance etc. next
stage is of social needs where employees of Sainsbury are willing to fulfil their physiological
needs such as peace of mind, social recognition and good reputation. Esteem needs are the
another stage where individuals in Sainsbury want high esteem and self reliance. Last stage in
Maslow's model is self actualisation needs where the person has achieved all above mentioned
stages and they are required to realise their actual position. In Sainsbury it is responsibility of
managers to identify that employees are on which stage and after that according to their position
use measures for keeping them motivated (King, 2017).
Process theory is a system of idea which explains how a organisation is accepting and
developing changes. Vroom's expectancy theory is one such theory invented by Victor vroom
in year 1964. This theory is divided basically in three elements such as expectancy,
instrumentality and Valency. In Expectancy, each employee work towards improving their level
of performance and quality (Kitchin, , 2017). In Instrumentality, individual gets motivated by
posing attachment towards the organisation for which they are working. In Valency, every
employees has different level of expertise and experience. Employees have to be kept motivated
by identifying their expectation from the particular job position which they are holding. In
Sainsbury, management of this organisation is using Valency approach by considering each

employee different from one another and then rewarding them according to their potential and
competence they posses.
Behavioural psychology is a study related to connection taking place between mind an
individual behaviour, in this psychology unusual patterns of behaviour are studied in detail for
understanding impact on thought and behaviour (Kang and Lee, 2017). In every organization it is
the responsibility of managers to take care if there are any unusual changes noticed in employee
behaviour that is posing a impact on overall employee performance. Soft skills are referred to as
personal qualities which increase present competence level of employee by enhancing their
personal qualities such as communication skills, positive attitude etc. Emotional intelligence is
ability for identifying and developing an understanding of emotions in more productive ways.
This is a term associated with emotional & social learning. This concept is very helpful in
organisation in making employees use their emotion in making a positive contribution towards
achievement of organisational objectives. In Sainsbury, managers have to ensure that they are
making their overall workforce so competent that they are working towards achievement of
psychodynamic approach to behaviour where there will be a systematic study underlining
feelings, human behaviour and emotions all these are related to early experience. This is based
on interaction taking place between various forces of person, unconscious and structure of
personality. Task oriented behaviour is based on work done by employees rather than individuals
on other hand task oriented behaviour there is focus made on employees as human beings. It is
duty of management in Saisnbury that they are adopting approach which is combination of both
task oriented and relationship leadership so that employees are satisfied and this is going to
reflect in their overall performance level (Buchanan, 2019).
Learners are required to make insights by accessing relationship exiting in culture,
politics and power in a organisation. There is a very strong interrelationship present between all
these factors such as if in Sainsbury, reward power can be used by managers as a motivational
tool by identifying the stage of a employee according to maslow's hierarchy. It is a type of
person culture which as to be created in the organisation by reducing occurrence of politics. It
can be said that there is a strong interrelationship among all these three important factors that are
culture, politics and power in a organisation. Sainsbury uses this theory for keeping a motivated
workforce as providing rewards to one employees increase a sense of competition for another
and this in turn leads to development of a competitive spirit for employees.

TASK 2: Report
Introduction
There are various different types of teams present in organisation that have a impact on
overall performance level of employees (Wellin, 2016). Various group development theories
also help in managing and leading of groups in every organisation. Below discussed are some of
the theories and leadership styles which are used in case of Sainsbury by mangers for ensuring
timely achievement of objectives.
P3: Effective and Ineffective teams
Teams are referred to as groups of individuals combined for achievement of some
specific tasks. There are two types of teams present in every organisation which includes
effective teams and ineffective teams.
Ineffective teams are those which do not posses any specific purpose or objective. In this
all members are accepting imposed goals and there is one way communication taking place
between team leader an members. Decision are made by highest ranking person and there is no
group discussion taking place that leads to minimum involvement of team members. There can
be possibilities of disagreement among these members. On other hand, effective teams are the
ones where there is clarity of objectives. Members have the right to present their views related to
specific decision to be taken by the leader. This helps in increasing the participation level of
employees and achievement of group objectives in the specified time frame. Sainsbury must
ensure that they are having effective teams which are helping in achievement of organisational
objectives and there must not be presence of ineffective teams as it can posses a negative impact
on achievement of overall objectives.
Tuckman theory of development
This theory was founded by Bruce Tuckman in 1965. It is management model stating
that teams have people who posses expertise of a particular field. There are five stages of team
development as discussed bellow:
Forming: This is first stage where basic work is only of planning and deciding of overall
tasks to be achieved in the course of time.

Storming- in this stage the team formed starts sharing of their work and coordinating the
work which has to be done for achievement of final objectives. Each member posses liberty
according to the will of leader to express their ideas and views.
Norming- In this stage, all the team members have to work on overall objectives by
agreeing on values & rules which have been agreed.
Performing- This phase is related to level of interdependence, motivation and
competence of all the team members.
Adjourning- it is the last stage where project is completed and team finally gets
dissolved as laid objective shave been achieved.
Above mentioned are some of the stages which are present in every new team which is
formed in Sainsbury and are helping in achievement of objectives in the manner specified.
Virtual team development:
Virtual teams are regarded as support for flatter structure of organisation (Sethna, and
Blythe, 2016). These are formed for a very short period of time and basically consist of three
types of roles:
Task oriented: In this team objective shave to be achieved in the specified period of time a
person is possessing expertise in a particular field.
Socio-emotional roles: it helps in building of trust and ensuring overall effectiveness towards
achievement of common objectives, this is done by members according to their personalities an
preferences.
Individual Role: This is related to specific role played by each team members such as desire for
having recognition & control. Sometimes, this role may have a adverse impact on collaboration
and trust.
Virtual teams are developed in Sainsbury, for achievement of specific objectives or for
some special projects.

M3: Analysis of group development theories for supporting development of dynamic
cooperation
Amongst various team development models Belbin's team development model is very
commonly used in organisation. In this there are nine team roles which are identified and each
role is related to interpersonal strengths and typical behaviour of individuals. Different types opf
roles include action orienteered roles (Implementer, Shaper and completer), People oriented
roles (Team worker, coordinator and resource investigator) and thought roles (Plant, specialist
and evaluator). This model can be use in Sainsbury in identifying strength & weakness of various
team members, so that if there is presence of any conflict amongst employees or co-workers
these can be handled by leaders by understanding of the role played by each member.
Tuckman theory is also helpful in providing effectiveness in teams and overall
management of teams. It is a tool which can help in increasing a positive bond between
employees and employers so that they are able to work towards achievement of common
objectives (Alzahrani, Johnson and Altamimi, 2018).
P4: Application of concepts and philosophies of organisational behaviour in organisational
context in given business scenario
Path Goal theory of leadership: It is a theory which is focussing in different leadership
styles aiming to achieve goals of organisation. In Sainsbury, organisation is willing to motivate
their employees by providing them satisfaction for increasing their productivity level. This
theory is based leader's style or behaviour that is suiting for achievement of a specific goal,
objective is to increase employee motivation by empowering them and increasing theirs
satisfaction level. This theory is based on three steps as discussed below:
Determination of environmental and employee characteristics : In Sainsbury, high
authorities have to enhance their knowledge related to employee's needs so that employees can
be motivated. For developing a positive attitude towards organisation managers have to make a
detailed analysis of characteristics of their employees and use it as a motivational tool.
Selection of a leadership style: There are various types of leadership styles such as
participating, autocratic, democratic which can be used by leaders in Sainsbury for managing and
leading of teams (Díaz-Flores and et. al., 2016). Selection of a appropriate style of leadership
helps in achievement of objectives in the specified period of time.

Focussing on motivational factors for success of employee: In this step organisation is
defining goals, clarifying overall path and removing various obstacles that arise in the course of
achievement of objectives. Further support is provided by senior management to employees to
provide direction to employees so that overall objectives are achieved in due course of time.
In Sainsbury, path goal theory of leadership is applied in a organisation for proving
relevant path to employees for achievement of some specific objectives.
Contemporary behaviours to effective behavioural situational resistance
Social capital theory: This theory is related to creation of social relationships for
development of human capital. A stable family environment can be used for providing support to
attainment of education and supporting for skills & credentials. In Sainsbury, social capital is
helping in creation of social groups with help of interpersonal relationships which provide a
sense of identity and shared understanding, trust, cooperation amongst the entire workforce in a
organisation.
Contingency theory: In fielders contingency theory there are three factors that are used
for determining how favourable a particular situation is for a leader. This theory can be used in
three steps as discussed below:

(Source: Fiedler's contingency model, 2020)
Step 1: Identification of leadership style: In this step appropriate leadership style is identified
by leaders which can be selected to be used for meaning subordinates (Rogers, , 2016). In
present scenario, Leaders in Sainsbury are using participative style of leadership.
Step 2: Identify the situation: There are various different situations in a organisation.
According to different situations and behaviour of employees leader selects a situation. Such as
Illustration 1: Fielder's contingency Model

in Sainsbury if there is a new structural change being implemented then in this case it is
necessary to take view point of every employees and then final decision has to be made.
Step 3: determine the most effective leadership style: Finally in the third step a particular style
of leadership is selected by the leaders according to a particular situation of change. If structural
change has to be bought then there must be democratic or participative style of leadership which
must be us by leaders in Sainsbury.
M4: Evaluation of concepts & philosophies of OB which posses influence in negative and
positive way.
Organisation behaviour is a concept where various theories are used by managers for
managing the team in a more effective manner. Various theories shave been formed for this
purpose such as Path goal theory helps in making a detailed analysis of task, environment and
overall leadership behaviour. Further various theories such as contingency model, styles of
leadership like democratic help in increasing employee participation. Such theories posses both
positive & negative impact on overall behaviour of employees in the organisation.

D2: Analysis of team development theories in organisational behaviour that influence behaviour
at a workplace
Team work is a most effective way of getting tasks done in a organisation. There are
various theories that have been formed for this purpose such as Tuckman's theory is very helpful
in Sainsbury in managing of four stages involved in formation of a team. Another such type of
theory Belbin's theory where the nine roles such as coordinator, evaluator, monitor, team worker,
completer, specialist are some of the roles which are very necessary for smooth functions taking
place for achievement of overall objectives in Sainsbury (Pollock, 2020). These two are most
commonly used theories that help in achievement of overall team objectives and also crucial for
leaders in managing of team members in a appropriate manner.

CONCLUSION
From above discussion it can be concluded that individual behaviour is very important
and has a influence on overall functioning of the organisation. It is the main responsibility of all
managers and leaders at various level of the company to have focus on individual performance
rather than group objectives. Various theories such as Maslow's motivational theory, fielders
contingency theory, Tuckman's leadership theory help in easy management of individual
behaviour. All this has a direct and significant impact on group objectives in organisation.
Further how does ineffective and effective teams posses impact on organisation's objectives is
also necessary to be understood by management of the organisation.

REFERNCE
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