This report discusses the influence of culture, politics, and power on individual and team performance in the context of organisational behaviour. It also explores various motivation theories and the characteristics of effective and ineffective teams. The case study focuses on Marks and Spencer, a leading retailer in the UK.
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Unit 12 Organisational Behaviour 1
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Table of Content Contents Contents...........................................................................................................................................2 INTRODUCTION...........................................................................................................................3 Main Body.......................................................................................................................................3 P1 Influence of culture, politics and power on individual and team performance......................3 P2 Discuss several motivation theories.......................................................................................6 P3 Discuss about effective and ineffective team.........................................................................8 P4 Concepts of organisational behaviour..................................................................................10 CONCLUSION..............................................................................................................................11 REFERENCES..............................................................................................................................11 2
INTRODUCTION Organisation behaviour is defined as study of human behaviour which assist business to perform its operations more effectively so that greater output could be achieved (Balwant, 2018). In other words, it is a broader term that includes perception, attitude and behaviour which deal with day to day activities of business aspect and provides more growth in a desirable manner. This report is based on Marks and Spencer which share a significant market share in UK as it deals with varieties of merchandise such as footwears, clothing and other accessories. This report covers the implication of power and culture on team members or individuals and various motivationtheoriessuchasprocessandcontenttheories.Thisreportincludesvarious philosophies of organisation behaviour as well as comparison of effective and non effective team. Main Body P1 Influence of culture, politics and power on individual and team performance There is greater impact of aspects of organisational behaviour on an organisation as it affects the decision-making power and lead to several strict follow up of guidelines by the manager (Blowers, 2017). The senior authority of Marks and Spencer would determine the level of power so that it could direct the behaviour of their employees which help in attainment of task within a shorter span of time. Power:It is defined as the authority which is provided to top manager so that they could guide their staff which ensure fast decision-making procedure and help in conducting fast operations effectively (Bucher, 2018). It ensures that the supervisor would tends to delegate the task and obligations among the team members and motivate them so as to enable better performance among them. This make employees responsible pertaining to their duties and minimised absenteeism and thus boost their morale and motivation. With reference to Marks and Spencer, the kinds of power are elucidated below: 3
Coercivepower:Thispoweremphasisesonthreateningandpunishingemployees through various ways such as termination, fire, demotions and so on. The senior authority and Board of directors of Marks and Spencer use such power as they are strict towards the rules and regulations and are highly committed towards the goals. They set high standards and ant immediate action to gain maximum level of output. Rewardpower:Inthis,rewardsandothermonetarybenefitssuchasperks, compensation, and incentives are render to employees for their extraordinary efforts which prove to be more advantageous for a firm. The senior authority of Marks and Spencer would motivate and inspire their subordinates so that they could work with zeal and enthusiasm and thus brings desired level of output. Legitimate power: This power is associated with the position which is held by person in a respective workplace (Hall and et.al., 2016). There is a meagre scope of this base of power due to the reason that position is for shorter time period and focus on short term needs. The CEO of Marks and Spencer use this authority so that it could monitor and control others which brings effective results. Referent power:This ensure that power is highly influenced by famous personalities as they have greater followers which tends to persuade others by its influential nature. In respect to Marks and Spencer, the manager would influence their workers which brings better performance and thus create loyalty and trust among them. Expert power:This assess the availability of skills and knowledge level which is possess by individuals so that better performance could be achieved. The manager of respective firm would have huge amount of power as they are responsible for managing and coordinating the activities and render an effective solution to them in a predetermined manner. Politics:Politics is referred as informal efforts which has direct implication on business enterprise as well as on its reputation (Nolen, 2020). The senior manager of Marks and Spencer would prepare an appropriate strategy so the politics could be eradicated as it affects the productivity and detailed in more in a following manner: Minimise the level of productivity:Politics is the main reason due to which team members has not performed more efficiently as it creates negative consequences. This create negative atmosphere which hamper the growth of a company like Marks and Spencer and also 4
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create lack of clarity of communication among them as they are not aware of duties and responsibilities which affect the level of productivity. Difference in employee attitude:This method would negatively influence the politics as there is lot of changes which has taken place. Due to this, some of the staff of Marks and Spencer are reluctant for transformations which possess difficulty for them and result in decline of their performance. Culture:it is defined as norms, ethics, customs and traditions that are set by a corporate so that employees could implement it a well-defined manner. The manager of Marks and Spencer use Handy’s typology which is presented as follows: Power culture:This authority is possessed by few individuals who have higher authority in an organisation (Oke and et.al., 2016). This proves to be beneficial for Marks and Spencer as they have quick decisions and also employees are judged on the basis of their work-related performance rather than their act of behaviour. Role culture:This emphasise on determining the roles which is assigned to people within business aspects. It has been analysed that subordinates are assigned them their duties in accordance of their skills and talent so that they could feel satisfied as work is provided to them in a most effective manner which brings more output. Person culture:In this aspect, rewards and recognition are provided to employees which depends of their capabilities of performing task (Oskarsson, 2017). The manager of Marks and Spencer would focus create a peaceful environment as it aids employees to share their views and opinions which facilitate better decision and thus renders a superior growth within the confines of clothing industry. Task culture:This focus on rendering a best solution to their clients as it comes from expertise knowledge and determination which help in attainment of goals. The leader of Marks and Spencer would see that the talent and skills are rightly matched by person while working as a team as it brings incredible performance and ensure more creativity. Implications of culture, politics plus power on individuals as well as team performance IndividualTeam members PowerIn case if task is not assigned inapropermannerwhich createmisunderstandingand When the CEO of a company puthugerestrictionsand burdensonworking 5
highly affect the behaviour of individuals. employees then it is likely to affect the performance of team memberswhichaffect productivity. CultureIn case the power is assigned toauthoritywhoisnot responsible as it promotes a negativeatmosphereand create rigidity which results in hampering the growth of an organisationandthuscreate negativeoutcomesand inappropriate culture. Theleaderpromotes transformations and bring new styleofworkingprocedures whichcreateexcitement among the staff members and reduceboredomandthus create a good culture. PoliticsWhensubordinatesare engagedinpoliticstheit wouldresultinnegative performanceasthiswould lead to dissatisfaction. The exist of internal politics highly affect the performance ofwholeteammembersas they lack their interest from work and give rise to conflicts. P2 Discuss several motivation theories Motivationistheprocessofstimulatingpeoplewhichurge,drives,desires,and aspirations so that needs could be satisfied. In simple words, it is understood as the core of management which inspire and encourages people to perform their best so that goal is attained within a shorter time (Pandey and Karve, 2017). The theories of motivation are presented as follows: Content theory:This theory is related with aspect that focus on meeting the demand and criteria of employees as it describes what motivates them most. It is necessary for the managers of Marks and Spencer to gain a deep understanding for motivation sources for each and every employee. It uses Maslow’s theory which is detailed below: Maslow’s theory:This theory states that human needs and wants are unlimited as the case one need is satisfied then there is a rise of other needs (Priess-Groben and Hyde, 2017). 6
They form a proper series of steps in a hierarchical order which provide a way that priorities must be given for most significant needs. In respect to Marks and Spencer, the five needs of this theory are placed in an order: Basic Physiological needs: This is the first and foremost needs as it includes several traits such as air, water, clothing, food, shelter and so on which is necessary for the survival of human needs as it promote sustainability. The manager of Marks and Spencer would tend to recognise such needs and criteria so that it could meet these needs which maximise the satisfaction level of employees. Safety needs: These are utmost needs in which human beings expect safety and security so that they could avoid future uncertainties. The employees of Marks and Spencer needs an assurance so that their standards could be met and thus provide security of income. Social needs:This is a cognitive requirement as in a today’s era, human beings want someone like friends, relatives so that they could share their feeling and interact with others which reduce stress and loneliness in their life (Saenko and et.al., 2018). The employees in case of respective firm maintain a good identity which reflect a better culture and provide good standards in a society. Esteemneeds:Theseneedsconsistofseveralattributessuchasconfidence,self- motivation, competency spirit, and so on as these could be earned by immense level of hard work which reflect a better status in a society. The upper authority of Marks and Spencer had earned dignity and respect through its patience and working hard beyond their potential. Self-actualisation needs:This is the last need which emphasise on self-development of employee as they could reach their targets within respective time period. These needs have greater preference as personal achievement could be achieved which give mental satisfaction to them and boost their ability in case of Marks and Spencer as they could achieve new heights of success in their career aspects. Process theory:This theory encompasses that the choices of individuals are on the basis of rewards and accomplishment which provide positive consequences. The manager of a respective firm has to be particular about their goals so as to drive a better performance that generates growth. Vroom expectancy theory:This theory is devised in order to determine that the behaviour of subordinates would depend on several factors such as knowledge, skills, abilities as 7
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their favourable performance would lead to excellent results and provide growth of a firm to the next level.The managementof Marksand Spencer expecthigh performancefrom their employees and determine the level of confidence as it render varied choices so that best alternatives could be chosen. It is significant that there is procurement of right kind of resources and right person should be hired in a right place as it provides an enormous growth of Marks and Spencer in case of clothing industry. P3 Discuss about effective and ineffective team Aneffectiveteamishighervaluabletoanorganisationasitpromotesabetter environment while ineffective team does not encourage active participation in decision making which declines the overall level of productivity. Effective vs Ineffective team Effective teamIneffective team They are open minded people who express their opinions and take active participation in core activities of an organisation. They are lagging behind people who have no involvementindecisionmakingandare regarded as inappropriate. They ae stick towards their goal who tends to work with their efforts. They tend to procrastination which affect the overall operations of a firm. Theytendtorenderaneffectivesolution among their clients as they are good planners. Ineffectiveteamdonottendtorepresent themselves and are not focused towards their objectives. Belbin team roles:The are categorised in a following manner: Resource Investigator:In this, people possess certain traits such as enthusiastic and promote valuable ideas to the firm. The team members of Marks and Spencer would like to explore more and more opportunities and develop strong network which enhance a greater future and renders an effective growth. Team worker:The team is highly efficient in case of Marks and Spencer as they are cooperative and has active listening skills which provide a greater perception and help in bringing a big change in a workplace. Coordinator:Here, the team of respective firm tends to delegate the work in a best possible manner as there is proper clarity among them and greater output could be enhanced. 8
Plant:Plant are more innovative and creative as they render an effective solution of complicated problems which help in making team more efficient as this is highly recommended by Marks and Spencer. Monitor Evaluator:In this, people are logical in nature who contribute their best and has better judgement about the decision-making ability as they make strategic planning by deciding the best course of action so that any sort of uncertainties could be eradicated (Vancouver, Wang and Li, 2020). Specialist:In this, the team members of Marks and Spencer have specialised knowledge as they tend to get their job done in a smooth and efficient manner as they are expertise in their respective fields which create a better picture of a company. Shaper:They are dynamic and extrovert in nature who like to enjoy things and consider a best approach of solving the problem in an effective manner. The team members of Marks and Spencer are like to take challenges and have courage to obstacle problems. Implementer:They like to get their things done and focus on immediate action as they highly organise their work and provide systematic conduct of activities which brings desired results. This would ensure greater satisfaction among the team members of Marks and Spencer and boost their productivity. Completer Finisher:The manager of Marks and Spencer scrutinise the overall work that it is complete in a proper time period and left with no errors and omissions as these are described as perfectionist who are so conscious towards their work. Tuckman model:This model is developed by Bruce Tuckman as this model consist of several stages which provide an opportunity to a team to grow and tackle several problems by organising the work more efficiently. The manager of Marks and Spencer use this so that it could built trust and cooperation among the team members. The four stages of same are as follows: Forming:In this stage, the leader of Marks and Spencer has to undertake several responsibilities among the team members by allocating the roles in accordance of their talent so that greater efficiency could be enhanced. Storming:After forming, the leader would communicate the vision and mission of a respective firm among team so that they could work hard in order to gain maximum productivity and ensure a reasonable growth level. 9
Norming:Then, there is proper coordination and cooperation among the team members as they tend to support and help each other which help in making effective decision and thus promote a drastic growth of a concerned firm. Performing:This is the last stage in which strategic awareness is created and focus of senior authority of Marks and Spencer is towards end results which provide a greater degree of autonomy and form a proper hierarchy and organisation structure. P4 Concepts of organisational behaviour Path goal theory:This theory emphasises on aspect that leadership play a crucial role as it bring modification in a workplace due to dynamic environment and tends to change their style in accordance of the prevailing situation (Walsh, 2016). The leader guides and provide a path of direction to staff members as it is aligned to goal and organisation’s objectives. The main rationale behind this theory is to boost the morale and motivation level of employees and rewards are rendered to them on their superior performance. By using this theory, Marks and Spencer use such theory which enhance better environment and maximise the sales and thus improves the profitability ratio. Classification of path goal theory: Employee attributes:The manager of Marks and Spencer would analyse the skills and capabilities of employees so that it could allocate the appropriate work to them in a proper manner. It would form an appropriate policies and procedures and would provide feedback to them so that further improvement could be made. Task and environmental characteristics:In this, the leader is required to render an effective training among their staff to increase their skills and knowledge base which inculcate confidence in them. The senior authority design task and would interact this with team members so that they could make proper decision so that they could follow smooth operations of a business in a most effective manner. Leader would create a strong coalition and would enable better performance by creating a sense of belongingness and team spirit as it provides greater authority to employees. Team work:The senior manager of Marks and Spencer would promote a unity of command and render direction to them as they create a friendly environment and provide pleasure and delightfulness to them which raises the level of productivity. Use of leadership styles: 10
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Autocratic:In this style, the leader is strict towards rules and regulations of a company and maintain discipline so as to enable quick decision making and enhance more productivity. The manager of Marks and Spencer tends to punish those who are not active in their work and lead to delay in all other activities which affect the overall functions of a business. Democratic:The senior authority of Marks and Spencer would welcome the ideas and suggestions of their staff so that they could work with full efficiency and zeal and thus maximise the job satisfaction level. This create active participation of them in decision making and allow them to gain maximum exposure and boost their knowledge level as this create positivity and energetic environment in a workplace. CONCLUSION From the above information, it can be summarised that scope of organisation behaviour is wide which facilitates better management and improve the overall efficiency. The two main attributes such as employee performance and job satisfaction would provide a growth to a firm and help in generating vast opportunities that renders an excellent return. Motivation theories like Maslow’s hierarchy and Vroom expectancy is also discussed in this report. Belbin Team role and Tuckman model is also elaborated in this report which shape a better environment in a workplace. Path goal theory which provide a better leadership as it consist of several traits and qualities and also play a vital role which reflect a better status by its conduct and influential nature. 11
REFERENCES Books and Journals Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom context:Lessonsfromorganisationalbehaviour.JournalofFurtherandHigher Education.42(3). pp.389-401. Blowers, A., 2017.The limits of power: the politics of local planning policy(Vol. 21). Elsevier. Bucher, T., 2018.If... then: Algorithmic power and politics. Oxford University Press. Hall,C.M.,andet.al.,2016.Businessandpost-disastermanagement:Business, organisationalandconsumerresilienceandtheChristchurchearthquakes. Routledge. Hulleman and et.al., 2016. Student motivation: Current theories, constructs, and interventions within an expectancy-value framework. InPsychosocial skills and school systems in the 21st century(pp. 241-278). Springer, Cham. Nolen, S.B., 2020. A situative turn in the conversation on motivation theories.Contemporary Educational Psychology, p.101866. Oke, A.E., and et.al., 2016. Importance of team roles composition to success of construction projects.International Journal of Construction Project Management.8(2). p.141. Oskarsson, G., 2017. Division of teamwork among university students: the impact of an advancedpeerevaluationtoolbasedonBelbinteamroles.TheBusiness& Management Review.8(4). p.122. Pandey, A. and Karve, S., 2017. Understanding the Relationship of Team Roles and CommunicationinTeamTasks.InternationalJournalofBusinessInsights& Transformation.11(1). Priess-Groben, H.A. and Hyde, J.S., 2017. Implicit theories, expectancies, and values predict mathematics motivation and behavior across high school and college.Journal of youth and adolescence.46(6). pp.1318-1332. Saenko, and et.al., 2018. Team building as a tool to strengthen the company's position in the market.InternationalJournalofEngineeringandTechnology(UAE),7(4.38), pp.431-433. 12
Vancouver, J.B., Wang, M. and Li, X., 2020. Translating informal theories into formal theories: The case of the dynamic computational model of the integrated model of work motivation.Organizational Research Methods.23(2). pp.238-274. Walsh, C., 2016.Gender and discourse: Language and power in politics, the church and organisations. Routledge. 13