Organisational Behaviour: Culture, Motivation & Power at ASDA

This report provides a comprehensive analysis of organisational behaviour within ASDA, a British supermarket chain. It explores how organisational culture, politics, and power influence individual and team behaviour and performance, referencing Handy's Culture Model and Jarrett's political behaviour classifications. The report also evaluates content and process theories of motivation, including Maslow's hierarchy of needs and reinforcement theory, and their impact on achieving organisational goals. Furthermore, it touches upon the characteristics of effective versus ineffective teams and applies organisational behaviour concepts to ASDA's specific business context, highlighting the importance of reward, coercive, and expert power. Concluding with the significance of organisational behaviour in enhancing ASDA's operational effectiveness and employee engagement, the report emphasizes the need for continuous improvement and adaptation to maintain a competitive edge. Desklib provides access to this and many other solved assignments.

Organisational
Behaviour

Table of Content.
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance..........................................................................................................1
Influence of Culture in individual and team behaviour:-.............................................................2
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context............................................4
P3 Explain what makes an effective team as opposed to an ineffective team.............................7
P4 Apply concepts and philosophies of organisational behaviour within an organizational
context and given business situation............................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational Behaviour is the study that identifies how people affect the operations of
an organisation in groups efforts(Balwant, 2018). Organisational behaviour's principles are
mainly applied to identify the team efforts that makes an organisation's working effective (Miao
and et.al., 2020). For further explanation in this report, a company ASDA is taken under
consideration which is a British supermarket chain founded in 1949 with its headquarters in
Leeds, England. Beside its supermarket chain, ASDA also facilitates also products such as
assistance for insurance and payment & mobile phone. ASDA is the third largest supermarket
chain in UK with 633 ASDA stores in United Kingdom. This report is going to cover the concept
of organisational behaviour and and how power, politics and culture plays an important role in
behaviour of an organisation. Furthermore, this report is also going to cover motivation and its
influence and effective team with the effect of it on operations of the firm.
MAIN BODY
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Organisational Behaviour is a behavioural study of an organisation's individual and team
behaviour that is influences in n organisation in order to get best effective results from its
employees(Huang, 2021). It is a systematic study of how individuals and group efforts enhances
a company's work and how their employees act within an organisation's workplace.
Culture:
Organisational Culture is defined as a set of values, expectations and practices that guides the
working of all the team members so as to get best results for organisation(Verma and
Mohapatra ,2020). A good culture amplifies positive traits in employees that improves the
performance of a company while an inappropriate culture leads to complexity and ineffective
results.
Handy's Culture Model:- According to Charles Handy defined Organisational Culture Model
into four categories that are discussed as:-
 Power Culture:- This category culture model states the situation in an organisation
where the authority to make decisions follow in only few hands of an organisation
whereas, the subordinates have to strictly follow their superiors orders (Luthufi and et.al.,
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2021) . In reference with ASDA, the power culture is followed in organisation so as to
ensure coordination in the organisation among various sectors and to ensure stable nature
of decision making.
 Task Culture:- Task culture can be defined as a culture in which organisation forms
different teams for different tasks. Every member of team give equal contribution
towards target so as to give equal team results in best way possible. In reference with
ASDA, this culture is used by the company towards projects so as to increase the
efficiency and effectiveness of the project and to build up team motivation and
confidence.
 Person Culture:- This culture is defined as the person's selfish attitude towards the
themselves, employee keeps no mutual interest for the betterment of company and cares
more about their salary. In context to ASDA, if this culture is followed by the
organisation then, it will affect the position of the company as employees are more
concerned for themselves which will eventually lead to downfall of the company in the
market.
 Role Culture:- It is a type of culture where each personnel is delegated authorities and
responsibilities according to their specialisations and interests. Herein ASDA, following
this culture will not only give the firm better results but, will also influence its employees
more dedication and loyalty towards both work and firm.
Influence of Culture in individual and team behaviour:-
ASDA's culture provides its workers with better scope for work as more comfortable
environment to work which will keep their workers motivated towards their respective jobs.
Culture of this firm supports teamwork in the organisation which will altogether lead to the
success of company and will also help it achieve effective results.
Politics:
Organizational politics is referred to as the benefits of an individual in a company without
worrying about the goals of the company (Rashid and Barron, 2022). It is a self serving human
behaviour related process that involve interactions with authority and responsibility given by
enterprise. Michael Jarrett's political behaviour can be classified into 4 types that are:-
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1. The Weeds:- The weeds are referred to as the impulsive and informal which leads to
immoral and misleading activities within an organisation. If left unchecked, it can also
form a thick mat which restricts anything's growth within the firm.
2. The Rocks:- The rocks can be defined as the strong foundations that can help a company
to stabilize their position in the times of crisis but can also harm a firm's presence in the
market and crash the hard plans of the firm as their nature also defines to be critical.
Power of rocks are formal and rest on individual interactions of authority such as role,
title etc.
3. The High Grounds: High grounds defines the rules, guidelines, structure, policies and
procedure that creates the basis of every political activity in an organisation. This factor
provides the firm benefit to keep a view of processes against change in minds of
employees.
4. The Woods: Woods can be defined as the procedures and guideline that are informal
norms left unspoken inside an organisation. This provides safety to the organisation as it
is stated as a place in minds of administration where good ideas are stored that can help
an organisation to overcome the situations of crisis.
Power:-
It can be defined as the capability of administration to influence the employees of an
organisation so as to get better results (Punnett and Senaji, 2022). It is basically concerned with
getting things done by enhancing the behaviour of others. Power can further be classified into
three types that are:-
 Reward Power:- Reward power identifies giving monetary gift or gifts equivalent to
monetary terms which builds up motivation in employees to work more and better.
ASDA strictly follows this type of power by providing their workers frequent incentives,
opportunities, gift hampers, better roles so as to generate loyalty and stability in
employees.
 Coercive Power:- It is the power of superiors of an organisation over their subordinates
by which they can charge them with demotion, suspension, or fire them because of their
incompletion of task given to them. In reference with ASDA, this power enables the
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enterprise to get its work done in best way as fear of punishment in the employees
enables them to work harder in the organisation so as to avoid the risk of any loss.
 Expert Power:- This is a power build by a personnel due to his expertise in some skills
in a particular field. This builds up power among the expertise of the organisation over
the lesser employees in an enterprise. In ASDA, this power is followed by corporation as
it contains many expert personnels that subsequently builds up the power in the
organisation.
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context.
Motivation is the process of inspiring or creating an initiative within a person so as to get
a work done (Larijani and Saravi Moghadam 2018,). It helps a personnel to get more devoted to
the task that they are given so better results can be given in a company. ASDA uses different
motivational techniques in an organisation so as to satisfy the needs of employees in order to get
their work don in best way possible. Motivation can further be classified into two types:-
Content theory of motivation: Content theory of motivation deals with the needs of an
individual person that they may desire to fulfil (Larijani and Saravi Moghadam 2018). This
theory is based on offering them things that they desire in exchange of getting their work done.
Maslow's theory of motivation:- Maslow defined the theory of motivation in a hierarchical or
pyramid structure in which the most basic need is largest in size in the bottom as it basic need of
every person and other prioritised needs flow from bottom to top followed respectively. This
pyramid of needs has five floors or levels that are:-
1. Psychological Needs:- These needs can be defined as very basic needs of every human
being so as human body can function. This includes all the basics of that are required by a
human body for its survival such as food, water, clothing, shelter etc. In reference with
ASDA, it provides basic wages and salaries to its workers and employees from which
these needs can be fulfilled.
2. Safety Needs:- After a person's psychological needs are fulfilled then a person seeks for
his safety in living and in society. These needs includes security needs such as emotional
security, financial security, health safety etc. Herein ASDA corporation provides
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insurance policies, health care policies and job securities which benefits company with
loyal and long lasting employees.
3. Love/Belongings:- After a personnel's psychological and safety needs are fulfilled, they
further seek for a sense of love and belongingness in societal groups as it provides a
person with sense of feel. ASDA's team building and working gives chances to its
employees to interact with each other which enhances them to create bonds such as
friendships.
4. Self Esteem:- Esteem needs can be defined as the self evaluation of recognition needs
that every human desires. These needs includes status, respect and importance in the
society. ASDA's size and recognition in society enables their employees respect and
importance in the society because of its market goodwill and brand across the globe.
5. Self Actualisation:- This need is is the need of an individual to access their better
opportunities by analysing their capabilities and applying them. ASDA's research and
development sessions and lectures enables the employees of enterprise to know their
abilities and ways to push them to realise better opportunities and attain that
opportunities.
Process Theory of motivation:- This theory concerns with the behavioural attitude of
employees that are generated among them regarding their job and enterprise (Bharadwaj, 2021).
Reinforcement theory of motivation:- Internal state of individuals in a company is overlooked
by this theory and basically focuses on an employee's taken actions. It is an important and most
appropriate tool for analysing working of an individual behaviour in an organisation. The types
of reinforcement can broadly be classified into for types:-
 Positive Reinforcement:- This behaviour means to reward an employee in an
organisation for his positive required behaviour. Rewarding a worker for his good work
encourages a personnel to give his best results in an organisation. In reference with
ASDA, it frequently rewards the employees with rewards such as cash rewards,
appraisals, appreciations etc. to its workers so as to keep them inspired to their work in
order to get best effective results.
 Negative Reinforcement:- This reinforcement is used in organisations to create a fear of
demotion or unemployment in the workers. This fear in the minds of employees makes
them to keep doing desirable work for the organisation as not giving desired results may
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lead to demotion, salary deduction etc. In context with ASDA, this theory allows the
corporation to keep the workers to focused in giving desirable results to company but,
demoting on frequent basis for small mistakes may lead the organisation to suffer loss of
large number of employees in the organisation.
 Punishment:- This technique is referred to as reducing the rewards to employees in an
organisation for giving undesirable results or undesirable behaviour in the organisation.
In reference with ASDA, this technique can be ued by company in case of inefficiency in
results as giving rewards on frequent basis may get the employees in greed which may
lead to inefficiency in their work.
 Extinction:- It is the case in which reinforcement or reward are not present in an
organization for the desirable behaviour or desirable results in the organisation. In this
situation, the employees are not devoted to their work as their efforts may not be
rewarded which reduces the efficiency in work.
Motivational Techniques:- Motivational techniques can be defined as the techniques or
methods that can be used to inspire or to generate feeling of devotion of employees towards work
that leads to increase in efficiency and productivity in an organisation (SULE and ALBERT,
2018). Motivational techniques can further be classified into two types:
 Intrinsic Motivation:- This is the type of motivation that is build and comes from within
the person which satisfies the person itself. This type of motivation is generated
automatically in an employee by itself. An organisation treats the employees equally but
some employees feel more motivated to do the work despite of equal behaviour of
company. ASDA's working environment and positive behaviour of organisation builds up
the motivation in employees and keeps them dedicated towards their work which keeps
the workers of company satisfied.
 Extrinsic Motivation:- This is a type of motivation in which company builds up
dedication and devotion of work in the workers by providing incentives and cash or cash
equivalent gifts to the employees such as bonuses, appraisals, promotions, increments in
salaries, gift hampers etc. A company builds up this kind of motivation in employees so
as to keep them loyal towards enterprise and to increase the efficiency in working. In
reference with ASDA, it awards their employees with frequent rewards for their good
work and appreciates them for their good behaviour in the organisation so as they can
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keep working hard in the organisation. This provides the company with better effective
work and the workers leading to better efficiency in the production.
P3 Explain what makes an effective team as opposed to an ineffective team
Team work plays an important role in an success of an organisation as it enables effective
results in an organisation. Team work is a collective or collaborative effort of individuals that
come together with the same motive or organisational goals that can be achieved b y them in a
better way collectively (SULE and ALBERT, 2018). An effective team is a foundation of every
enterprise's success as an effective team enables the better efficient way of doing the work that
may not be achieved individually. In context with ASDA, different teams are formed in the
organisation for different sets of task so as common goals can be achieved in best possible way.
Teams enhances better results as it mixes the knowledges of different individuals and enhances
different kinds of thinking in given project which enables rising of issues regarding the company
and also suggest best ways to solve the respective problem.
Difference between effective and ineffective team :
Basis Effective Team Ineffective team
Concept Effective team is a team that is
formed inside an organisation
by merging of the individuals
with common oriented goals
which leads to increase in
productivity of a firm.
Effective team involves
professionals with dedicated
mindsets, skills and
knowledges that often leads to
a effective team.
Ineffective team is a team in an
organisation that by merging
of individuals that often leads
to conflicts and chaos in a
firm's working that eventually
leads to inefficient production
resulting in loss of the
organisation. An ineffective
team with lack in focus and
dedication, dispassionate,
unskilled, and confused
personnels which negatively
effects the productivity of
organisation.
Conflict Resolution An effective team consists of An ineffective team is a team
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members who have better
problem solving abilities that
often leads to better result in
the organisation. Solving a
problem in a better way is a
merit of an effective team as it
directly affects the working of
any enterprise.
that faces coflicts and
disagreements in the decision
making due leading to reduces
efficiency and performance.
They lack in problem solving
ability directly affects the
productivity and blocks the
development and growth of a
firm.
Member Contribution Contribution of a team
member in an effective team is
probably equal according to
expertise in skills in a
particular field. With the help
of these, interdependency and
common goal orientation of a
firm is enhances which leads
to positive affect in growth of
a company.
Member contribution in an
ineffective team is unequal as
the members of an ineffective
team focuses more on
individual or personal goal
rather than common goal
towards the betterment of the
organisation.
P4 Apply concepts and philosophies of organisational behaviour within an organizational
context and given business situation.
Path Goal Theory:- It is theory module concerned with the leadership quality that every
leader should inherit in itself so as to direct his team in best efficient way (Ojebola and et.al.,
2020). It is duty of a leader to direct his team members or followers in best way possible and
guide them in such a way that the organisational or team goals can be fulfilled without having
any impact on individual goals of employees. There are three leadership qualities in path goal
theory:
1. Leadership Behaviour:- This theory tells that the leader in charge of the task that they
have been given and it is duty of the leader to convey the task to its subordinates of team
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in a clear manner so that plans can be made and executed in best way possible (Ndoja and
Malekar, 2020). Some of the behavioural styles that can be used by a leader in various
circumstances are:-
 Directive Leadership:- This leadership quality identifies a leaders guidance and
conveyance quality which helps a leader to carry out given project in a manner that it is
clear in minds of a subordinates in order to get results (VARLAMI, 2021).
 Supportive Leadership:- This quality in leadership indicates supportive and friendly
nature of a leader so that subordinates can ask for queries and problems regarding the
plan or project so as to eliminate chaos and riots in working.
 Participative Leadership:- This enhances a leader to take frequent participation in
working of subordinates so as to keep in check the status of desired task and also give
and take suggestions regarding the same (Hassi, 2019)
 Achievement oriented leadership:- This leadership quality ensures that the leader is
dedicated towards the chosen task which motivates its subordinates also keeps them
dedicated towards their work (Anwar and et.al., 2020) .
2. Task and Environmental characteristics:- This leadership behaviour deals with the
environment that a leader provides to their team members or subordinates so as to
keep them dedicated and motivated towards the task they have been given (Anwar
and et.al., 2020). A leader should provide easiest path possible to the workers in order
to get best results.
3. Employee characteristics:- It is a leader's duty to analyse and access an employees
behaviour so as to know about their desires and wants (Vatousios and Happonen,
2022) . A leader should always understand the thinking of a team member as analyse
accordingly so as to convey the companies demand.
In reference with ASDA, it is important for the organisation to keep in check the working
of leaders and managers of the organisation so as to keep the track of how operations are being
held inside an organisation. Also, ASDA has large number of professionals and specialists
leading a group of people in order to achieve common oriented goals. ASDA's manages are
highly skilled and trained in different fields that helps them in achieving organisational goals.
Belbin Theory:-
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It is a methodology that deals with individual behaviour of an employee dealing in specified
environment or situation which helps them to work with each other in coordinated way so as to
get best effective results (Driskell Salas and Driskell, 2018). There are nine team roles in Belbin
team roles that are:-
1. Resource Investigator:- It helps the team in searching for new ideas or available in the
so as to give efficient results.
2. Team Member:- They help the team to identify the required demand of the prganisation
and helps them to complete that desired work.
3. Co-ordinator:- They helps them to co-ordinate the task given in team and necessary
supervisors (Gillam and Cosford, 2021) . They holds together the task and members to
eliminate chaos.
4. Plant:- They helps in solving problem with their creative minds so as to solve problems
and overcome hindrances conveniently.
5. Monitor Evaluator:- They keeps a keen look on the team members and their working
and also analyse work done so as to confirm that task is being done in correct direction.
6. Specialist:- They are more knowledgable person then other team members and provides
deep information to them so as to give best results.
7. Sharper:- Provides necessary leads to team and prevents them to loose focus or
motivation towards the given task.
8. Implementer:- Provides efficient plan to the team and applies respective plan as
effectively as possible.
9. Completer or finisher:- At last it checks the overall working of team members and
polishes the work done so an to get better results.
In reference with ASDA, the enterprise strictly follows and works with Belbin theory so as to get
results effectively and efficiently. ASDA has a number of professionals in the organisation who
are specialised in a particular field and works in their respective departments so as to keep in
check the working of firm.
CONCLUSION
In this report it is concluded that, ASDA has a strong condition inside the organisation in
with perspective of organisational behaviour as it provides a very comfortable business
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