Organisational Behaviour: Analysing Culture, Motivation and Teamwork

This report provides a detailed analysis of organisational behaviour within Marks & Spencer, examining the influence of culture, politics, and power on individual and team performance. It evaluates content and process theories of motivation, such as Maslow's hierarchy of needs and expectancy...Read More

Organisational
behavioural

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
P1 Analyse how an organisation's culture, politics and power influence individual and team
behaviour and performance. .......................................................................................................3
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance........................................................................5
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context...........................................5
M2 critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories,concepts and models......................................7
P3 Explain what makes an effective team as opposed to an ineffective team..........................7
M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams.............................................................................................9
P4 Application of concepts and philosophies regarding the organisational behaviour within
the sights of an organisation context ..........................................................................................9
M4 Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.............................................................................................................11
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Organizational behaviour is considered as a platform that will examine the performance of
individual as well as group in corporate industry. This definition comprise of three elements in it
which includes human behaviour, productivity that is the capacity of an individual to produce
and organizational behaviour which have the impact on behaviour of its workers. Marks and
spencer is a multinational brand of UK that specialises in selling clothing,beauty,home products
and food products. In modern days there are diversity in workforce due to different economical
and social background and it is necessary to have a look over the efforts of them contributing to
achieve the organisational goals and objectives Organizational behaviour is considered as a
platform that will examine the performance of individual as well as group in corporate industry.
This definition comprise of three elements in it which includes human behaviour, productivity
that is the capacity of an individual to produce and organizational behaviour which have the
impact on behaviour of its workers. The report of company will prescribe how culture,power and
politics affects its operational behaviour(Berlin-Broner and Levin, 2020) This research will
offer recommendations that will help the managers of Marks and spencer to overcome the
challenges and fight with the competition. This will further cover some content and process
theories of motivation that will help the company in achieving the effective goals. Also the
overview will be provided about the distinction of effective team and ineffective team and the
ways of applying concepts and philosophies of organizational behaviour in any given situation.
TASK
P1 Analyse how an organisation's culture, politics and power influence individual and team
behaviour and performance.
When elements like culture,power and politics combine it provides a significant impact on
workplace formally as well as informally. Culture affects the outcome of employees such as its
ability to produce,performance,commitments,self confidence and overall behaviour. The term
power is used in exchange of words like authority and influence (Bucchio, Jones and Dopwell,
2021) . Despite having enormous power with Marks and spencers, the most considered one is
legitimate power which means power is assigned based on job designation. In context to Marks
and spencer,
Organisation culture-

It is the guideline,practice,value and belief that is set up by leader to guide the efforts of
employees. This provides a company with a way to behave in an organization. This is very
significant for having a positive work environment and maintaining a positive attitude towards
its employees. The company have four types of organizational culture which are as prescribed- Adhocracy culture-the company pertains to follow this culture with the purview that
when people work together , employees can find better solution to the problem. This also
helps in making fair and quick decision for Marks and spencer. This culture provides the
employees with the facility to change their job with respect to upliftment of their career.
 Clan culture-by having this company companies can focus on morale of its employees
by involving them in decision making which will not only boost the efforts of employees
but also they enjoy working together and results in increased effective productivity of
employees.
Hierarchy culture-by having this culture company can pace on records of happenings of firm
and regarding rules and regulations. In context to Marks and spencer, internal upgradation is its
priority , provides clear direction for working(Carducci, 2020) . It provides the company with
well defined structure of main objectives of company.
Market culture- Marks and spencer follow this culture in company in order to provide with the
competition and growth within an organization. This also evaluates position and ROI. This
makes the company to focus not only internally but also externally. By following this ,
employees are able to meet deadlines,reach targets and get results
Organizational power-
organization comprises of number of powers but the primary source is legitimate power. This
type is followed by Marks and spencer by assigning power on the basis of job designation. The
company uses this as the ability to make things happen according to ones direction by someone
else. Officers in higher level regulates their power on junior .
Organisation politics- this is the use of power at workplace in order to achieve the benefits of
team and individual. Their exist certain types of politics in an organisation-
 The woods- this act as a cover and safety measure for employees in organization and also
it can be considered a place where innovative ideas of people don't matters. It generates
the truth and myth that is used to figure out blockages in organisation network.

 The high ground- this combines formal authority with system of organization. This helps
the company in complying with the rules and regulations (Coleman, 2019) . If this
problem continue to persist, this means that not changing to new would be more riskier.
In context to Marks and spencer, the wood politics continue to exist in the company.
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.
Organisation has struggled a lot in maintaining the balance between culture,power and politics.
Marks and spencer believed in shaping the attitude and behaviour of employees by mentioning
limits and providing stability. In company as different types of culture exists ,it affects the
employee beliefs,behaviour and ambition to work in a particular way. The politics of a company
act as an asset for strategy execution which enables an employee to enhance their interest in
appropriate manner. The company believes that having a power and using a power are two
different things which further clarifies that manager in company orders employees without any
reward and punishment, this is having power and when it comes to reward and punishment it is
using of power.
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context.
Content theory of motivation
Motivation in any organisation act as drive that pushes an employee to work hard and keep
going even when things are not in correct way. This is concerned with examination of employee
needs and strength and goals they consider to satisfy their needs (Grufman, 2018) . In the busy
world this theory proves to be very popular in leadership training. One of the major content
theory was pursued by Marks and spencer is Maslow's hierarchy of needs. With this the
company is able to categorise needs in certain categories such as physiological
needs,safety,belonging,love,esteem and self actualisation. Pyramid form is considered as a
format in positioning the needs which means complex at top and basic at bottom. Working of
this theory in Marks and spencer is-
 Physiological motivation- this is considered as most basic physical need which includes
food,water and other conditions necessary for survival . Marks and spencer provides this
kind of motivation in a way as breaks for lunch ,pay salaries on daily basis so that daily
needs can be fulfilled.

 Safety needs-this company would require to get freedom from threats in its workplace.
This also provides a safe working environment and job safety.
 Social needs-these provide extreme impact on desirability of relationship among
workers. This helps in enhancing the team dynamics.
 Esteem motivators-by having these, Marks and spencer believes to award them on the
basis of performance of assigned task. By appreciating its employees on regular basis ,
employees feels that they are valuable to organisation. Self actualisation- it means providing of challenging task to its employees so that
employees creativity level and innovative thinking capability can be enhanced
Process theory of motivation
This examines that employees need in an organisation affects its behaviour to achieve the goals.
This will explain the way of making the decision and if made then the process through which it
will be improved (Hassi, 2018) . Certain process theories were given in order to examine that
how employee feels motivated. With this company is also able to understand the actions and
interactions of employees behaviour. Referencing Marks and spencer- Expectancy theory- the level of motivation among employees increased when their hard
work is recognised and paid off to next extent. This provides positive relation between
performance and efforts of employees. The theory believes in rewarding the employees
for their positive performance. Equity theory- this theory is applied by Marks and spencer in motivating its employees
by treating them equally and fairly for their efforts. In this employees compare their give
and take ratio with that of others and experience satisfaction by believing it as true and
fair. Goal setting theory-this provides the relationship of goals with the performance.
Employees sense victory when goals are realistic and challenging. Goals here differ in
terms of specificity,its difficulty level and acceptability level.
 Reinforcement theory-this provides that employee feel positive when outcomes of its
performance are in favour and with this they tend to perform more. This helps employees
in behaving in a certain way because if there is effective job behaviour than consequences
are positive and vice versa.

M2 critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories,concepts and models.
Employing the right person for the right job is the major challenge for any motivational theory.
The duty of management is to concentrate on the reward system which should be fair,equal and
transparent. Motivation is considered as major issue. In context to Marks and spencer, Maslows
theory of motivation played a crucial role in motivating the employees by satisfaction of certain
needs such as security or esteem needs (Hawkins, 2021). Here managers duty comes into play
for making employee feel secured with respect to its job,future savings and health. The company
believes in appreciating its employees on the basis of their efforts. Failing to do this will lead to
inferiority complex and because of this employee would not work again with the same effort.
The process theory briefly describes about starting ,directing,maintaining and ending a particular
type of behaviour.
P3 Explain what makes an effective team as opposed to an ineffective team.
factors Effective team Ineffective team
Communication process In the effective team there is
two way communication
which includes
communications from two
sides and both the parties put
their view points and values
ideas of others. Members in
the teams listen to each others
and gives values to their way
of thinking. Every idea which
is provided by the team must
be heard by the management.
In ineffective teams
communication is mostly one-
way as people did not listen to
each other and ideas provided
by employees can not be
generated clearly. The
employees feels ignored by the
higher departments and as an
outcome disagreements grows
between teams and leaders.
Division of labour In the effective teams working
structure and division of
labour takes place in
Division of work in the
ineffective teams lacks in
proper allotment , the

accordance to one's capability.
And action is taken place with
clear assignments and proper
allotment.
decisions taken by the teams
are unclear and no one in the
team get to know what is going
on in teams.
Leadership In the effective teams
leadership does not dominate
and teams does not rely on the
chairperson for each and every
work.
In the ineffective teams power
remain clearly with the head of
the groups members did not
listen to each other. Strategies
which are apply by leaders
mostly ignored by the
employees.
Conflicts resolutions There is disagreements in the
thought process of individual
and teams(Kaur, Malhotra and
Sharma, 2020) . Discussing
problems and confronting
issues is the solutions that ab
effective teams develops in the
working structure.
In the ineffective teams mostly
actions are taken before real
issues examined or monitored.
Not solving conflicts in the
teams reflects in the working
structure and the productivity
in the teams.
Processes of work There is detail discussion take
place in order to develop
effective process of work. The
roles are divided in accordance
to skills, abilities and the
aspirations. And effective
process takes place through
appropriate communications
and reviewing decisions.
Process of work in the
ineffective teams are not
balanced and develops as per
the needs, no proper planning
is being develop by the
members. There is no proper
communication establish
which leads to
mismanagement in the tasks
and activities.

In the context of Marks and Spencers, they have multiple teams on the basis of departments. In
working teams some are effective while other may be ineffective. In respect to implement
effectiveness in the teams and the working structure of the company. The management should
establish different motivation policies and develops structure which helps in building transparent
communication procedure in the company.
M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams.
The enhancement of the teams is a continuos process as new members join and the old
members leave which requires development of the teams within specific time gaps. To make
changes and development in the teams and working structure there is need to implement theories
such as Tuckman's Development Model- This is the model contains 5 stages of team
development. The first stage is Forming stage it explores and understand behaviour of the team
members. And indicates the expectations of the team members. The second stage is Storming
which states that individual understand each other in terms of behaviour and allot their role in
the groups (Lacroux, 2021) . The third stages is Norming which develops and create norms in
order to achieve teams goals. Cooperative feeling build among team members. The fourth stage
is Performing, this includes enhancing efforts in the performance of the tasks and achievement of
the goals. The last and fifth stage is adjourning which states that the team is build to serve some
purpose after fulfilment of purpose teams should break in terms of performance of other tasks.
P4 Application of concepts and philosophies regarding the organisational behaviour within
the sights of an organisation context
The significance of the organisational behaviour which is stipulates itself on the primal
methods which works in the regard of the nature and the standards of the business and around the
individuals working in the organisation(Lussier, 2019) . Determining the concepts which stakes
in the behaviour are mentioned below :
Differences patched by individuals- In the scope of the organisation, every individuals has its
own role to plays and tends to break out various types of responses in itself within the extent
of the organisation. Every unique ideology can be undermine by the fundamental of
psychology in the scope of the company. Organisation must open the state of mindset in
order to accept the different views and opinions of every individual working in the company.

Approach- An organisation encompasses with various kinds of variety of individuals, which
grows to have their own individual perception. The difference of opinions and concept
which every individual tends to perceive happens because of the earlier experience and the
learnings which the individual got through them. According to this context, every
organisation must accept various approaches and perceptions of every individual, this will
provide assistance in the management scale of the workplace.
Wholesome personality- It is said in the compass of the relationship of employer and employee,
that the employer needs to treat the employee with respect and as a wholesome individual.
Treating the employees and employers by the management will promote the working
conditions of the company and enhance the productivity within the workers.
Motivation Bearing- Individual usually needs that one stance of motivation to advance their
working qualities and to improve the quality of performance. Organisation must take care of
the needs of the employees and motivate them in order to improve the work life balance and
advance the surroundings of the organisation.
Yearning for Participation- Opportunities and involvement are the two things which are
mandate for the active work regularization and which motivate the employee to work
accordingly Organisation should not rule out an light of idea given by the employee or any
other members of the company, instead should give a chance for participation(Simamora
and Fathi, 2019). It enhance the mutual respect in the workspace.
Worth of an Individual- Every employee tends to become the asset for the company one day.
Organisation should involve themselves in giving out feedback to the workers in order to let
them know their value or worth they hold for the organisation. The extent of respect and
safeguarding the dignity of the employee is essential to make them more committed and
dedication towards the firm and enhance their working quality.
Mentioning in regard to Mark & Spencer, in this company the employees are treated
very versed with respect and dignity, the company tends to look after the professional and
personal needs of the workers and other ,embers of the organisation. Witting towards the
surrounding of the workspace which is surely the foremost priority for Mark & Spencer, bringing
abut to catch with increasing the productivity and happiness scale of every individual working in
the company.

M4 Evaluate how concepts and philosophies of OB inform and influence behaviour within
a given business situation.
Concepts and philosophies is the framework which allows individual and groups to make
interaction with one another. These philosophies motivates the employees in respect to perform
effectively. The concepts clarifies the roles and responsibilities of the members of the teams
and this results in improvement in the behaviour of the employees in terms of work. There are
different philosophies such as autocratic, supportive, custodial and collegial. Supportive
philosophies states that there is set of principles that guides about the core values in order to
ensure effective customer interactions. Whereas autocratic philosophy states that individual can
control over all the decisions in the organisations. In the context of Marks and Spencers, they are
following a set of philosophies in the organisation in accordance to the demand of the situation
and the organisation structure.
CONCLUSION
From the above report it is concluded that having appropriate organisational culture and
behaviour brings relevant working environment and atmosphere in the business and also helps in
building communication and interacting procedure. This report is being made in the context of
Marks and Spencers and covers the organisation policies, politics and power. It also highlights
the theories and concepts of motivation with the motivation techniques which enhances the
productivity of the employees, it highlights the Maslow motivation theory. In another part of this
report it explores the difference between effective team and ineffective team. The last part of the
report covers the concepts and philosophies of organisational behaviour within the marks and
Spencers context.

REFERENCES
Books and Journals
Berlin-Broner, Y. and Levin, L., 2020. Dental hierarchy of needs’ in the COVID-19 era-or why
treat when it doesn’t hurt. Oral Health Prev Dent, 18(2), p.95.
Bucchio, J., Jones, V.N. and Dopwell, D.M., 2021. Applying Maslow’s Hierarchy of Needs to
LGBT foster youth: practice implications for child welfare professionals and those
working in rural settings. Journal of Social Work Practice, 35(3), pp.287-299.
Carducci, B.J., 2020. Maslow's Hierarchy of Needs. The Wiley Encyclopedia of Personality and
Individual Differences: Models and Theories, pp.269-273.
Coleman, J.S., 2019. Prologue: constructed social organization. In Social theory for a changing
society (pp. 1-20). Routledge.
Grufman, N.F., 2018. The Activity-based Workspace Effect on Organisational Behaviour: A
Case Study of Kognity (Doctoral dissertation, Södertörn University).
Hassi, A., 2018. “You get what you appreciate”: Effects of leadership on job satisfaction,
affective commitment and organisational citizenship behaviour. International Journal of
Organizational Analysis.
Hawkins, P., 2021. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Kaur, P., Malhotra, K. and Sharma, S.K., 2020. Employer branding and organisational
citizenship behaviour: The mediating role of job satisfaction. Asia-Pacific Journal of
Management Research and Innovation, 16(2), pp.122-131.
Lacroux, A., 2021. Gaussian graphical models: contributions for exploratory data analysis in
organisational behaviour. Revue internationale de psychosociologie et de gestion des
comportements organisationnels, (70), pp.51-82.
Lussier, K., 2019. Of Maslow, motives, and managers: The hierarchy of needs in American
business, 1960–1985. Journal of the History of the Behavioral Sciences, 55(4), pp.319-
341.
Simamora, R.H. and Fathi, A., 2019. The Influence of Training Handover based SBAR
Communication for Improving Patients Safety. Indian journal of public health research
& development, 10(9).