Organisational Behaviour Report: Culture, Power, Motivation & Teams

This report provides an in-depth analysis of organisational behaviour, focusing on the influence of culture, power, and politics on individual and team behaviour within the context of Mark and Spencer, a British multinational retailer. It examines how content and process theories of motivation, such as Maslow's hierarchy of needs and Herzberg's two-factor theory, along with various motivational techniques, enable the achievement of organisational goals. The report also contrasts the characteristics of effective and ineffective teams, highlighting the key factors that contribute to team success or failure. Furthermore, it explores the concepts and philosophies of organisational behaviour, considering their practical application within an organisational context and specific business situations. The analysis integrates theoretical frameworks with real-world examples to provide a comprehensive understanding of organisational dynamics.

Organisational
behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Influence of culture, power and politics on behaviour of others in context with organisation
.....................................................................................................................................................1
TASK 2............................................................................................................................................4
How content and process theories of motivation and motivational techniques enable
achievement of goals ..................................................................................................................4
TASK 3............................................................................................................................................6
P3 Explain what makes an effective team as opposed to an ineffective team............................6
TASK 4............................................................................................................................................9
P4 Concepts and philosophies of organisational behaviour within organisational context and
business situation .......................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour is defined as the study of how people behave in entire
organisational settings. It is involved with four elements which are structure, people, technology
and external environment. The main purpose behind organisational behaviour is to build up
effective relationships by attaining all social as well as human objectives. The concept of
organisational behaviour is indulged with different approaches like human resource, contingency
approach and so on (Khalil, Shah and Khalil, 2021). In context with human resource, it is a
strategic phase to the efficient management of people in an organisation in order to achieve
competitive advantage. In relation with contingency approach, it refers to the style of
management which depends on specific situation and requires all executives to develop their
skills. The below report is based on Mark and Spencer. It is a British multinational retailer which
deals in clothing, home and food products. The company was established in the year 1884 by
Michael Marks and Thomas Spencer. The report involves the influence of culture, power and
politics on individual and team behaviour, how process and content theories of motivation enable
fulfilment of objectives, effective team being opposed to ineffective team and philosophies of
organisational behaviour.
TASK 1
P1 Influence of culture, power and politics on behaviour of others in context with organisation
The success and growth of an organisation is determined by the influence of power,
culture and politics as it creates an impact on both behaviour as well as performance of team
members.
Organisational culture: - It is defined as a collection of shared attitudes, expectations
and beliefs which is enhanced within a company and regulates behaviour of employees. Besides
this, it also leads to high level of workforce engagement (Miragaia and Aleixo, 2021).
Organizational culture is the group of values , expectations , and practices that guide and inform
the actions of all the teams members of the business organisation . It affects all aspects of the
business this concept is culture is very important when attempting to manage the organisation –
wide change. The organisational change must focus to change the corporate culture as well apart
from changes the structure and processes. The company M&S follow a flat structure in which the
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distribution of authority and responsibility is in hierarchical manner. This culture motivates the
personal growth of the employees of the company.
The influence is further described below by using Handy's theory.
Handy's model of culture: - In context with this culture, the focus is on particular
project and tasks. This theory is engaged with four types of culture which are power, role, task
and person. Power culture: - In accordance with this aspect, there are only few persons who has
power to take certain decisions and make rules and regulations. The power is in the hands
of top level authorities and all staff members has to follow it. In certain situations, it may
happen that top executives misuse their power due to which all employees feel negative
and demotivated. So, if power is given to talented people, then right decisions and rules
would be made. In context with Mark and Spencer, their staff members didn't have the
power to take decisions and need to follow all the instructions that are provided by
supervisors. Task culture: - With respect to this culture, as per the skills and talent of people, they are
allotted tasks. All teams are formed in accordance with the aspect of qualification and
solve all issues respectively (Rodríguez and et.al, 2021). In order to increase the level of
productivity, members provide efficient level of support. Task culture raises both team
and individual performance. As it creates an influence in the positive way, people
become more confident due to which the behaviour gets positive. Through this, people
works in the team in an efficient way and also creates an influence on the performance. Person culture: - In context with this culture, all members work independently. They
carries the power to take any kind of decision with respect to their personal benefit in a
company. The performance of individual is enhanced because they have a right to make
decision. Due to this, individuals become more positive and works in a better way.
 Role culture: - It refers to a type of culture in which every workers is assigned roles and
responsibilities in accordance with their qualification and interest. The employees accepts
all challenges and decide about what best they can do. By following this culture, the
performance is increased and the reason behind this is that all the people knows about
their work aspects as well as their duties.
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In context with chosen organisation, they follow role culture. It helps them in reducing
conflict and also initiating friendly environment within both management and employees. The
company rewards their best team member with the help of promotion.
Organisational politics: - It refers to several activities that are in association with the use
of influence plan of action in order to make improvements in both personal as well as
organisational interests. The management of Mark and Spencer also takes numerous decisions
that creates an influence on behaviour of individuals in a political way. It is further described
below: - Positive impact: - If in an organisation, supervisors don't play any kind of politics and
give rewards to staff members on the basis of their performance, then the satisfaction
level of employees would get enhanced (Baruch, 2021). Through this, workers would
perform in the more efficient way and will always be loyal towards organisation.
 Negative impact: - In an organisation, if discrimination is being done, then negative
environment takes place and no individual will like to stay for long period of time. Due
to this, performance of employees get affected.
Organisational power: - It is defined as the capability of managing people in a
systematic and structured way even if they want to get changed or doesn't want to accept
changes. Due to this, effect is created on the behaviour through effective control over all kind of
resources. In context with Mark and Spencer, they can use power mechanism from different
sources and it is defined below: - Reward power: - It is in relation with the reward mechanism of chosen organisation as all
retailers are able to control remunerations with the aspect of reward systems.
 Legitimate power: - It refers to mutual agreement with the authority that is delegated to
all employees who are present in the company.
Impact of culture, power and politics on individual and team behaviour and performance:
Basis Individual performance and
behaviour
Team behaviour and
performance
Culture In context with positive
culture, it has promoted the
performance of individuals but
at the same point of time, if
The work performance of team
is completely dependent on
culture (Alshammri, 2021). If
it would be more productive,
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negative culture is followed
then it de-motivates all
employees.
then the performance would
also be enhanced and if there is
less productivity, then it would
affect the team performance in
negative way.
Politics If excessive politics are being
involved, then performance
would be affected of all
individuals. On the other hand,
if politics are being done in
positive way, then healthy
culture would be established.
Across all team members, the
politics might create negative
impact on the performance of
employees and it can also
change the attitude of
employees.
Power The power is offered to high
level supervisors so that they
has to take all decisions in
context with the demand and
must be followed by all the
people. If power is used for
any other reason, then conflicts
may get arise.
If the intensity of power gets
increased or it is used in an
unnecessary way, then the
interest of employees gets
diverted.
TASK 2
How content and process theories of motivation and motivational techniques enable achievement
of goals
Motivational Theory- It is the study of understanding what drives the person to work more
efficiently towards a particular goal. It is very important in every business organisations and
management because a motivated employee of the business organisational will be more
productive and this will result in more profit to the organisation . In M&S the managers are
liable to regulate rules and regulations in the company. Also, the manager of the company is
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responsible to implement the motivational theories in the organisation to ensure proper
application and for proper environment for the employees.
Content theory of motivation: - It is defined as a theory that determines a system of
requirements and motivate all people's actions. This theory can be implemented by Mark and
Spencer in order to motivate all workers so that the sufficiency level of all workers gets
increased and results in attainment of all the goals and objectives (Bhupendra and Sangle, 2021).
There are several types of content theories which is further discussed below: -
Maslow's theory of motivation: - It is described as a theory that is used to motivate an
individual with the help of fulfilling all needs and wants of consumers. It carries great
implications for the practice of doing efficient business. If an individual basic need is being
fulfilled, then all workers would be motivated to do work. It is involved with five types of needs
and these are described below: - Physiological needs: - It is involved with basic physical needs like food, water that is
essential for survival. In context with organisational setting, the needs are reflected for
efficient working conditions. Safety needs: - In relation with these needs, they are for a safe and secure emotional as
well as physical environment and freedom from threats. It is engaged with needs like job
security, safe jobs and many more. Social needs: - These type of needs are in relation with building up good relationships
with other co-workers and supervisors. Esteem needs: - It is in accordance with the desire for a positive self-image and to attain
attention as well as appreciation from others.
 Self-actualisation needs: - It presents the need for self-fulfilment. These type of needs
can be achieved in the organisation by offering several opportunities to the people in
context with growth, advancement and creativity.
Marks and Spencer applied this theory in order to fulfil the desire of each person in
context with their suitability. Besides this, it is also used to build up the confidence and
motivation level.
Herzberg two factor theory: - It refers to a motivational theory that is involved with two
factors which are motivation and hygiene. Through this, sustained level of job satisfaction and
dissatisfaction gets advanced. It is further defined below: -
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 Hygiene factor: - It is engaged with different working conditions that motivates other
individuals for a longer period of time (Filho, Olave and Barreto, 2021). It might also
lead to dissatisfaction if it is not properly followed. It is involved with factors like
working conditions, policies, co-workers relation and many more.
 Motivation factor: - It refers to the factors that are based on different working
performance which is represented by all the individuals in the business organisation. It is
mainly used to perform all the functions in an efficient way so that confidence can be
developed. There are several motivation factors like recognition, personal growth,
advancement and so on.
Process theory of motivation: - This theory is established for making improvements or
the development of operations of Mark and Spencer. In context with goal setting theory, it is
described below: -
Goal setting theory: - The main purpose of this theory is to provide motivation and
direction to all employees with the help of setting up effective goals through which both
performance and profits can be enhanced. It is involved with five dimensions which are defined
below: - Clarity: - It is essential that all goals which are set by the manager for its staff members
should be specific so that each employee can understand it properly (Westbrook and et.al,
2021). With the help of this, chances of confusion would get reduced and will lead to
better performance. Challenge: - In order to develop an employee, it is necessary to implement a challenging
target so that employees can do their best in order to achieve the goal. Commitment: - The most essential thing for achieving a goal is loyalty and commitment.
Before setting up any target, manager should always discuss it with employees and
involve them in the participation in both decision-making as well as goal setting process. Feedback: - It refers to any kind of information that people receive in relation with their
behaviour. It is central to goal-setting because it tells about what kind of behaviours are
essential in the specific situation.
 Task complexity: - There are several complex tasks that requires special care and
guidelines in order to assure efficient performance. When individuals achieve the targets
of difficult tasks, then their level of confidence get increased.
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 Vroom's expectancy theory – This theory was proposed by Victor Vroom. It was created
to understand the concept of motivation and the decision processes that people use to
determine how much effort they will expand on their jobs. This theory is based on belief
that the motivation is purposeful by the nature of the reward the employee expect by the
business organisations as a result of their job performance . The employees will be highly
motivated if they are made to believe that they performance will matter in the outcome in
the form of rewards and appreciations on individual basis. There are three variables in
this model Valence- It means the attraction of an outcome to the individual . It is very subjective and
varies from person to person. Expectancy- It is that to what extent a individual; believes his/he efforts will lead to the
completion of the task assigned by the manager. Instrumentality- it refers to the probabilities attached by the individual to each possible
performance will lead to the reward of the individual .
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team.
Effective teams are those that are foundation of successful organisation. They are
facilitating the projects and enhancing of efficiency and productivity (Urban, 2021). For the
purports of working at optimal levels there is need to develop a team so that each member can
contribute towards success.
Characteristics:
Showcase diversity: Effective teams posses high amount of diversity as there can be
differences in backgrounds to depict required creativity and innovation.
Dealing with internal conflicts: Effective teams are working towards dealing with any
type of conflicts that may arise in the course of team functioning by collaborative working.
Ineffective team: Ineffective teams are conflict ridden that is filled with no proper focus,
negative competition and high turnover that may lead to high frustration levels.
Characteristics:
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Low unity of purpose: In this group there is no evidence of having proper evidence or
objectives.
Low ambiguous or performance goals: It is associated with having no proper
performance goals. There are no properly defined milestones against which goals have to be
measured.
Basis Effective Team Ineffective Team
Leadership The leader of the team member
is not dominating and also the
team members have very
informal communication.
The leadership is very clearly
seen between the members and
the head always sit on the of
the table and there is very
formal communication.
Underlying goals The task is well
understandable and accepted
all the group members
The tasks is not well defined
and there is lot of confusion
regarding the goals .
Team member contributions There is lot of discussion and
each member participate and
mutually contribute in the task.
There is lack of contribution of
team members and they might
be less interested in the
discussions.
Listening All team members listen to
each others ideas and
appreciated .
People do not listen to each
other and ignore the ideas of
the members.
Decision making The decision is taken mutually
if all team members are agreed
upon it.
Actions are taken prematurely
before the real issues.
Division of labour Clear assignments are made
and divided equally it is
accepted by every member of
the team.
The task is unclear and the
members and no one knows
who is going do to what.
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Tuckman team development theory
It is consider as an effective team development theory as it explain that as team grow
ability and maturity, relationship develop which is vital in order to achieve a task or an
objectives as well. This theory consist of four stages of team development, which are as follows:
Forming: It is the first step and herein team is assembled and activities is allocated to
them as per their skills and capabilities. The team members is behave independently and did not
know about others.
Storming: At this stage, team members starts to consider the task suggesting ideas with
other team members. This stage involve high risk as some team members is not agree with the
ideas given by other team members.
Norming: This stage take place after the storming stage is completed and herein the team
members is agreeing to work with each other’s and mutually as well. The team members trust
each other and focus on completing the task provided to them.
Performing: It is the last stage of team development and herein the overall task is
achieved and completed by team members. In addition to this, all the team members get
disbanded and is separated in order to perform their individual work.
By the assistance of this team development theory, the higher authorities of Marks and
Spencer is able to develop an effective team which is vital in order to perform activities and
attain objectives. It is important for company to ensure that the team members have effective
skills and capabilities so that they can implement task in an appropriate and effective manner.
Belbin's theory: - In context with this theory, there are nine significant roles of team
members that are provided to make an efficient team and to assure that targets are achieved
within the set deadline (Das and Acharjya, 2021). The nine roles are categorised in three aspects
which are defined below: -
Action oriented role: - Sharper: - The people who has this role, they act as a driver of project and carries
maximum level of responsibility in order to complete the work. Implementer: - The team members who has this role are accountable for implementing
the strategy.
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