Dr. Martens: Organizational Culture, Behavior, and Leadership Report

This report provides an in-depth analysis of Dr. Martens' organizational behavior, exploring its culture through Handy's cultural typology, examining the influence of power and political behavior on team and individual performance, and evaluating motivational theories like Maslow's hierarchy of ...Read More

OB

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Dr Marten's organizational culture and Handy's cultural typology.............................................3
Political and power behaviour influence team and individual behaviour and performance........4
TASK 2............................................................................................................................................6
Motivational theories...................................................................................................................6
TASK 3............................................................................................................................................8
Tuckman and Jensen's model of team development in context of making effective team..........8
TASK 4............................................................................................................................................9
Extent of adopting Path Goal Theory of leadership style by manager........................................9
Change management theory in context of evidence of resistance changes implementation ....10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organizational behavior define people behavior in organizational settings and interface
between employees behavior and the company. In other words OB is study of way people
interact within teams or group of many people. OB principles is used mainly in business and
attempts to operate businesses more effectively rather than the others (Lăzăroiu, 2015). It is
essential to learn organizational behavior because it gives all the knowledge about why people
behave as they do work in companies. By studying more about OB it helps to understand
complex behavior of staff in any firms and identify affects and causes of that nature. The present
report is based on Dr Marten's organization culture and their beliefs and behaviors impact on its
business. It explains political and power behavior influence team and individual performance as
well as behavior. The current report clarifies motivational theories that help Dr Martens in their
company and explain the ways for making an effective team. Furthermore, this study justify path
goal theory leadership style adopted by managers.
TASK 1
Dr Marten's organizational culture and Handy's cultural typology
Charles Handy, major authority on organizational culture, define four various types of
culture such as Person, Power, Task and Role. It helps to define company behavior impact on
people nature and its business. Handy's cultural model sets on four basic organizational kinds,
such as-
Power Culture- It defines power negative affect on company growth and success in
business world. There are many companies where power of taking any decision is remains in
hands of few people and others who are authorized to make decisions. If a person have the power
to take decision they will rule over the another and enjoy especial privileges in workplace, it
impacts on other staff nature and belief's.
Role culture- It is culture where each worker is delegated responsibilities and roles
according to their educational qualification, specialization and interest to excerpt better out of
them (Vasu, Stewart and Garson, 2017). Companies with role culture are founded on rules which
is highly managed with everyone in firm knowing what is their responsibility and role is.
Task culture- Firms where groups is formed to win targets or resolve issues follow task
culture. Whether in company task culture proves effectual will mostly be determined by team

dynamic, with correct mix of personalities, skills and leadership, will be incredibly creative and
productive.
Person culture- There are some companies where workers feel that they are more
essential than company. In firms with person cultures, persons see themselves as superior and
unique to firm (Abner, Cooperrider and Goldin‐Meadow, 2015). An company with this culture is
truly just group of individuals who happen to be work for same firm.
Related with the case study Dr Martens recently follow power culture in company where
they do not give value to their staff members and worked with another marketing partner without
discussing with their employees. They missuses their power and only want to increase profit in
context of achieving business objectives and goals. Dr Martens is passionate about not having
values in their business because they think that values is highly personal. This culture defines
that they are following power culture and take decision to work with another partner to run six
identity workshops without discussing with anyone.
Power culture impact on organization ability or business-
Organization worked aboard marketing partner to run their workshops rather than the
others. They need to run six identity workshops with 78 workers who have joint 644 years of
history with their business. Firm implanted what staff need about the brand and what is their
needs to change, after that they create new frame work based on defining employees behavior
and beliefs, it will give power to individual to take decisions which affect business growth and
success the most.
Political and power behaviour influence team and individual behaviour and performance
French and Raven's power model define five form of power such as expert power,
legitimate and referent power that influenced on individual and team performance and behavior.
In Dr Martens structural they are adopting Expert power in order to expand business and
increase profit more than the others.
Power behavior- In company most of the people have the power to take any decision in
context of employee performance and tasks allocation. In firm power is held by few person's
whose influence extended throughout company. Coercive power, legitimate, expert, referent and
reward power is the five types of power that influence on individual as well as team performance
and nature.

Positive impact- By using power in firm if manager give promotion or incentives to their staff
they will garb workers trust and build strong relationship with them. It will give positive impact
on individual and group performance as well as behavior in which they feel themselves as part of
firm and try to work hard for achieving organizational goals and business objectives.
Negative impact- Some organizations managers and authority have the power to promote
individual at workplace and provide all the special facilities while other person is more talented
than his/her. Manager give promotion to one particular person and do not consider the other ones
in company which affect another staff members' performance and set negative image in their
mind towards firm and their management decision (Ljungholm, 2014). By having this behavior
company employee turn over get increase and this will influence on their profitability and
productivity the most.
In Dr Martens structural they do some changes recently in which they provide Power
of hiring new and talented candidates as they help to run their business effectively. Company
give greater responsibility to regional directors to assure that staff members are fully contributed
during the period of business expansion. Organization also give some powers to Human resource
management to recruit skilled and most talented applicants in firm that support in each operation
as achieving competitive advantages.
Both authorities HR and regional director do their work effectively without using power
negatively or hiring unskilled person in firm. HR work according to their responsibilities which
they got form the company and fulfill their expectations and needs. Human resource department
provide training and plan development session to existing and new candidates that develop skills
for both. It will impact on individual behavior and their performance, by getting equal
opportunity for training staff working interest placed at high level and they work more hard
rather than now.
Political behavior- In firm many people used their power negatively and positively
which directly influence on business productivity and profitability.
Positive impact- Manger and high authority promote all team members without using their
power negatively or playing any politics in firm. By using power or promoting team equally
company employee interest of work increase more and more.

Negative impact-In company if manager promote one group of people elsewhere the another
team people is more talented, as it affects individual and team behavior as well as performance
and raise level of employee turnover.
Human resource department provide training and treating employees equally whether
they are dealing with six people or 600. Expert power is one of the best type of power in French
and Raven's power types model because it helps to achieve desired goals in business.
TASK 2
Motivational theories
Maslow's hierarchy of needs theory-
Maslow's hierarchy of needs is one of the motivational theory in science comprising five
tier concepts of human demands, while depicted as hierarchical stages within pyramid. From the
down of hierarchy upwards, demands are: physiological, love and belonging, safety, self
actualization and esteem.
Dr Martens relocated their business or office to London form Northampton and open two
floor flagship shop. They restructure build in which Martens set space for music that is the heart
of Camden market. By restructuring office and relocated into new place their staff member
cannot feel comfortable in new working environment and they get demotivated form these
changes. Maslow's hierarchy of needs theory help Dr Martens during their relocation and
restructuring office process effectively.
 Physiological needs- Air, water, food, clothes, shelter etc, is the biological needs of
human that help to survive in life. By satisfying needs of employees companies will
satisfy staff and retain with them for longer. Dr Martens relocated their office and set in
Northampton where they have different culture. Relocation activity of Dr Martens
influence workers nature, they do not feel comfortable as these changes impact on their
performance. By fulfilling the needs of employee they will satisfy them, Dr Martens
required to provide all the facilities to its staff that helps to make them feel good and
satisfied within new environment.
 Safety needs- Security is one of the most important needs of human in which they want
all the protection elements that secure their lives as well as family while working in any
firm. By providing safety Dr Martens will increase motivational level of their workers

and make them feel secure in new relocated place. With the help of providing health
safety, security and hire on the base of employment law company will build trust among
its staff and decrease lack of motivation environment at workplace. In new workplace
they have to give workers financial security, job security, family etc. that help to retain
talented people with them for long term of period.
 Social needs- Social needs involve want for love, care, friendship and affection. Office
relocation process impact on Dr Martens employees performance and behavior in which
they feel lack of motivation in new workplace (Kumar, Deshmukh and Adhish, 2014).
With the help of communication Dr Martens will make staff feel good and also
understand their needs or problems. To communicate with individual and collaborate
with them organization will develop motivational level in team or group of people.
 Esteem needs- This need is based on two types: external such as recognition, status,
attention and internal needs like self respect, confidence. By providing all the needs of
staff Dr Martens will motivate their workers in which they feel more confidence about
doing work in new place as office is relocated to London form Northampton. Fulfilling
Illustration 1: Maslow's Hierarchy of Needs
(Source: Maslow's Hierarchy of Needs, 2018)

wants and requirement of individual and team they will develop self actualization
intention in workers mind.
 Self actualization needs- After getting all the motivational things Dr Martens workers
are capable to work in new working environment and set themselves in it.
Herzberg's Two Factors Motivation theory-
It is one of the motivational theories that helps Dr Martens while they are relocating and
restructuring office in which staff get demotivated and feel lack of motivation behavior. Hygiene
factors and motivators is the factors of Herzberg's motivational theory.
 Hygiene factors- Dr Martens provide good salary packages to their workers that help to
motivate them and satisfy with jobs within relocation process. Expected Paid salary
makes workers happy and they will stay connected with company.
 Motivators- Firm has to recognize their talented people at workplace and equal
opportunity for career or professional growth. It contributes in process of motivation and
help to increase working interest after office relocation.
TASK 3
Tuckman and Jensen's model of team development in context of making effective team
Forming, Norming, storming and Performing is the four elements of model of team
development, all these phases is inevitable and necessary in order for group to grow, tackle
problems, face up to challenges, find out the best solutions, deliver outcomes and plan work.
Phases of Tukman team development theory-
Forming- In first stage team members must be decided and make team including many
talented people who helps to achieve organization goals and business objectives. For example,
Dr Martens relocate their office in new place where they required effective team to run business
effectively and operate each operations in London (Gerpott, Lehmann-Willenbrock and Voelpel,
2017). It is one of the first phase of this model that define team development process form
begging. In this stage team individual are basically had its behavior and focused on themselves.
Storming- In second phase team authority define each of them about their roles and
responsibilities in workplace. With the help of knowing their job responsibility team work for
achieving goals and accomplish given task. Group members try to communicate with other
people and work within collaboration. It will help Dr Martens when they are relocating their

office, with having good team they will work effectively and run business in new place
successfully without any complication.
Norming- After getting all the information about work team members' performance
according to it and discussed with another people in group that support for completing allocate
tasks in workplace. Dr Martens will develop effective team by giving tasks to them based on
employees skills and knowledge. Each individual communicate with all the team member's and
make plans or take decisions, it will resolve risk of disagreements and personality clashes rather
than other that results in greater intimacy and increase spirit of co operations emerges.
Relocation is one the biggest challenge for company as well as workers in which they need to
work hard and perform effectively for beating current and new competitors in marketplace. Team
is aware about the process and share common goal and create plans for it.
Performing- With group roles and norms established, good team and all the members
concentrate on reaching business goals and objectives often achieving unexpectedly high stage of
success. Authority give information to team member about their roles and allocate task which
they need to accomplish through communicate and work in collaboration. After getting who to
achieve goal team performance effectively because all the people is motivated and know what
they need to do or have knowledge of work. With the help to adopting all the phases and work
according to it Dr Martens make an effective team and develop skilled and knowledgeable group
of people.
TASK 4
Extent of adopting Path Goal Theory of leadership style by manager
Path goal theory of leadership defines ways that leaders or managers support and
encourage their workers for achieving goals, they have to set through making right path that they
will take clear and simple. Leaders must be direct and guide individual while doing any work
and in the process of accomplishing given task at workplace. In removing barriers in business
growth and success they scour path and support team and individual move towards reaching
goals and remove blocks. Supportive leadership, directive, achievement oriented and
participative leadership is four types of leadership styles that work effectively in company
following by leaders or other people.

As discussed in case study Path goal theory is implemented in some extent for
example, company does some structural changes in which they give the biggest responsibility to
regional directors to assure staff contribution during procedure of expansion (Anderson and Sun,
2017). In this business expansion process HR work according to goal in order to expand business
in new marketplace. Human resource management hire talented candidates that help in business
expansion that strengthen brand image and equity.
In some extent manager within Dr Martens do not adopt path goal theory of leadership
in their working style, for example, without any discussion with team or individual company take
decision for relocating office form Northampton to London which affect group performance as
well as motivational level. By not implementing this theory in process of relocation and office
restructure manager cannot satisfy their staff results increase high employee turnover. In London
they do not have much space to relocate each staff members at once, this issues will create
because manager within Dr Martens cannot adopting path goal theory which make difficulties
for company as well as setting business in new place.
Change management theory in context of evidence of resistance changes implementation
Theory of change is goal oriented model or tool which makes it possible for different
change management group to concentrate on those activities or steps that directly connected to
organizational goals that they need to reach to (Kuipers and et.al., 2014). Change management
theory or process is based on eight steps such as, urgency creation, build team, create vision,
removing obstacles, communication of vision, go for fast achievement, let the change mature and
integrate change. Related with case study company take sudden decision for working
alongside with new marketing partner to run their workshops, it is the reason for having little
evidence of resistance. Dr Martens relocate central office form Northampton to London
including restructure building and create space for music without any notification or discussions.
In report there is little evidence of resistance for changes within Dr Martens because they work
without any discussion and cannot communicate with team or other staff members in company.
In process of partnering firm does not collaborate with team and take their decision individually
by using the power.
The largest change bring with relocation of Dr Martens office from another place
elsewhere, staff feel dissatisfy for job.

CONCLUSION
The present report discussed about Dr Marten recent organizational culture in which they
are using power culture and take decision without getting ideas by other or sharing information.
It has been concluded that company create new frame work for their workers in which firm
focuses on people needs that impact on organization business and increase profitability rather
than the others. This report discussed that Dr Martens adopt expert power in business and take
decision that influence team and individual behavior and performance positively. It has been
concluded that Maslow's hierarchy of needs and Herzberg's Two Factors Motivation theory helps
Dr Martens for motivating their employees where they contribute in business success of
operations. It discusses that Phases of Tukman team development theory helps Dr Martens for
making an effective team or group of people. Furthermore, it has been discussed that manager of
company adopt path goal theory of leadership in some extent and do not adopt when relocation
process has been held.

REFERENCES
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