Organizational Behavior Report: John Lewis, Module 3, Semester 2

This report delves into the realm of organizational behavior, using John Lewis as a case study to explore the intricate relationships between culture, power, politics, and motivation. It evaluates how these elements influence both individual and team behavior, as well as overall performance within the...Read More

ORGANIZATIONAL BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Evaluate connection between culture, power, politics and motivation........................................3
Politics, power and culture of an company can influence team & individual behavior as well as
performance.................................................................................................................................5
Influence behavior of others through effectual application of theories, models related to
motivation....................................................................................................................................7
Content and process theories of motivation & motivational techniques.....................................8
Team development theories, concepts philosophies that influence behavior in workplace......10
Effective team as opposed to ineffective team...........................................................................11
Philosophies and concepts of organizational behavior influence and inform behavior.............12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational behavior can be term as research of behavior of person or individual in
different setting of companies. It can be distinguish into three sections namely, workers in firm at
micro level, teams or groups for work at meso level and behavior of firms at macro level. The
goal of principles of OB is to enhance efficiency of company.
The current study is based on John Lewis, is brand of high end department outlets
operating throughout Great Britain. It explains relation between motivation, power, politics and
culture that make firms and team able to succeed. This study defines how culture, power and
politics of company can influence team & individual behavior as well as performance. It
evaluates ways used to influence behavior of others through better implication of behavioral,
concepts, models and motivational concepts.
Furthermore, this report justified content theories as well as process of motivation and
motivational methods that allow accomplishment of aims. This study evaluates significance of
team development theories, philosophies and concepts that influence performance in work area
to improve productivity & practices of business. At end of this assignment, productive team as
opposed to unproductive team supported by analysis of unit & team development theories will
discuss.
MAIN BODY
Evaluate connection between culture, power, politics and motivation
Motivation, power, culture and politics in companies allow management and team to get
succeed in any situation that affects business practices (Banerjee, 2018). Relation between all
these elements put positive impact on workers as well as businesses growth. People has struggle
while make balance between power, politics, organizations culture & inspiration. It has an
influence daily functioning and aid to develop effective ambience in companies. When power
executed positively in workplace it helps workers to perform well which in turn increase
productivity level and uplift brand image within marketplace. When manager use their power in
positive manner and treat employees equally, it increases the motivational level of staff rather

than before. It helps to build strong workforce who are able to contribute in achieving business
aims and objectives.
Furthermore, it can be said that motivation is key element of success and business
growth, it impact on teams and companies progress. It can be defined as stimulation to do
something different from others that people have for work they do. Leaders and manager efforts
motivate staff in order to increase their productivity level that is beneficial for companies in term
of increasing profit margin, sales and generate revenue (Muttakin, Mihret and Khan, 2018).
Motto behind this element is to comprehend forces that encourage and inspire workers and
administration of firms can motivate people such that aims & objectives of business can be met
efficiently. There are varied types of motivation concepts and theories available that can be used
by administration in order to boost up the morale of workers that build strong teams.
Team must be recognized within a company so that everyone has a feel good component
about being a part of business. Firm needs to create appropriate culture in place in order to
motivate peoples in workplace to work. For example, when a manager behaved effectively with
their subordinates and juniors without conducting any politics within company then firm is
bound to succeed. Without including and applying politics in business, senior contribute to
create healthy and positive working environment that is beneficial for overall organization
growth. Teams keep essential place in professional loves, in area of ventures there are project
group, production team and quality teams.
To succeed within specific sector companies must follow justified suggestions that are
beneficial for them.
 They must adopt Maslow’s hierarchy motivational theory because it helps to motivate
employees and create inclusive culture.
 By implementing principles of this theory management is able to inspire their staffs to
perform better than past few months which increase productivity and strengthen business
position in systematic manner.
 Managers should promote individual by using their power without making any
differences, they must give rewards on basis of performance and hard work of
employees.

 Companies must create effective plans and strategies to boost up morale for staff which
in return benefits businesses.
Politics, power and culture of an company can influence team & individual behavior as well as
performance
In context of team and individual behavior & performance, culture, politics and power of
John Lewis firm influence the most. By using Handy’s model of organizational culture and other
it can be defined in effective manner that all above components affect nature and activities of
group as well as individual while working at work area.
Power culture-
According to this culture the authority is given to few selected peoples in John Lewis
Company and only they can take decision without making any discussion. These individual
either manager or senior enjoy privilege of power in workplace (Huynh and et.al., 2019).
Individual with power decide what is going to be done and how are accountable for specific task.
When management use their power without taking favor of someone special, it influence on
individual behavior & performance positively as it helps to boost up morale of staff. In context
of team, when peoples are motivated they can perform effectively in group as well.
Role culture-
It can be defined as creating support by leader & manager, each leader & manager has
particular job to playing developing and building, individuals are role occupants but role
continues even though people leaves. In simple words, when manager play their role positively
and make control on everyone performance equally it influence individuals nature &
performance as they can perform with positivity (Baldé, Ferreira and Maynard, 2018). Team can
do their job perfectly with positive behavior towards management and work efficiently on timely
manner.
Task culture-
It forms when groups in company are formed to identify specific issues or growth tasks.
It is very essential thing can be used for success and growth of business rather than before. When
team and its group members is able to complete task given by management which in return

increase productivity of business it bring many benefits for company. It also influence on
individual performance & behavior positively. Work division without differences between
existing people enhances the productivity of person and makes them able to keep behavior
towards administration positively.
Organizational power-
Legitimate power-
This power is rely on trust of workers that management has all right to give order. It is
power person derive from their formal position held in John Lewis company. For example,
Manager has power to take decision regarding rewards and benefits offer to employees that
influence team and individual behavior as well as performance. With legitimate power senior
give order to their juniors and give directions to all of them equally or fairly (Coslor, Crawford
and Brents, 2017). It helps to enhance their performance of staff and boost up their morale rather
than before which in outcome build strong workforce who are always ready to contribute in
achieving business aims and objectives.
Coercive power-
It defined as use of power to get a worker to follow a directions or instructions, where
power comes from individual ability to punish people for noncompliance (Singh and Swarup,
2020). For instance, capability of manager to exercise pressure on individual and team to makes
job done with threat of penalty. It reduces worker productivity & satisfaction stage and also
cause lack of work assurance that is not suitable for business as well.
Reward power-
It refers to capability of manager and superiors to cater rewards in return for completing
of preferred work on time in effective manner. They allocate work to workers and appraise
individual based on their effectiveness and performance, that influence team to perform really
very had and creates positivity in their behavior towards management. Furthermore, it influence
individual increase their motivational level as they can get promotion. Providing compensation
and rewards is one of the mostly used approach for motivating and inspiring people.

Expert power-
It is power based on workers believe that a manager of company has a high level of
specialized set of skills and knowledge that other staffs of John Lewis do not posses. By using
this power manager reduce friction within a team and allow them to move towards performing at
top level.
Referent power-
It defined as someone or leaders capability to influence their workers because of high
regard in which their employees hold them. Leader can build this kind of power over time by
modeling behavior they can expect to see in others and by giving people increased autonomy to
do their duties.
Organizational politics-
It refer to unofficial, informal and sometimes behind scenes attempts to sell ideas,
influence company, increase power and reach other targeted objectives. It occurs when
representatives don't trust in performing sincerely yet depends on terrible politics problems to
make sure about a decent condition in John Lewis. Individual for the most part do politics to get
into the spotlight and obtain pleasure from top administration. Politics in company put negative
effect on people and groups. It will diminish productivity level as individual won't work
appropriately which will outcomes into low yield & furthermore staffs who plays or conduct
politics into controversy will give less consideration to work.
Organizational politics also influence on team behavior as well as performance
negatively. Group members may not focus on their work and may switch to another job
opportunity. It spread negativity around workplace and impact on morale of team as they feel
depressed.
Influence behavior of others through effectual application of theories, models related to
motivation
It can be said that leaders influence their team behavior and performance in effective
manner through behavioral, motivational concepts or theories that is beneficial for business
growth as well as success rather than before. Motivation in John Lewis was distinguished into

two type’s that is intrinsic & extrinsic motivation. Intrinsic inspiration makes workers perform
with joy whereas extrinsic motivation makes individual people work convincingly in order to
keep away from punishment. McClelland, Expectancy and Reinforcement theories are certain of
motivational theories useful for finding out how people behavior in workplace while doing job
are influenced. According to McClelland theory of need, organization had to give challenging
tasks to those workers who fall under need for achievement matrix as they had to work hard so as
to achieve objective throughout those who fall under need to power whereas need for affiliation
is another elements which is ideal for those worker who are more curious in maintaining social
relations event at workplace (Rego and et.al., 2019). When employees get work according to
their needs according to this theory they can perform really very well much better than before. It
help in boosting morale of staff and aid in motivating them as the biggest issue which an person
face in their job is that one does not obtain task which they wants outcomes in one doing job
without getting any interest which is really not suitable for individual personal as well as
professional growth.
Furthermore, it can be said that when employee allocate work or tasks accordant to
employees needs there is no chance for any excuse or job switching because when firm is giving
work profile to staff according to their interests people cannot blame of failure on management
as they were obtain work of their own choice. As it help to influence behavior of staff by apply
the principles or matrix of this theory.
It also evaluated that behavior of workers influence through Expectancy theory of
motivation because is also drive leader or other people towards motivating staff which in return
build strong workforce in workplace. According to this theory, in order to influence the
behaviour of people in workplace manager and leader focuses on fact that worker can be
motivated to do something when they know they are obtaining appraise for doing task on time
without making any mistakes.
Content and process theories of motivation & motivational techniques
Content theory-
McClelland planned that people’s needs are obtained and are shaped with personal
experiences (Ferinia and Hutagalung, 2017).

Needs for achievement: in this need, workers have a extreme need to gain business aims
and objectives & gain development as well as progress in work. Individual with high need of
achievement want to standing in their work. Most individual avoid low-risk condition because it
can be effectively attained, they seek either to work alone or with talented and high experienced
person.
Need for affiliation: In this need, employees seek for a friendly environment & feel
inspired when communicating with co-workers. Person with high affiliation need pleasant
relation and always desire to be received by others. These kinds of individual’s want to perform
in team that cater important interaction and make them able to build strong bond with other as
well. So it can be said that this types of needs motivates employees and feels secure.
Need for power: It refers to ability which is needed by employee to be valuable as
opposed to other in same work place. It enhances productivity & motivation level as well as
satisfies want which is connected towards prestige. A person with strong power always want to
attain top and better pose in company which make applicants more powerful to exercise control
over employees.
Process theory
Expectancy theory of motivation
It was created by Victor Vroom in 1964, it implies that employees will perform only
when there is hope that their efforts will be outcome in required output. Individuals had to trust
that they have essential abilities and knowledge to reach at set aims or goals. It stated that staff
can be inspired when they trust that putting in more hard work can defer effective performance
(Expectancy), better work will lead to organizational rewards (Instrumentality) and these
appraisals are appreciated by the people who are working in company to satisfy their needs
(Valence).
Above discussed, process and content theory is beneficial for John Lewis as it aid to
increase workers loyalty and also aid in inspiring them which will increase productivity as well
as profitability of business rather than its competitors. It support in enabling chance to gain faith
& also build effective communication among existing staff. Both of the theories aid in
motivating people to achieve desired results. According to Content theory, it is very important to
determine requirement and desires of the individual who are working for company and attempt a
lot of efforts to done work on time. There are several members of staff who have been bullied

and pressurised by seniors in workplace while doing their job therefore, it is essential to cater
accommodation and health & safety to meet their needs. They can be encouraged through
monetary rewards like Incentives, bonus and job promotion which works as an beneficial tool for
improving the performance and motivating workers.
Motivational techniques-
There are different types of techniques available used by leaders or managers to motivate
their staff and improve their performance that will contribute to achieve set aims of John Lewis
company and aid to gain competitive advantages. For example, when manager take feedback
from their employees they can increase their motivational level as people feel that firm will take
care about their needs and they consider as most essential part of company. By encouraging
workers to contribute in decision making procedures, seniors will motivate staff which result
increase productivity level and build up a team who are able to achieve business aims by
performing effectively.
Team development theories, concepts philosophies that influence behavior in workplace
Tuckman team development model-
Forming stage: In context of John Lewis, utilize of this concept will be effective and
useful for management as it aids to form a team. According to this phase group is developed and
task is allotted to them. At this stage, members in team are totally relying on their leader for
proper direction. They needed to be ready to face a lot of queries such as aim and objective of
work, purpose of team etc.
Storming stage: It is second phase of this theory that is start applied in chosen company
work area in which groups will begin suggesting their point of views which may create condition
of clashes when it not managed carefully aim and set objectives.
Norming stage: compromise is formed in group and assenting by rules and regulations to
be followed in firm. It is good environment where believe is build up and seniors takes a step
ahead as people are ready to take accountabilities. They can develop their own procedures or
ways and working style to work in timely manner. Major judgements are taken by team
agreement that builds effective team and influence their behaviour in workplace which in
outcome increase productivity level.
Performing stage: It is the final phase of Tukman team development, where group is
aware and clearly understand that what is needed to be done. They are able to stand on its feet

without support from leader. Individual in teams are taking care of each other and perform
together to achieve the common goal and objectives.
The better use of this theory by organization can aid in building effective team as all
groups can be attainment appropriate manner. Thus, benefit business in offering better work that
can be contribute in achieving competitive advantages, increase profit margin and operational
efficiencies rather than before within organization.
Effective team as opposed to ineffective team
Leader’s supports & provide appropriate guidance that makes an effective team that
motivates discussion at stage on which they disagree and utilize positive points to show change
and innovative in thoughts before reaching a consensus. Committed workers consider problems
in positive manner, such as team is characterized by free discussion without hesitation, effective
team members put their efforts and take part in daily actions as well as complete tasks
effectively, with opinion being reasonable. Interdependence is utilized in positive way in this
team, so that goals are gained by group members that another team will unable to achieve. Aims
are changed and justified in effective team so that relevant match between team’s goal and
individual is achieved, all the aims are formed cooperatively so all individuals are committed to
achieving them. This kind of group members reaches a decision by procedure of convincing
other individual by logical argument more than illogical that directly affects productivity level. It
can be said that within effective team people are work together and always support each other
that is quite beneficial for growth and long term success of company. Members lead whole units
under several complex situations with varied leadership styles suitable to circumstance which in
return enhance positive work environment around workplace.
On the other hand, ineffective team is almost different from above team members for
instance they are unable to perform really very effectively and are less interested in achieving
aims of business. They established agreed opinion faster and defend it as opposed any original
idea. This kind of teams are characterized by poor of agreed point of views and an environment
full of tensions which may be are sometimes held in check but on situation flare into destructive
issues and there are conflicts of personality arise. Within effective teams, lot of conversation in
which equally everyone participate but it remains pertinent to work of unit on the other side in

context of ineffective team, few individual tend to dominate discussion often their support are
way off subject.
Philosophies and concepts of organizational behavior influence and inform behavior
There are various concepts and philosophies that need to be followed by John Lewis
when they need to motivate and encourage employees. This will assist them in achieving their
goals and objectives. It includes the following:
Path Goal theory: The Path-Goal model is a theory based on specifying a leader's style or
behaviour that best fits the employee and work environment in order to achieve a goal. In this if
leaders are involved in facing situation where employees are de-motivated and are unsatisfied
than this theory can be effectively utilised by them. In this leaders of John Lewis must be
involved in changing their style of dealing according to situation. According to this theory,
leaders will be engaged in analysing the needs and demands of workers so that they can be
motivated and goals and objectives of organization can be achieved by leaders of John Lewis
partnership. It has also been analysed that leaders will also be engaged in taking feedback from
consumers about the changes which they have been implemented according to situation.
This will help leaders of John Lewis partnership in knowing about the gaps in their
management procedure. It has also been analyzed that by implementing this theory, leaders will
also be able to know about the problems. Path goal theory also provides leaders of company to
have effective solution to problems and this will also support them in increasing satisfaction
level of workers under the uncertain situatio. It has also been analysed that John Lewis
partnership will also be involved in implementing proper and systematic strategy in order to
enhance motivation level of workers. This will also assist them in creating workers loyalty and
they will be able to increase satisfaction level of workers. It has also been analysed that by
making use of this theory leaders of John Lewis partnership will also assist them in enhancing
productivity level of employees. It will help them in increasing the efficiency and effectiveness
level of organization.
Social capital theory: This theory means that social relationship must be maintained so that
employee’s belongingness can be created. This will also help John Lewis and partnership in
retaining workers and also motivating them. It has also been analysed that maintain relationship

can also help firm in doing negotiation. This can make employees do the task which on
previously they were not doing or resisting in doing it. It will help them in building effective
bond that can be useful in uncertain situation. It can assist John Lewis and partnership in
achieving their goals and objectives (Phillips and Phillips, 2016). It will also help firm in
growing. Social relationship will assist them in gaining productive benefits. John Lewis
partnership will grow because of it. This will also assist them in gaining employees loyalty. They
will be motivated when employers are keeping relationship with them. It will help them in
growing.
CONCLUSION
From above analysis, it has been concluded that by using different types of motivational,
team development and behavior theories John Lewis Company can build a team who is always
ready to take participate in competitive environment. Furthermore, it has been summarized that
by taking support and effective guidance from leaders effective team work really well and
achieve set aims.

REFERENCES
Book and Journals
Baldé, M., Ferreira, A.I. and Maynard, T., 2018. SECI driven creativity: the role of team trust
and intrinsic motivation. Journal of Knowledge Management.
Banerjee, S.B., 2018. Transnational power and translocal governance: The politics of corporate
responsibility. Human Relations. 71(6). pp.796-821.
Bickle, J.T., 2017. Developing remote training consultants as leaders—Dialogic/network
application of path‐goal leadership theory in leadership development. Performance
Improvement. 56(9). pp.32-39.
Coslor, E., Crawford, B. and Brents, B., 2017. Whips, Chains and Books on Campus: How
Organizations Legitimate Their Stigmatized Practices.
Ferinia, R. and Hutagalung, S., 2017. Linkage Between McClelland Motivation Theory,
Interpersonal Relationship, Employee Engagement and Performance of Nurses at
Adventist Hospital. Advanced Science Letters. 23(11). pp.10955-10958.
Fiore, S.M. and Georganta, E., 2017. Collaborative problem-solving and team development:
Extending the macrocognition in teams model through considerations of the team life
cycle. Research on managing groups and teams: Team dynamics over time. 18. pp.189-
208.
Huynh, T and et.al., 2019. Team Dynamics, Leadership, and Employee Proactivity of
Vietnamese Firms. Journal of Open Innovation: Technology, Market, and Complexity.
5(1). p.16.
Muttakin, M.B., Mihret, D.G. and Khan, A., 2018. Corporate political connection and corporate
social responsibility disclosures. Accounting, Auditing & Accountability Journal.
Phillips, A.S. and Phillips, C.R., 2016. Behavioral styles of path-goal theory: An exercise for
developing leadership skills. Management Teaching Review. 1(3).pp.148-154.
Rego, A and et.al., 2019. Leader humility and team performance: Exploring the mediating
mechanisms of team PsyCap and task allocation effectiveness. Journal of
Management. 45(3). pp.1009-1033.
Singh, K. and Swarup, A., 2020. Contemporary World: Coercive Power and Leadership. In The
Nonkilling Paradigm (pp. 35-57). Springer, Singapore.