Organisational Behaviour Report: Leadership and M&S Business Analysis

This report provides a comprehensive analysis of organisational behaviour, focusing on the context of Marks & Spencer (M&S). It delves into the influence of organisational culture, power dynamics, and political landscapes on individual and team behaviours and overall performance. The report explores various motivational theories, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, Adam's Equity Theory, and Vroom's Expectancy Theory, to understand how individuals and teams are motivated to achieve goals. Furthermore, the report examines the characteristics of effective and ineffective teams, offering insights into team building and collaboration. Finally, the report discusses the core concepts and philosophies of organisational behaviour and their application to a given business situation, providing critical analysis of development theory and the interplay between culture, power, and politics within the M&S organisation.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P 1. Analysis of organisations culture, power and politics that influence individual, team
behaviour and performance. ..................................................................................................1
LO 2.................................................................................................................................................4
P 2. Content and process theories of motivation for achievement of goals...........................4
LO 3.................................................................................................................................................8
P 3. Ways to make effective team in comparison to ineffective team...................................8
LO 4...............................................................................................................................................12
Concept and philosophies of organisation behaviour- ........................................................12
CONCLUSION..............................................................................................................................14
REFERENCE.................................................................................................................................15

INTRODUCTION
Organisational behaviour is the study of human behaviour which shows way people
interact within and outside organisation so that more efficient business organisation can be
created. It studied in three factors that is micro- level, meso- level, macro level. Micro level will
show behaviour of individuals in organisation, meso- level will show behaviour within work
gropus and macro-level will show behaviour of organisation. It is a management activity which
helps them to predict individual behaviour. Here in this report organisational behaviour of Marks
and Spencer(M&S) is to be studied. This project report will cover the influence of culture, power
and politics on behaviour of others in an organisational context. After that it will also be
discussed about what factors motivates individuals and teams to achieve a goal. Further, in this
report it will be discussed to create understanding of co-operate effectively with others. At last it
is also to be discussed about concepts and philosophies of organisational behaviour to a given
business situation. Critical analysis of both development theory and relation between culture,
power and politics is to be cover in this project report.
LO 1.
P 1. Analysis of organisations culture, power and politics that influence individual, team
behaviour and performance.
Power, politics and culture plays an important role in Marks and Spencer organisation
behaviour. They provide high importance in decision making and will influence behaviours of
individuals and groups in organisation.(Alvesson,and Sveningsson,2015.) In views of authors
which analysis organisational behaviour they say that to achieve organisational goal entity
should have proper understanding between employees to achieve effective goals in organisation,
and some other say that when more political and power arise in the organisation it generates
conflicts between employees and these conflicts raise lack of trust among employees which leads
to dissatisfaction to work in an organisation and this factor cannot fulfils effective goals.
Power here can be defined as capacities of employees to influence behaviour of each
others. Power in the organisation plays an important role to resolve issues which generated
conflicts among employees. Power includes five forces which uses within organisation and this
power includes dependency, centrality, financial resources, non stability and coping with
uncertainty. Power tends to accumulate political clashes in organisation. Person who holds power
under an organisation has a role make smooth environment of working so that individuals or

team can do work effectively to achieve organisational objectives. Now power affects both
performance of individual and team work as well. And this sometimes makes conflicts too like if
high power authority misusing their power of work then this will lead to conflicts among
employees which makes them unsatisfactory to work in the organisation and this will not provide
organisation objectives in a proper time. Marks and Spencer entity gave power among all
employees to share their views and to coordinate effectively in the business organisation.
Now organisational politics can be defined as process to bargain and to negotiate
conflicts and issues in organisation. Politics affects both positively and negatively in
organisation.(Gironda,Petrescu, and Korgaonkar., 2017.) Positively it provides good change
under Marks and Spencer organisation. It used to promote organisation activities among
employees as well as among customers too. It also helps in developing organisational values
which increase overall morale which makes employees to work satisfactorily which leads to get
effective results of organisational objectives. Political under an organisation has four roles to
measure that are structural change, management policies, resource allocation and to ensure
proper coordination of doing work in an entity. Most of the time political behaviour used to take
strategic decisions in an organisation, sometimes this decision have positive outcomes and
sometimes this decisions has negative outcomes. Negative impact of political behaviour which
influence performance of both individual and team work is that mostly this process done by top
authority members and person who has much better relations with them will get more benefits
than others and this influence others employees working criteria which leads to conflicts in the
organisation.
Third part in this question is about organisational cultures. This will help in Marks and
Spencer organisation to mixed values, vision, mission and operational goals and day to day
activities of entity and the way people work. This culture helps to guide employees to improve
their performance in an individual work and in team work with proper coordination. This
behaviour maintains employees performance where they feel that managers and bosses are
effectively coordinating with them in their work which makes company to built loyalty in
organisation. It also helps in building positive culture in Marks and Spencer organisation.
Positive culture here implies that business leaders are positively and clearly implementing their
plan and policies in front of the employees which motivates them to work harder to achieve
organisation goals. Sometimes this organisational culture also provide negative impact on

individual and team work. If employees needs are not fulfilled then they will not work in
flexibility which impact is that company will not achieve their goals in proper time. (Jacobs, and
Goodman, 2018,)
In an organisation these three factors needs to be there which makes them to improve
their employees work and which gets them goals in effective time with mutual understanding.
Critical analysis of this power, politics and organisational culture is that when managers have
power to make the decisions in this Favouritism factor arise with people who are more close to
them, they get higher position and promotion early in comparison to other which makes others
dissatisfy to work.
Like wise organisational culture also influence performance negatively in this factor are
like harassment of employees, discrimination among male and female, poor pay scales in
comparison to others etc. therefore, in organisation Marks and Spencer managers making
policies which does not affect employees attitude towards their work. If there will be
discrimination then women's cannot work effectively and which makes them to leave company.
Likewise, if harassment involved in company this pressured employees to leave and work in
some other company.
Organizational culture:
M&S follow Handy's model that refers to organizational culture. It includes four types of
culture of organization that is task, role, person and power.
Power culture: In the organization, few people held power those influence spreads
throughout company. Some people have authorized to take decisions. There is no chance to
workers for following instructions strictly by their supervisor.
Task culture: Teams are formed for completing particular project. In this culture, every
team members has equally contribution to solve conflicts and achieve target in an effective
manner(Organizational Culture, 2017).
Person culture: Individual are more involved about their own self rather than the
company. Workers are feeling that they are more essential than their firm in certain
organization.
Role culture: This culture is based on some rules. In role culture, power is determined by
person's role in structure of organization.

Illustration 1: Organisational Culture
Source : (Organizational Culture, 2017)

LO 2.
P 2. Content and process theories of motivation for achievement of goals.
Two main theories are their for motivation in work that is Content theory of motivation and
Process theory of motivation. In Content theory we discuss includes Maslow's Hierarchy of
Needs and Herzberg's Two-factor theories. In Process theory we discuss Adam's equity theory
and Vroom's expectancy theory.
Maslow's Hierarchy of Needs.
This theory is motivational theory which studies five basic needs of human behaviour. In this
Maslow says that individual lower needs must be fulfilled before it gets higher. These basic five
needs satisfy them to work effectively in organisation. These needs from bottom to higher are
Illustration 2: motivation theories
source: (motivation theories, 2018)

physiological, safety, love and belonging, esteem and self -actualisation. These needs are divided
into two needs that is deficiency needs and being needs. Under deficiency needs first four needs
are classified and under being needs top level needs is classified. Deficiency needs arise when
employees are dissatisfied with the organisation. Person's desire to grow needs must not lack if
this needs satisfy employees they will able to reach at higher level which is called self-
actualization. Maslow's thinking says that if peoples are motivated they will certain needs which
makes them grow over others and these five basic needs retain them in organisation and
maintained long relationship. Now details of these five basic needs are.
Physiological needs. This needs include biological requirements of human in an organisation
such as air, water, shelter, clothing, sleep etc. human body cannot survive if these need is not
satisfied. Therefore, these need is most important to retain employee in organisation.(Kitchin,
2017.)
Safety needs. This type of needs include employee safety in organisation regarding security,
law, stability and freedom. This needs help to keep motivate employee by providing them
freedom to speak and share their views.
Love and belonging needs. This needs include social feeling of employee toward their
belongingness. Elements of these needs are trust, acceptance, family, friends, affection and love.
Esteem needs. These needs helps to keep motivate employee by providing mutual respect to
each other. This is divided into two parts that is esteem for oneself and desire for getting respect
from others.
Self-actualization needs. This needs involve self fulfilment like self- potential, to seek personal
growth and experience. This needs helps employee to become capable to achieve growth in the
company.
Herzberg's Two-factor theory.
This also called motivation theory but based on dual factor. Hertzberg done research on peoples
by asking their good and bad experience at work in the company. He surprised to know that good
experience peoples are very low in comparison of bad experience people. That is why he
develops theory to provide job satisfaction to employees which depends on two kinds that is
satisfaction factor and dissatisfaction factor. Four different combination in this theory are.
 High hygiene and high motivation.

This situation makes employee to work harder because they are motivated with this idea situation
and they do not have any complainants and problems to work in business organisation.
 High hygiene and low motivation.
In this situation employees are low motivated and they have few complainants and depends
simply on work and salary.
 Low hygiene and high motivation.
In this condition employees are motivated but they have challenging job and have complainants
about growth of salary and work conditions.
 Low hygiene and low motivation.
This situation can be said worst because employees are not motivated and they do have lots of
complainants with firms.
Now process theory of motivation includes Adam's equity theory and Vroom's expectancy
theory.
Adam's equity theory.
This theory indicates that fair relationship is to be maintained by people between performance
and reward. This theory based on assumption that for achieving some rewards individual makes
contributions which inputs and outputs will be compared by individual with others.(Baumann,
and Bonner,2017.) Three types of relationship arise when compared with others that is Overpaid
inequity, underpaid inequity and equity.
Overpaid inequity.
When individual's outcomes are more than compared to his own inputs. This can be expressed
as.
Underpaid inequity.
When individual's outcomes are less than compared to his own inputs. This can be expressed as.

Equity.
When individual's outcomes are equal to his own inputs.
Vroom's expectancy theory.
Vroom's believes that performance of employees are based on his own skills, personality,
skills, knowledge, experience and ability. He said that person's motivation are linked with effort
and performance. His belief is that if person's efforts are grown up then their performance will
also increase but such things increase when right type of sources are available, skills are good in
doing job, and to get job done necessary support is their. This theory based on.
Valence.
This related to emotional people who hold to respect outcomes. Their depth is on money,
promotion, or satisfaction-al reward.
Expectancy.
In this point it states that employees have different expectations and confidence level about their
capabilities.
Instrumentality.
The way they percept that what actually get and what to desire. Management must ensure that
rewards must be fulfilled and employees are to aware about it.
Marks and Spencer apply this theory to make employees of the company motivated by
fulfilling their needs and satisfy them with good pay scale.
LO 3.
P 3. Ways to make effective team in comparison to ineffective team.
Effective team or we can say team development can made when individuals come
together to share common objective in work with same attitude, interest, skills and taste. Team
development in Marks and Spencer company is necessary for managers to create, because
efficient work results can only be get when there efficient numbers of people with common
interest doing same work. Better work result achieved when that work is doing under a team

where everyone share their views with mutual respect by which different ideas came and
effective work result obtain.(Morrical, Graves, and Shelby, 2018.) There are different
development theories available to make effective team in an organisation. We are discussing
about Tuckman's development theory.
In this theory Dr. Bruce Tuckman has provided five stages of team development that is
Forming, Storming, Norming and Performing which is helpful in development of team
behaviour.
This theory explains that maturity and ability, is developed in effective team spirit and when
leadership under organisation is effective. There four stages of development according to this
theory that forming, storming, norming and performing.
Stage 1. Forming
Illustration 3: five stages of Tuckman's theory
source: ( TEAM BUILDING AND THE TUCKMAN MODEL, 2014)

According to this point organisation is depended upon leader's performance how they
guide and direct employees towards their work. Roles and responsibilities of individuals are not
clear under this therefore, leader is responsible to answer about effective team work and about
relationships.
Stage 2. Storming
In this point Tukman says that for developing team under organisation, team members
have to establish their relations with other team members so that effective decision is to be made.
Members of team have to be focused on their own goal and have to avoid emotional issues.
Stage 3. Norming
According to this point members of each team have to share their views and to help each
other by sharing mutual respect. Work results always came good when it is done in a team
management.
Stage 4. Performing
Team which work in full of awareness in their work will able to generate good result. But
they know it clearly about what they are doing why it is to be done(Kyle Rodd. 2014). Clear
vision and mission is shared among employees so that leaders cannot able to make interference
in team work.
Stage 5. Adjourning
In this, team has to do assessment of work of whole year by which they get a target of
doing work. Each work is to be divided among members so that effective team work is achieved
by mutual cooperation.
These are the steps which Marks and Spencer has adopted to develop team work in an
organisation. Now it is to be recognised what makes an effective team in organisation.
Leadership styles.
Effective team developed when there is an effective leader in the organisation. Therefore,
leaders role is to clearly define team goals so that employees follow mission and vision of the
company so that step to achieve organisational goal is clearly observed(Gironda, Petrescu and
Korgaonkar, 2017). Another role of leader is to provide roles and responsibilities to each
member so that they work effectively in company. Leader have to communicate properly with
team members so that effective work can be produced by encouraging them to work. Leaders

work is to establish positive environment of work so that smooth functioning of work will appear
in an organisation.
Ownership.
This means that ownership in task provides success at all levels. This includes team
manager, teams and individuals within team. Work of team manager is to ensure that team is
fully aware of what work they have to do and if they needed some help from managers then they
have to support each and every member.(Fallatah, and Syed, 2018) Work of team is to develop
efficient working which help them to get organisational objective. Work of individuals in a team
has to ensure that work which is provided to them get completed in a proper time. In a team work
individuals are motivated in doing their work they will develop skills if needed and will create
common goal to develop those skills to provide their contributions in achieving common goal of
the organisation.
Relationship.
Effective relationship is to be there in every team of the organisation. Leaders have to
make strong relationship with employees so that they get organisational result with proper
coordination among employees. Employees remain satisfy when leader makes strong
relationship with them which helps company to get loyalty from employees. Leaders can build
strong relationship by communicating with employees and by making emotional bonding with
employees(Jacobs and Goodman, 2018). If team members has good relations with each other
than physical activities and challenges of the company accomplish in proper time.
An ineffective team cannot be able to develop all these elements because ineffective team
does not have strong relationship, proper communication with each other, effective ownership
and proper leadership style. If these elements are missed in building team management then
organisational objectives cannot get completed.
Leaders of Marks and Spencer company have adopted these elements in building proper
team management under organisation which results in getting organisational goal effectively.
Difference between effective and ineffective team:
Basis Effective Team Ineffective team
Meaning Effective team define that all
members are sharing ideas and
As compared to, team members are not

thoughts. sharing ideas and thoughts.
Discussion Open discussion between team
members being effective
team(Kiweewa and et.al ., 2018. )
Besides that, lack of communication and
discussion between members being
ineffective team.
Objectives This team know about their
objectives and goals.
As opposed to that, these team member
do not know about their purpose and
goals.

LO 4
Concept and philosophies of organisation behaviour-
Organisation behaviour is study of nature of employee in organisation. Organisation
practice different tool for know its employee behaviour and trait and develop various customised
programme to nourish the employee behaviour. (Stoyanov, 2017. ) OB concept and philosophy
help in selection of learning model, motivation tool, conflict management, adopt the best
process to manage the resistance of change by employees. Organisation behaviour concepts
include various elements and dimension of human behaviour. Organisation behaviour element
for individual include personality, motivation, perception,learning capacity and value of the
employee. OB concept for group consist group dynamics, power and politics, leadership style
and communication. OB philosophy for organisation itself contain the structure of the
organisation, culture, development and change practices.
Perception concept - perception is process in which a person receive an information by
viewing, listen,reading or he gets some psychological experience as though and memory,
attitude. After receive the information he interprets it in his brain and make his own opinion
about things on the basic of his past experience. Perception plays a very major role in
organisation because it is hard to measure about set of perception one has, and what technique
can be effective to change his perception so that organisation can manage its human capital
positivity. People have same perception for one things makes strong group and bonding. This
group can resist for the change if they find it not right in their mind. Perception of manager in
organisation also effect the decision making regarding employee. For instance a manager may
have perception of good or bad attitude of a employee, capability of employee. Even a individual
have perception for himself like he is weak, strong, confident, intelligent, powerful, extrovert,
introvert etc.(Ford, and Harding, 2018.)
as this set of opinion are made by a person with himself. It has high possibility of error or
wrong perception. A wrong perception lead to wrong decision making in organisation, increase
the chances of conflict and stop an individual to use its full potential. If an individual set a wrong
perception for himself as weak , he can never have confidence in any work. A manager having
wrong perception about employee will use inappropriate method to change the perception of
individual. but if perception made upon positive experience it will always give positive result. It
increases the confidence of employee, enhance the empathetical view, harmony relation in

organisation and good interpersonal relation . Right perception for organisation in employee's
mind enhance the his engagement and participation in company. A manager who set the
perception and his view based upon tangible measurement like performance and behaviour of the
employee, have less changes to make faulty opinion for other. Manager must not use his personal
perception of anyone before not seen perfectly. Manager of all the department of Marks and
Spenser use all the technique and tool to get the knowledge about employee only after he make
perception. Marks and Spenser also take the advantage of different perception in product
improvement, innovative idea and making the organisation environment best.
Leadership philosophy - Leadership is a important concept in organisation behaviours.
Various leader philosophy and models are made according to nature of organisation,work and
behaviour on the employee at workplace.(Alshmemri, and et.al .,2017.) If an organisation
successfully adopt the most suitable leadership style for its employees,It will help an
organisation as high productivity, creativity, performance improvement, less time and money
wastage etc. if an employee and team get best model to them, they feel highly motivated. there
are various type of leadership theory in OB. one is trait theory of leadership which trait of
successful leader taken in consideration while comparing with unsuccessful. A person who has
leadership quality(traits) for particular task, assigned as leader. Another leadership style is path
goal theory in which a leader first identify employee behaviours as well as nature of work,than
most suited leadership model like supportive leadership, autocratic leadership,Laissez-
Faire,Transactional,Transformational leadership is adopted. Autocratic leadership influence an
employee in both positive and negativity. This is best leadership style for new fresher and less
self motivated workers and for dangerous working environment. Marks and Spenser use
autocratic model in manufacture unit. This style demotivate the employee as they become fully
depend on leader,less freedom for creativity,increase stress of work burden. In Laissez-Faire
Leadership all freedom is given to employee by their leader to complete the work on time. This
leadership is suited for highly experienced and self motivated leaders, it gives freedom to show
creativity, employee are not depend on leader to take decisions so it reduce wastage of time and
money. Marks and Spenser give this leadership style to employees who are most senior and
experienced in their work. disadvantage of this leadership is dissatisfied quality of output, no
proper commination enhance confusion among team member,no fix accountability is taken by
wrong outcome by individual, this leadership is not suited for project having tough deadline. In

Supportive leadership leader gives instruction as well as support to its team members when they
need his help. this leadership style is ideal for every kind of work and employee. Marks and
Spenser use supportive leadership in technical department . Supportive leadership style has high
acceptability among employees, employees feel free to show their creativity on the hand hand
they are declined as well.(Kiweewa, and et.al ., 2018. ) Employee gives their best as they feel
emotionally connected with leader which improve the performance and employee engagement.
leader also receive support from their employees as quality product, work completion on time,
leaders has open communication with its team so he get to know about what training and
development programme is needed in particular work. Before adopting the leadership model an
organisation have correct information and unbiased perception for leader as well employee , than
only leadership theory of OB give the outcome desired by the organisation. Organisation must
use different kind of leadership with different functional unit as marketing, finance and H.R.
Because every functional unit has differ nature of wok, risk , and supervision requirement . So
this is a manager's duty to use leadership tool with carefully. Because it is also like two edge
sword.
CONCLUSION
From the above report it will be concluded that organisational behaviour plays an
important role to develop sound business environment in organisation. To run business smoothly
these function helps manager to make proper behaviour which helps in achieve organisational
objective. In this report we have taken organisation Marks and Spencer and discuss their
organisational behaviour in entity. Organisational culture, politics and power that influence
performance of individual and organisation is also discussed, in this detailed discussion have
done about role of power in performance, role of politics in performance and role of culture in
performance in individual and teams have described. After that content and process theories of
motivation is explained. Maslow's hierarchy of needs and herzberg's two-factor theory is
discussed and in process theory Adam's equity theory and vroom's expectancy theory is
discussed to fulfil basic needs of the employees in an organisation. Further more in this report
ways to make effective team in comparison to ineffective team is analysed with development
theory given Tuckman. After that in this report concept and philosophies of organisational
behaviour is discussed. In this perception concept and leadership theory is studies to analysed

organisational behaviour. Different images and charts also presented to describe better things
with help of them.
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