Organizational Behaviour Report: Primark and Leadership

This report provides an in-depth analysis of organizational behaviour, focusing on the impact of culture, power, and politics on individual and team performance within the context of Primark. It explores various organizational culture models, including Handy's model, and the influence of different power types (coercive, reward, legitimate, referent) on employee behaviour. The report also examines the negative effects of organizational politics. Furthermore, it delves into motivational theories, such as Maslow's hierarchy of needs and Herzberg's two-factor theory, and their application in the workplace. The analysis highlights the importance of aligning organizational culture, power dynamics, and motivational strategies to foster effective teams and achieve organizational goals. The report concludes with recommendations for Primark to enhance its organizational behaviour practices and improve employee engagement and productivity. Desklib is a platform that provides past papers and solved assignments to students.

ORGANIZATIONAL BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
P1. Impact of culture, politics and power on individual, team behaviour and performance..3
M1...........................................................................................................................................5
D1...........................................................................................................................................5
P2 Motivational theories and content theories.......................................................................6
P3 difference between effective and ineffective team............................................................8
P4............................................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Organizational behaviour is considered to be important part to have proper level of study
in order to understand interaction within groups. The central idea about organizational behaviour
is about development of scientific approach which can be applied to different groups of stage-
management in significant order. Organizational behaviour theories are been used beside the
purpose of maximizing output from different level of individualize groups. Primark is the Irish
fast fashion company dealing in retailing industry specializes in the increase level of sales of
accessories, clothing and footwear. In this report, there will be discussion on influences of
culture, politics and power of organization behaviour. This report will help in achieving strong
sense of appreciation of working in effective team along with having profound perspectives of
creating stability in demands of supply of goods and services. The report has the following of
various level of leadership style which will create positive level of impacts on employee towards
the shared level of goals (Shi and et.al., 2020).
PART 1
P1. Impact of culture, politics and power on individual, team behaviour and performance
The culture creates the environment in the organization and influences the nature of the
long-term plans that move the organization toward its vision. Firm engaged in promoting culture
and adhering to values and priorities of workers has a better working environment. Primark is
one of the leading fashion retailer who are involved in following core values by taking care of
their employees and providing consumers with valuable product. Impact of culture on individual
and team performance has been explained below:
Handy’s model of organizational culture
Culture: Organizational culture is a system of shared assumptions, values, and beliefs, which
governs how people behave in organizations. This works on company by making summing up all
the life experiences that has been shared by each employee in organization.
Power Culture: In this type of culture, there are only few people working in organization
who have the power and authority to make strategic decisions. In this type of culture only those
employees can act who are politically minded and have the ability to take risk. Primark can have
engaged in making use of this culture, as this type of culture will only attract talented and skilled
employees. But there are few challenges which are attached to Power culture. Organization will

get depended on capabilities of few individuals, so succession will be a critical issue for firm. It
can lower down the productivity level of team, individuals and also there might occur chance
that there is delay in achievement of goals (Luhmann, 2018).
Role Culture: Role culture can be defined as that culture in which task of specific
employees is been assigned to them. This been done in order to increase the efficiency and
productivity. In this type of culture, employees have clear roles and responsibilities which they
need to perform in organization (Shi and et.al., 2020). Power in role culture are being defined by
authority o position of individual. Efficiency of team and individual increases if there is
rationality in allocation of work. Primark can engage in analysing employee’s personality and
perception, then can be engaged in allocating work. Major challenge in this type of power which
can be faced by team is that decision making process is quiet slow and also top management
intend to take less amount of risk (Luhmann, 2018)..
Task Culture: Task culture can be defined as that culture which is being built so that
solutions related to project problems in business can be analysed and evaluated. In this, team in
organization are being formed to find solutions to specific problems. A task culture depends on
the unifying power of the group to improve efficiency and to help the individual identify with the
objectives of the organisation. Primark can adopt task culture by providing flexibility and
sensitivity to team members so that their productivity increases. It makes team and individuals
positive towards company. One of the issues which can be faced by company in this type of
vulture is that efficiency only increases when there is adequate amount of resources available to
team members(Luhmann, 2018)..
Person culture: It is defined as a culture which is only there to help the individuals who
work there. It assists in achieving goals and objectives. It is basically been followed by people yo
earn individual profit. In this type of culture, individuals think to be superior from the business.
Employees are being given similar training and learning sessions in person culture. In this
culture power is being provided to every individual who is working with organization (Luhmann,
2018). Power can be given to make decisions related to problems that is being faced by
organization. Primark can engage in making use of this culture, so that employees can work on
their own.. It will make team behaviour positive. There are various challenges in person culture,
as people keep their personal objective above corporate goals(Luhmann, 2018)..

Finally, it is being suggested that Primark makes use of Role culture, so that they can
bring up solution to various challenges faced by them. Also team and individuals stays motivated
by it.
Impact of Power:
Impact of Power can be explained with the help of French and Raven Power types. Like for
example power can assist in changing the attitude of individual. It has been analysed that if
managers have no power employees can ignore them and also have no respect towards them.
Impact of power cane be positive as well It includes the following:
Coercive Power: It can be defined as that power in which the manager It means that
organization is using some type of threat to make employees perform task. Threat can be
emotional, physical, or social. Like for examples manager threatens them about if work is not
being done than punishment will be given. It can make team and individual behaviour negative
and they might leave Primark if this type of power is being used. It increases employee turnover.
Reward Power: In this reward is being given to individuals who tend to work with their
full capabilities (Nikčević, 2016).This type of Power if used by Primark can increase team and
individual’s productivity. Rewards can be monetary and non-monetary. Both individual and
organizational goals can be achieved.
Legitimate Power: In this type of power employees are expected to give their seniors
respect. Punishment is being given if something is done wrong and rewards are given for doing
something productive. This type of power if used by Primark can be easily lost, team and
individuals can also feel de-motivated.
Referent Power: it means that leaders share some degree of connection with individual
group and people. Primark if using this, can make team behaviour negative as leaders are biased
with some individuals leading to low morale of other employees.
Thus, Primark can make use of reward power, so that team members and individuals stay
motivated and committed towards firm.
Impact of Politics
Politics is basically the most negative thing which is going in organization. It basically
means back biting and lowering down the efficiency of firm

Impact of Politics can be explained by using Chantel’s Characteristics. It has been discussed
below:
Politics in organization can lower down the output which can be produced by team, it can
also reduce morale level of individuals working in Primark. Working environment also becomes
negative if politics exist in firm. It can also increase employee turnover and organization is not
being able to achieve their goals and objectives. Employees become demotivated and also stress
increases. Also if this exist team members might not able to trust each other(Nikčević, 2016).
M1
Positive culture in Primark can assist them in making work environment better and attracting
more skilled and talented employees towards them (Raven, 2017). Also if organization adhere to
values and belief of workers, then worker’s loyalty is being created. Negative culture in
organization can demotivate team and individuals making them in effective in their working. If
reward power is being used in organization, then this can assist them in enhancing moral of
employees. Legitimate power decreases team efficiency.
D1
Culture, power, politics and motivation are linked with each other Like for example if
cultural aspect of Primark is good then it will assist them in making team and individuals
motivated. Politics can lower down the confidence and self-esteem of employees. It is
recommended to organization that they need to implement a flexible culture so that workers
remain productive. This will help them in gaining competitive advantage.
P2 Motivational theories and content theories
Maslow's need hierarchy theory
This theory is based on the basic needs of the human beings as Maslow can classify these
needs into the hierarchical manner within lower to the higher order. Within such essence there is
a level of the need is satisfied that the next level of the requirements can be activated. There are
five needs of the human that can be identified by the Maslow that is give below
Physiological needs- These are considered as the basic needs of the life of the human beings such
as food,air, clothing, water,home and necessities regarding life. These needs can be identified for
the survival as well as maintenance of the humans' life. These are the needs of the employee’s of
Primark that can be fulfilled first than the next level needs can be meet, here once the

psychological needs can be identified than they are no longer to motivate the human( Kooshki.
and Zeinabadi, 2016).
Safety needs- When the psychological needs of Primark can be satisfied than the next level
needs are considered as the safety as well as security requirements of the human beings. They
are known as the security regarding economy and protection from the physical dangers.
Fulfilling these needs requires more money. Same as the psychological needs these needs are
also become inactive once they get satisfied(Nikčević, 2016).
Social needs- Only the human being is creature that have society so man is a social being. Thu
human beings are more interested within the social interaction, belongingness, companionship.
It is considered as the belongingness and socializing that why the individuals works within the
team ,especially the aged people(Nikčević, 2016).
Esteem needs- These are the needs that falls under the self-esteem as well as self-respect. It
involves the needs that indicates achievement, confidence, independence and knowledge. These
needs are the esteem needs that leads to the strength, self-confidence, capabilities. Thus, inability
to fulfil the needs to be resulted in feeling such as helplessness, weakness as well as
inferiority(Nikčević, 2016).
Self actualization needs- This is considered as the final step of the under his mode as it focuses
on the fulfilment, according to Maslow it means to becomes self realization in what an
individual good at(Nikčević, 2016).
Herzberg theory
This theory of motivation tries to get the root motivation within the workplace. There are two
factors that can be recognized through Herzberg factors such as(Nikčević, 2016).
Motivation factors- As per the Herzberg these motivational factors provides the positive
satisfaction ,These can motivate the employees of Primark as well as satisfies at the same time.
Such as
Recognition- The staff members must recognized and praised for their achievement through
managers. The employees are being recognised for their improved performance.
Sense of achievement- The staff members must have the sense of the achievement as it depends
on the job. In this employees are been engaged in increasing the confidence and esteem level of
employees.

Promotional opportunities- There must be advancement and growth opportunities within a fir so
that it can motivate the employees(Nikčević, 2016). In this organization is engaged in promoting
the employees to different job roles. This can assist them in achieving goals and objectives and
also growing.
Hygiene factors- These factors are crucial for the job factors for the staff members of the Primark
as they are not leads to the long term satisfaction but these factors are not existant than these
factors leads to the dissatisfaction. Hygiene factors involves such as
Pay- it must be appropriate as well as reasonable. It should be competitive and equal within the
same industry. The pay is made according to the work which has been done by employees. They
are also engaged in paying employees more so that they can motivate and them and can also
create employee loyalty.
Policies and administration polices- The firm must not be so rigid about their polices as they
must be clear and fair and also involves the flexible working hours ,vacation, dress code
Equity theory
Equity theory focuses on determining whether the distribution of resources is fair to both
relational partners
Within this theory staff member's of Primark consistently assesses their level against their
colleagues as well as gain the reward for their efforts. The main aim of this theory is to makes
the balance between the employee's output and input of the staff member of the Primark. As per
this theory if the staff member can makes the right balance leads to the more productive for the
firm. Here the satisfaction of the individual within the workplace is directly related to the efforts
an individual is putting as well as exactly getting out to it ( Kooshki. and Zeinabadi, 2016). As
per this theory as individual thinks the other staff members are getting more rewards as well as
recognition as compare to the putting within the similar efforts that leads to the imbalance. This
kind of dissatisfaction also leaves the staff members of the Primark imbalance as well as at the
same time employees are becomes demotivated that resulted within the lower productivity.
Expectancy theory- This theory proposes that an individual will behave or act in a certain way
because they are motivated to select a specific behaviour over others due to what they expect the
result of that selected behaviour. It is considered as the vital theory in terms of the motivation as
this theory focuses that motivation is known as the partly decision-making process that can
analysis efforts regarding outcomes. It focuses on the importance regarding the outcomes

represents a reward that can be valued by the individuals. The analysis process is broken within
the number of parts such as if an individual puts efforts than he or she can expect to perform
within required task ,also performing such act will makes the needed outcomes or not.
M2
Maslow theory motivates the staff members of Primark as this theory satisfied the
needs of the employees such as food, air, clothing, water, home and necessities regarding life
also focuses on the Safety needs-security regarding economy and protection. Furthermore,
focuses on the Esteem needs and Social needs such as belongingness and socializing that leads
to the strength, self-confidence, capabilities so the employees work with more motivation and
leads to the productivity of the Primark and their own also(Ng, 2015)..
P3 difference between effective and ineffective team
Tuckman theory- This model was first developed by the Bruce Tuckman within 1965. It is
known as one of the common team development theories as it can focuses on the ways at which
the team tackles the task delegated to them from the beginning of the team to the completion of
the project assigned to them (Ng, 2015).
Forming- This is the initial formation of the team as here the team is assembled as well as team
is allocated. Here staff members can behave independently as well as goodwill may exist as they
are unknown to each other, so they are not going to trust each other. Everyone is polite as well as
pleasant.
Storming- This is the next stage as here team members address the task. Here relationship
between the team members will be broken within the same phase and also never recover. Staff
members of the Primark might disagree at some points. Here the leaders might be understand
that disagreements are normal.
Norming stage- At this stage staff members of the Primark resolve their conflicts as well as
issues. In this stage team members notices as well as appreciate the strength of the team
members. Team members socializing together as well as able to ask for the help as will gives the
feedback. Team members develops the stronger bond as well as begin to progress towards that
(Steers. and Lee,2017).
Performing- When the firm reaches the performing stage when the hardwork leads to the
achievement of the goals of the Primark. The process and structure also supports this so well.

Adjourning- Team members of Primark reach this level eventually such as a particular project
may consider for a fixed period as well as team who are permanent are restructuring after a
certain period. The team members of the Primark who developed the close relationship with
their co-workers finds difficult at this stage.
Effective team
The effective team are consider as the foundation of an organization. Firms without teams
works well but after a struggle. While effective teams assist to enhance quality as well as
enhance the efficiency and productivity. For Primark to work within the optimal levels there
must be developed a team where each and every member contribute themselves with their special
talent or skills that can contributes the overall success of the Primark. The aim of the Effective
team is trust, share goals a well as promotes interdependence (Tahseen. and Akhtar, 2016). One
of the most crucial team building strategies is that allow the honest and open communication
among the members of the Primark. There is also significant team building strategies is that they
allows the team members the significant output in meeting the objectives of the firm.
Ineffective team
An effective team is known as the filled with distrust,unfocussed,conflict ridden. These
are the conditions that leads to the employees into the absenteeism and high turnover, also leads
to the poor communication, frustration as well as intolerance. Teams are focusing more on
conflicts rather than solving it. They create over and over discussions regarding the ongoing
occurrence as becomes more difficult. Within the ineffective teams there is no emotional
attachments regarding the goals and when no goal focused there is no drive regarding team, no
profit made, no pride within the success of the outcomes so no one really cares about goals
(Boiral, Talbot. and Paillé,2015).
P4
Organizational behavior shows the behavior of employees and management towards
development of organization at a large scale. Primark is an fashion retailer and need proper
coordination between employees working in organization and to improve effectiveness of their
organization employees abilities and effectiveness play a major role. Company use custodial
model to maintain behavior of employees towards success of organization at a large scale.

Path goal theory have the clear way of consideration of the behaviour of leader which is
actually the job satisfaction of workers as per there motivation and effectiveness. The theory has
the identification of four leadership which is impactions working as to maximize worker self-
satisfaction long with effectiveness and efficiency. The behaviour is such as achievements
behaviour oriented, Directive Path-Goal, Supportive Leader Behaviour along with participative
leader behaviour.
The achievements oriented behaviour have clear level of focus is the encouraging level of
performance of employees by having proper level of setup goal as challenges. These are
implicated on sales oriented services industry. On the other hand Directive Path-Goal behaviour
there is reduction job functions to increase performance regrading task. There is formation of
incentives which can be beneficial to Primark objective development. The Supportive Leader
Behaviour is about providence the stress reduction level along with frustration mitigation to have
position of psychological stability. The last one is having the involvement of leaders along with
consulting employees with regard to there preference in performing the different level of job .
There is increase level of subordination subordinates in decision making process which have the
exerting efforts in order to achieve selected goals. The company should have the applicability of
participative leadership to have increase the level of satisfaction among employee to increase
efficiency.
Custodial model
Custodial model aim to provide security for employees and provide fair remuneration
wages and benefits that help them to increase employee loyalty towards business and motivate
them towards effectiveness of organization at a large scale(Dodds and Rempel, 2016. ).
Custodial model main aim to provide financial rewards to employees to keep them motivated
towards success of organization and improve their efforts to achieve goals and objectives easily.
Primark provide fair remuneration to their employees to keep them motivated and improve their
efforts towards success of organization at a large scale and able to maintain and achieve goals
and objectives easily. Model help Primark to improve employees loyalty towards success of their
business and help them to engage them easily for success of organization at a large scale. It also
improves performance of employees and their efforts for success of organization. Managers of
Primark analyze employees needs and work to improve their effectiveness towards success of

organization at a large scale. Managers aim to fulfill needs of employees to improve
effectiveness of product and services. Managers always prepare plans to develop better relation
with employees in organization that help them to grow and establish themselves for their success
at a large scale. Company to provide high pay scale to their employees to make them effective
and improve their efforts towards success of organization at a large scale. Company provide
health benefits, financial packages to their employees and other incentives. Main aim of
company to increase employee satisfaction level towards organization and help to get increased
employees efforts for organization success. All benefits and rewards provided by organization
for that employees need to show their loyalty toward success of organization at a large scale.
Overall success of organization largely depends on effectiveness of employees and to make them
satisfy Primark use Custodial approach to satisfy their customers. Employees performance is
mainly driven by financial benefits and model help company to analyze effectiveness of
employees towards success of organization easily and at large scale. Benefits provided by
Primark help to make organization economically strong
Role of managers
In context of Primark, Managers provide Financial incentive to employees to make their
satisfy and improve their performance towards success of organization easily(Manglani, Misra
and Sridhar, 2019.). Incentives are provided on basis of efforts of employees towards
development of business.
Impact on teamwork
Rewards on performance of employees help to make other employee to put their efforts
effectively towards success of organization and work to achieve goals and objectives easily and
implement overall effectiveness and work to maintain success in long run. Primark develop
competition between employees to get best out of them which help in overall success of
organization easily (Alzayed, Jauhar. and Mohaidin, 2017).
CONCLUSION
From the above report it can be concluded that the organizational behaviour is considered to be
multifaceted level of disciplines which is an important part to have effective level of managing
the business. In the today's scenario, it is important to have the development of dynamic teams
which can be able to cope the level of uncertainties of global environment. The implementation