Organizational Behavior Analysis Report: Marks and Spencer (OB)

This report provides an in-depth analysis of organizational behaviour at Marks and Spencer (M&S). It explores how organizational culture, politics, and power influence individual and team behaviour, including an examination of Hofstede's cultural dimensions and Handy's cultural model. The report ev...Read More

Organizational behaviour

Table of Contents
Introduction .....................................................................................................................................3
LO1 .................................................................................................................................................3
P1 Organization culture, politics and power influence individual and team behaviour.............3
LO 2.................................................................................................................................................6
P2. Evaluating content and process theories of motivation and motivational techniques for
effective achievement of goals....................................................................................................6
LO3..................................................................................................................................................9
P3 effective team as opposed to in ineffective team...................................................................9
LO4 ...............................................................................................................................................13
P.4 Concept and philosophies of organisational behaviour......................................................13
CONCLUSION..............................................................................................................................16
References .....................................................................................................................................17
Books and journals....................................................................................................................17

Introduction
Organizational behaviour is the study of both group and individual performance and
activity within an organization. It helps to improve job performance, increasing job satisfaction,
promoting innovation (Van Knippenberg and Hogg, 2018). Behaviour of member in
organization also control by this study. In this present report, Marks and Spencer is being chosen
for assessment. It is a retail multinational company. It was founded in 1884 by Michael marks. It
doesoperates business at global level. This report will be cover culture, politics and power of
individual and team behaviour, content and process theories of motivation includes in this report
and concept of organizational behaviour.
LO1
P1 Organization culture, politics and power influence individual and team behaviour.
Culture of organization includes vision, values, norms, system, symbols and language.
These things showshowss organization culture of the company because members present to
organization in society and front to outsider through interacting to them.
organizational Politics includes rules and regulation to improve and influence
performance of marks and Spencer. It helps in achieve goal and meet objective of organization
because if politics present in organization as well manner so image increase but it affect to
members of organization because dissatisfaction increase. Relationship of members strongly
establish through politics at workplace. Rules and regulation of organization includes in politics.
Power comes from position of members because if members has upper position so they
also has power to making decision in an organization,.
Culture of organization influence behaviour and performance of team and individual
because it directsdirect affect to members of workplace if culture of Mmarks and Spencer well
maintained. So Employees get satisfaction at workplace and their behave and performance
increasing. Power and politics also influence performance and behave of team and
individual because they get freedom and power of making decision.
Hofestede's cultural dimension :- cultural dimensions is very essential for for conducting
business at international businesslevel that means Mmarks and Spencer is a multinational

organization so it has need to understand cultural dimension. This model includes versus
construction structure.
Power distance :- Ppower distance is a method of measure inequality that present in the
culture of organization. High power distance refers that great inequality in organization so due to
this, employees not do work with interest. In Low power distance little equality present at
workplace. Less powerful employees accept and expect that power distributed unequally in
society. So it influence behaviour and performance of team and individual.
Individualismindividualism :- iIndividualism means according to hHofstede's
cultural dimension refers that in organization, individual wants to do work alone.
Individualism give preferences to loosely knit framework (Dipboye, 2016). Collectivism
means that individual expect that all members do work together in organization. it shows
tightly knit framework. These things improve performance and behave of individual and
team because they motivate and get satisfaction as well.
Masculinity and Femininity :- Tthis dimension also main concern because in Mmarks
and Spencer masculinity present very highly. Masculinity shows preferences provide to male
employees is very high. Femininityfemininity dimension refers that female employees do not get
preferences in organization so it demotivate to them and performance and behaviour effectaffect
through it.
Uncertainty avoidance :- Tthis dimension refers that members of organization has have
to face uncertainty and anxiety. Low scoring organization face uncertain situation because it has
not controlledcontrol. Individual and team affected from this concern because the risk level
highly present. High scoring organization to control of uncertainty.
Time orientation :- Tthis dimension refers that many organization make plan about short
term and many makesmany make long term. So low scoring organization promote high creativity
and individualism.
Handy's modal of culture also contain four classes like :-
Ppower culture :- Iin organization power held by individuals to improve and making
decision in M&S aboutin order to achieve goal and meet objective. Few Rules and regulation
contain in this culture. It is a strong culture and helpful in take decision quickly. Individual
and team influence because they get order from superior and freedom provide by their

superior. In context with M&S power is mainly hold by few superior individuals those who are
only authorized to frame decisions along with framing necessary rules and regulations.
Role culture :- Tthis culture is based on rules and it helps to control tothe members of
organization because individuals and teams knows about their roles and responsibility. Power in
a role culture is determined by position of person's. Individual and team influence through this
culture because they motivates and perform their job with honesty.
Task culture :- Tteams made in M&S to solve problems and organization make
team with different skills and knowledge because every member has different skills so that
things helps in solve to problem. Individuals do work with team so through this process
they motivate and accomplish work effectively.
Person culture :- Iindividuals feel and see to themselves in organization that they are
unique and superior because they does work in same organization for same objective.
Organization also exist for people to work.
Sources and kind of power and politics.
Organization made with many individuals and all have greater and lesser degree power. Different
kinds of Politics are present in organization. Like :-
Legitimatelegitimate :- legitimate power comes from position of individual and they
have right to ask anything and give order to their subordinates.
Reward :- this power held according to legitimate power that means if managers have
legitimate power so they also have reward power. It includes promotions, rewards and
incentives. These thing provide by organisation to employees when they actually get it.
Coercive :- coercive power is a compliance that give by managers through punishment.
Like losing of promotions, give undesirable assignments etc. so this power use by M&S to
prevent and remove illegal and crimes from organization.
Expert and informational :- this power refers that individual expert in particular field
that means unique skills and ability present in employees so they easily solve any complicated
problem (Lăzăroiu, 2015). Information power is related to expert knowledge.
Recommendation :-
Organization should majorly follow to expert and informational power because it helps to
increasing skills and knowledge and performance of organization. Expert solve all complicated

situation. Organization should also concentrate on power and culture because both concern helps
in motivate to them and increase performance of organization.

LO 2
P2. Evaluating content and process theories of motivation and motivational techniques for
effective achievement of goals.
Motivation theory deals with determining of all the factors which drives each individual
employee of Marks and Spencer to work towards a certain business goal. This theory of
motivation is defined as basis which helps an individual employee in achieving its set defined
business goals and objectives. With the help of motivated employees, it can lead to increase in
the overall business productivity as well as profitability aspects (Herzberg, 2017). Different types
of motivational theories such as Content theory, Process theory has been made for better
understanding the factors which are providing motivation among employees. Both these
motivational theories helps company in making emphasis on factors which is providing high
motivation and improves performance of the workforce.
Content Theory – This theory helps in assessing factors which provides motivation among
employees. The main focus is made on the needs and requisite features which motivates Marks
and Spencer employees. These content theory also named as Needs Theory which helps Marks
and Spencer in determining crucial as well as important needs of its employees which will
provide a sense of motivation in them. Also, it emphasizes on evaluating of factors which will
help in fulfilment of these motivational needs. The content theory has following sub part viz.
11 Maslow's Needs Hierarchy – This theory states about five basic needs of an individual
employee, starting from basic physiological needs ranging from safety & security,
belonging and love, self esteem and self actualization one (Healy, 2016). Every
individual always pursues to seek higher level need when its lower needs are fulfilled and
attained. The five need are sub categorised as follows:
1. Deficiency needs – For every employee and individual, Maslow has defined these needs
essential from the prospective of survival and security viz.
Physiological needs – Are very basic needs which are considered as essential one for human
survival such as air, water, food.
Safety and security needs – These needs includes personal, financial as well as health security.
Safety against accidents, illnesses, job loss has been provided to employees of Marks and
Spencer.

Social and belonging needs - Maslow states that employees need to be accepted among different
business and social groups of the company. By taking suggestions, feedback and listening to
ideas of its employees, Marks and Spencer makes them feel integrated and part of community.
2. Growth needs – Are those which belongs to personal growth and working towards attainment
of these personal needs.
Esteem needs – Every individual employee want to get respected from others. This needs speaks
about value, dignity, appreciation made by Marks and Spencer which helps in enhancing
motivation level.
Self actualisation needs – Deals with desire and aspiration of an individual to grow, develop and
attainment of higher position. It is aim of every employee to grow in their business profile at
higher level.11 Herzberg's two factor theory – This theory is based on concept of satisfaction and
dissatisfaction level of employees. Theory has differentiated between all the factors
which satisfied and dissatisfied employees. As per the theory, opposite of satisfaction

level is no satisfaction and not dissatisfaction. Similarly, dissatisfaction's opposite is no
dissatisfaction (Alshmemri, Shahwan - Akl and Maude, 2017). As per Herzberg job
satisfaction are related to five factors which provides motivation viz. Achievement,
recognition, work itself, responsibility and advancement. Also, Herzberg stated that
dissatisfaction among employees related to job can be because associated with company
policy, supervision, salary, relationships and working conditions.
Process Theory – This theory relates with motivation of human behaviour. It deals with study of
how the motivation takes place in employees and processes influencing the motivation level of
employees (Camaj, 2018). It implies mainly that all the choices of an individual are based on
preferences, needs, reward factors as the goals are considered as crucial part for directing the
human behaviour. This theory has following sub parts:
11 Adam’s equity theory – As per this theory, Marks and Spencer employees compare
contribution of their work, costs associated and benefits with other employees. On
analysing ratio of their inputs outputs is inequitable in comparison with other ratio then it
will motivate them to reduce the inequity factor.11 Locke’s goal setting theory – This theory emphasizes on factor related to setting of
specific, effective as well as challenging performance business goals. Also, it states that
commitment to the set defined business goals are considered as the key main factors
which relates to motivation of employees of Marks and Spencer. The set defined business
goals of desired future helps in driving the human behaviour of employees which on
accomplishment further motivates the individual employees to perform better.
Motivational techniques helps Marks and Spencer in increasing the motivation level of its
employees and other workforce which in turn has provided effective attainment of business
goals. With the help of high motivation among employees, it has helped the company in
improving the overall performance level, increasing productivity, more effective and economical
use of resources of business (Turabik and Baskan, 2015). By creating positive work
environment, encouraging team member for sharing of their ideas, thoughts Marks and Spencer
has been able to achieve high profit as well as sales margin. Also, recognition and appreciation
of work, efforts made by employees by sharing a pat of profit or giving of incentives in form of
cash prizes, vouchers, holiday trip help them in boosting of their morale.

LO3
P3 effective team as opposed to in ineffective team.
A team is mainly a group of individuals those who work together with a common objective
towards same goal. Effective team is a foundation of successful organization and it helps in
improve equality and completion of projects. Ineffective team suffer lack of purpose and
efficiency so they has to face difficulties. There are mainly various forms of team which is
defined below:
Functional team: This form of team is framed with a motive to serve a common goal. In
this individuals are mainly of same expertise. It a traditional form of team that holds a common
functional expertise.
Problem Solving Team: This team is mainly form as to solve a particular problem. In this
individuals are combined to manage a problem with the help of technical staff.
Project Team: This team is framed with a motive to accomplish a particular project in a
stipulated period of time.
Virtual Team: This team is also termed as a geographical dispersed team. In this indivduals
are mainly from different location and perform their operations via communication
technology.
Tuckman's model use by M&S for development of team and it important because relationship
increasing and leaders changes their style to leading. This also helps in develop a new and
success team for achieve target and meet objective of organization. This model includes four
stages like :-
Formingforming :- It refers that in organization, employee'semployees's high
dependency on leaders for guidance and direction because individual roles and responsibility are
unclear. So leaders always prepare for give answer about their team objectives and process. This
stage is important in creation to good team and leaders has need to trust upon members of
team and discuss all things with them.
Storming :- after forming stage team members closely interact and gain trust with each
other so there is a chances of arrsing conflicts at workplacets may arise. Individuals of team has
need to present and share their all ideas and perspectives. But they feel hesitate and they can

not share their ideas. Leaders guide and encourage to employees forto freely interact withand be
open minded.
Norming :- Ggroup development does by leaders through this stage. Team start
toworking with each others. They share their ideas for accomplish target of team. Team
cooperate rules, values, standard and methods to develop their identity.
Performing :- In this stage they perform their role to complete task and all know about
their roles and responsibility. Everything is clear in mind of members at this stage because
atmosphere in team is good and cooperative.and cooperation clear.
Belbin model designed to use the talents and personality of team members. This model use by
M&S forto manage to team in systematic and proper way (Organ, 2018). Politics is a main issue
in this organization so this model helpful into prevent and reduce and control to it.
Resource investigator :-
Research investigator is a person who make
relationship and keep contact with outside the
team so it helps in control tothe politics in
organization through search effective resource
and give priority to suitable resource. It is open
minded and adventurous that create new ideas.
Its communication is effective and curious.
Weakness of investigator that If it passed
enthusiasm so it can lose their interest.
Team worker :-
Theythey are sensitive members of team and
helpful that means it operatesoperate their
work with other members. Politics also control
through this because all members operate and
accomplish work together for same purpose
so no one apply politics. If conflicts increase
in team soit is very difficult to make
decision.sion making becomes difficult.
They are social people and easy going.
Coordinator :-
Theythey focus on team coordination and
objectives. Politics is a main problem in M&S
so coordinator helps in establish effective
relation and motivate to do work with each
other.
They are very confident persons and identify
goals of team.
Plant :-
itThey is a creative thinker and innovator. It
helps into provide solution to complex problem
in the organization. Politics at workplace
prevent through plant because it think
without practical and for solve complicated
issues.

Slightly manipulative to reach goals.
Monitor evaluator :-
They are evaluator of team where they used
toand evaluate and analyse situation. Research
method use by them tofor evaluating theon of
situation. Through politics, employees suffer
so in order to solve this issue they it evaluate
all situation and give creative ideas. for face to
it.
Specialist :-
They has complete and deep knowledge about
their special fields so it also
contributescontribute in organization to remove
negative politics. They have technical
knowledge as well. Politics control through it
because they give direct advice to members
of team about any issues.
Shaper :-
itThey is driven and strong urge forto perform.
They evalute challenges and provide shapes
of teams to meet objective and achieve
goals.
Implementer:-
itThey provide plan and ideas forto accomplish
task and maintain discipline (Blader, Patil, and
Packer, 2017). For prevent Politics rules make
by implementer for maintain discipline.
They are inflexible personality and dismiss
innovation quickly.
Complete finisher:-
itThey has talent to feel about wrong thing, so
employees suffer due to bad politics in
organization and that they give attention to
members for protect themselves. They also
monitor about quality of work and safety of
members.
They inclineinclines to worry.
Recommendation :-
Organization should use to tuck- man theory forto develop teffective team because it helps in
smooth flow of work andsystematic maintain to members of team and improve skills and
knowledge of them and stay satisfied.

LO4
P.4 Concept and philosophies of organisational behaviour
Path goal theory : The theory was profounded by Robert House and is closely related tp
expectancy theory of motivation. This theory provides that behaviour of a leader is contingent
upon the motivation, performance and satisfaction of the employees. As per this theory, a leader
creates and clarifies path for its followers so that subordinates where they have to head, leader
removes the hurdles which stops employees from achieving the target goals and motivates
workforce by the way of reward and recognition along the route (Path-Goal Theory, 2019).
The theory provides for four types of leadership styles that are discussed below:11 Directive style: Leaders provides necessary guidance to employees for achieving set
goals. In this style, leader applies discretely the mix of incentives and disciplinary
actions.11 Supportive style: Leader creates friendly working environment for its team members and
shows concern towards employee's welfare and well-being (Dull, Schleifer and
McMillan, 2015).11 Participative style: Leader follows the style of managing people by encouraging them to
actively participate in decision making. Leader takes suggestions and inputs from its
employees before taking significant decision.11 Achievement oriented : In this style, leader establishes challenges and goals for
employees to encourage them to give their best for achieving organisational goals
& objectives (Lee , Back and Chan, 2015).
Participate leadership style has been chosen because this style helps the leader in
moulding the behaviour of its team members more effectively than through any other style.
Current situation in organisation is dirty politics which is exercised by some employees is
disturbing the working environment which is reflecting in the form of low productivity of others
in company.
It is recommended to the organisation that it should follow participative leadership for
resolving the conflicts and hard feeling among employees caused due to increasing politics.
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Making strict policies for discrimination and favouritism would help the company in eradicating
this issue from the workplace and the plan for creating and building team work spirit would help
the business entity in enhancing the motivation, performance and employee satisfaction.
Motivational factors such as self esteem, job enrichment which is additional responsibility and
recognition would aid the leader in influencing the behaviours of its team member which would
ultimately result into higher productivity and profitability of the business concern.
CONCLUSION
From the above report it can be concluded that organisation behaviour is concerned with
the study of human behaviour of employee and their performance level. The report has discussed
that Marks and Spencer by providing better incentives against work contributed by its employees
has increases their motivation level. Also, by proper and effective communication among team
set defined business goals can be achieved in a cost effective manner. By providing better
working conditions and hours, equal opportunities Marks has been able to grow in a successful
business firm over the short time period.
Politics is necessary for increase image of organization in M&S it becomes
main issue that employees has to suffer. So all elements of belbin theory
useful in prevent and reduce poltics.References
Books and journals
Van Knippenberg, D. and Hogg, M.A., 2018. Social identifications in organizational
behavior. The self at work: Fundamental theory and research, pp.72-90.
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Dipboye, R., 2016. Exploring industrial & organizational psychology: Work & organizational
behavior. Exploring Industrial & Organizational Behavior, First Edition, Sattvic
Publishing.
Lăzăroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings in
Law and Social Justice. 7(2). pp.66-75.
Organ, D.W., 2018. Organizational citizenship behavior: Recent trends and
developments. Annual Review of Organizational Psychology and Organizational
Behavior. 80. pp.295-306.
Blader, S.L., Patil, S. and Packer, D.J., 2017. Organizational identification and workplace
behavior: More than meets the eye. Research in organizational behavior. 37. pp.19-34.
Alshmemri, M., Shahwan - Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life
Science Journal. 14(5). pp.12-16.
Camaj, L., 2018. Motivational theories of agenda-setting effects: An information selection and
processing model of attribute agenda-setting. International Journal of Public Opinion
Research.
Healy, K., 2016. A Theory of Human Motivation by Abraham H. Maslow (1942). The British
Journal of Psychiatry. 208(4). pp.313-313.
Herzberg, F., 2017. Motivation to work. Routledge.
Turabik, T. and Baskan, G. A., 2015. The importance of motivation theories in terms of
education systems. Procedia-Social and Behavioral Sciences. 186. pp.1055-1063.
Agazarian, Y. M., 2018. Group-as-a-whole systems theory and practice. In Systems-Centered
Practice (pp. 79-116). Routledge.
Lee, J. S., Back, K. J. and Chan, E. S., 2015. Quality of work life and job satisfaction among
frontline hotel employees: a self-determination and need satisfaction theory
approach.International Journal of Contemporary Hospitality Management. 27(5). pp.768-
789.
Dull, R. B., Schleifer, L. L. and McMillan, J. J., 2015. Achievement goal theory: The
relationship of accounting students’ goal orientations with self-efficacy, anxiety, and
achievement. Accounting Education. 24(2). pp.152-174.
Online
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What are the motivational theories?. 2019. [Online]. Available through:
<https://www.hrzone.com/hr-glossary/what-are-motivational-theories>.
Path-Goal Theory.2019. [Online]. Available through
<https://www.myorganisationalbehaviour.com/path-goal-theory/>
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