Mark and Spencer: Motivation, Leadership, and Team Building Report

This report provides an in-depth analysis of organizational behaviour, specifically focusing on the application of motivation, leadership, and team building strategies at Mark and Spencer. It begins by defining key concepts such as motivation, leadership, and team building, and then explores various...Read More

Organisational Behaviour and
the Management of People

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Definition of motivation:.............................................................................................................1
Definition of Leadership:............................................................................................................1
Definition Of team building and development:..........................................................................2
Theories of Motivation................................................................................................................2
Theories of Leadership................................................................................................................4
Theories of Team building and development.............................................................................5
Importance of Contingency theory and ERG Theory for Mark and Spencer.............................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................8
.........................................................................................................................................................9

INTRODUCTION
The study of organizational behaviour is very challenging task as it is all about the study
and analysis of human behaviour within the organizational settings. Every business unit has its
own objective which cannot be achieved without proper management of organizational
behaviour. It can be defined as the perceptive, anticipation and management of people both
separately or in a group that occur within an administration. This project takes into consideration
Mark and Spencer company which is one of the British multinational retailer company with its
headquarter in London. This presented file gives the brief explanation about leadership,
motivation and about team building and development. Beside this, the project focuses on the
theories of motivation,leadership and about the team building and development. Lastly, the file
represent about how the Mark and Spencer company applies the given theories within the
organization in order to accomplish organizational goal.
MAIN BODY
Definition of motivation:
According to Leary and Baumeister 2017 “Motivation refers to the degree to influence
workers so as to get work done from them.”
As per Nicholls 2017“Motivation is the process to stimulate and to sustain employees
energy in order to accomplish desired goals and objectives”.
In order to get work done from the employees of the Mark and Spencer its the major
responsibility of the manager of the company to look up and give their workers proper incentives
and bonus. Thus, it will help in motivating workers of the organization so as to get work done
from them.
Definition of Leadership:
According to Tannenbaum and Schmidt, 2017 “Leadership is an effort at influencing the
actions of the individuals through proper communication process which will result in achieving
towards goals of the organization”.
As per Shamir and Eilam-Shamir, 2018“ Leadership is a technique exercised to
accomplish organizational aims and objectives through proper direction of human assistants”.
A leader is the one who who marshals and guide their subordinate so as to achieve
particular ends. So in order to achieve predetermined goal on time it is essential for the Mark and
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Spencer company to build up proper leadership quality within the individuals. This will help in
attaining maximum profit by incurring minimum of cost.
Definition Of team building and development:
According to Aga and Noorderhavenand Vallejo 2016“Team building and development
is an essential technique of building corporate staff morale so as to modify group mechanics and
human activity”.
As per Bolden 2016“ Team building and development is an active process through which
group of individuals work with a common purpose so as to achieve specific task”.
Team building and development is necessary within the workers of Mark and Spencer so
as to improve productivity and to foster organizational growth.
Theories of Motivation
Motivation is the process of influencing the employees to get work done from them by
the way of rendering them some incentives, bonus and allowances on the basis of their
performance level. There are different theories of motivation so as to influence worker to get
work done from them. Mark and Spencer takes into consideration two important theories of
motivation name Mashlow and ERG theory of motivation which are explained below:
Mashlow theory of motivation
This theory is one of the well known theory of motivation which is based on the
human needs.(Peters, R.S., 2015) As per this theory there are five types of human needs in a
proper chronological manner which satisfy the workers of the Mark and Spencer company.
Physiological needs- These needs are the basic need in the human life. It includes food, shelter,
water and clothing. In order to increase the motivation level of the workers of the the manger of
Mark and Spencer company must decide their wage system taking into consideration that there
basic needs do get fulfilled with the pay that they receive.
Safety needs- After the physiological need get satisfied then comes the safety needs. Employees
of the Mark and Spencer requires safety of the job, secure source of income, a place to live and
many more. Its the responsibility of the manager of Mark and Spencer to provide them with such
environment so as to motivate them to work for the business concern.
Social needs- After fulfilment of both the above need then comes the social needs which include
affectionate relationship, integration with social groups and many more. Ist the responsibility of
the manager of Mark and Spencer to make there workers feel that they are just like a family
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member to the organization as employees requires the need to love and to be loved by others.
This in turn will help the workers to be motivating and to work for accomplishing organizational
goal.
(Source: Maslow’s Hierarchy of Needs, 2018)
Esteem need- The second last need as per Mashlow is the self-esteem need. It refers to the need
of respect for a person. The manger of the Mark and Spencer should not only provide their
subordinate with monetary benefits but should also render them reward and reputation within the
organization. This will motivate the workforce and will result in achieving better outcomes for
the business concern.
Self-actualization- After fulfilment of all the above needs, last comes the self-actualization need.
This need specifies the workers desire to grow and develop to his/her fullest potential. The
manger of the Mark and Spencer should provide their subordinate the opportunities to take their
decision by their own by rendering them with challenging task. This will not only help to
motivate employees but also helpful in development of the personnel growth.
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Illustration 1: Maslow’s Hierarchy of Need

ERG Theory of Motivation
This theory was developed by Clayton P. Alderfer. (Richter, G. 2015)As per this
theory there are three types of human needs which are necessary to satisfy the workers of Mark
and Spencer in order to accomplish company aims and objectives.
Existences need- Mashlow first two needs (Physiological and Safety needs) are taken into
consideration under existence need of human being. The manger of Mark and Spencer should
satisfy their existence need in order to achieve the predetermined goal of the business concern.
Relatedness need- Social and self-esteem needs are taken into consideration under relatedness
need of Alderfe. The manager of Mark and Spencer should make the employee feel that they are
the member of the company just like family members. They should create the feeling of love and
belongingness among their workers. This will help in motivating workforce in accomplishing
organizational goal.
Growth need- Last comes the growth need which takes into consideration self-actualization and
intrinsic component of esteem need of Maslow theory. The manger of Mark and Spencer should
motivate their worker to develop themselves by giving them challenging task and responsibility.
This in turn will be help in personal growth and development of the individual.
Relationship among Maslow’s Hierarchy of Needs Theory and ERG Theory of Motivation
There is a close relationship between Maslow’s Hierarchy of Needs Theory and ERG
need Theory. As the Maslow five types of human need are rephrased into three types of Alderfer
needs. Three concept form a series only in the sense of decreasing abstractness. Individual try to
satisfy their most tangible needs first and then, they shift on to the intangible needs. In this way,
series of need spirit of ERG theory is related to Maslow’s hierarchy need.
Theories of Leadership
Leadership is the quality of an respective individuals and group of individuals to
influence and escort members of an administration. (Swan, W., 2016)Leadership pertain in
making secure decisions and articulating a clear vision in order to achieve goals and rendering
followers with the cognition and tools essential to accomplish those goals. There are two types
of leadership theories undertaken by Mark and Spencer company in order to accomplish
predetermined goal on time.
Behavioural theory- Mark and Spencer takes into consideration this theory because it
mainly emphasizes on the actual behaviour of the worker within the organization. Additionally
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this theory focuses on the action of the leader not on their traits and characteristics. This theory
specifies that leader uses three skills in order to lead the workers of Mark and Spencer: technical
skills which refers to the individual knowledge about the process. Second comes the human skill
which refers to the ability to interact with people. Lastly, comes the conceptual skills which
refers to the manager ideas in order to design and implement ideas. All these skills are necessary
to be within the leader of Mark and Spencer so as to accomplish goals and objectives.
Contingency theory- This theory was developed by Fred Fiedler during 1958. As per
this theory effective leadership joint not only on the way and techniques used by the leader but
also lays emphasis on the control over the situation. (Antonakis, J. 2017)In order to achieve
successful growth the manager of the Mark and Spencer should build strong leader-member
relationship. Leader of the company should possess the ability to handle out rewards and
punishment as per the situation demand within the organization. This theory is best suited only in
those situation where group are closely supervised.
Relationship among Behavioural theory and Contingency theory
Both the theories of leadership are closely linked with one another. The leader of an
organization applies the theories as per the situation analysis. Behavioural theory is applied when
the leader have to judge their workers as per their behaviour during performing the activities.
Whereas contingency theory is applied by the Mark and Spencer as per the situation demand
whether to punish or to reward by looking at their worker performance.
Theories of Team building and development
Team building and development is an intervention which is designed to improve and
develop team performance as well as to bring best out of team.(Stout, L.A. 2017) The focus of
intervention is to work in coordination with effective communication within the members of
team so as to solve problems and to accomplish company objectives. Mark and Spencer takes
into consideration Tuckman and Kormakshi stage of team development theory in order to get
work done from employees of the organization.
Tuckman theory:
In order to grow and develop the team members of Mark and Spencer this theory
explains the four models of group development which are stated below:
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Forming:At this stage team member of Mark and Spencer begins to behave quite
independent. In addition to this they also learns about the challenges and begins to tackle the
task.
Storming: After forming stage next comes the storming stage, which signifies that at this
stage members of Mark and Spencer begins to gain each other trust. In addition to this there may
arise conflict among each other too as when they begin to raise their respective opinions.
Norming:This stage signifies that members of Mark and Spencer starts resolving their
disagreement and the spirit of corporation emerges at this stage. This take place when the team
member share common goal and are aware of competition. This help in accomplishing
organizational goal within the predetermined period.
Performing:At the stage team members of Mark and Spencer becomes more competent
and are able to tackle with situation easily without any supervision.
Adjourning: This is the last stage for team development in which the task of the team
members of Mark and Spencer get accomplished and breaking uo of team takes place so as to
assign new team.
Kormanshi and Mozenter theory:
This theory emphasizes that there are (Salas, E. and et. al 2017)fives phases in the
process of team development of Mark and Spencer company which are explained below:
Awareness:This is the first stage in order to develop team members of Mark and Spencer.
At this stage each member realizes that they all work for achieving common goal. Each member
get to known about each other as well as about the goal that are being set for them.
Conflict: In this stage team members of Mark and Spencer comes up with their respective
opinions because of which there may arise conflicts among the team members. More interaction
take place at this stage with regard to the team activities.
Corporation:This is the third stage of team development Where impressive and efficient
cooperation among the team members of Mark and Spencer takes place. In addition to this they
began to trust each other and conflict between the team members get solved at this stage.
Productivity:This is the second last phase of team development where the effort invested
by team member of Mark and Spencer is clearly visible by the way of outcomes. The
productivity is measured at this stage.
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Separation:This is the last stage of team development where the feeling of pride arises
after accomplishing the task. In addition to this at this stage end of collaboration might take
place.
Relationship between Tuckman’s and Kormanski & Mozenter Stages of Team
Development
Both the theories explains the same concepts regarding the different steps involved
during the team development process. The stages explained by Tuckman is similar to the stages
explained by Kormakshi. Both the authors says the same thing about the process involved during
team development but in different manner.
Importance of Contingency theory and ERG Theory for Mark and Spencer
Mark and Spencer takes into consideration Contingency theory and ERG theory so as to
accomplish organizational predetermined goal on stipulated time period. Both the theories has
their own importance. (Mester, B. and et. al2018)The Mark and Spencer has taken into
consideration contingency theory because this theory lays on a fact that employees should be
award and punishes as per the situation. If the employees are not working as per the rules and
regulation of the company in spite of warning them, then the company should adopt the policy of
punishing them so as to get work done from them on time. Moreover company can adopt the
policy of reward rendering so that the workers get motivated in accomplishing organizational
goal and objectives. Next the company prefer to take in to consideration ERG theory as this
theory lays on the fact about different types of needs which satisfy and motivate workers of an
organization. Some of the advantages of applying Contingency and ERG theory for Mark and
Spencer are as follows:
 Help in improving the productivity as well as to increase the efficiency of the workforce.
 Effective team development helps in achieving the desired aims and objectives within the
specified time period.
 Helps in overall development of the individuals(Kasemsap, K., 2016) by developing their
personal skills and abilities.
 Helps in building effective relationship among the members of the organization which
indirectly result in accomplishing organizational goals.
 Feelings of love and belongingness is created among the members of Mark and Spencer
when their needs are getting fulfilled.
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 As the Mark and Spencer helps in fulfilling all the needs specified by Alderfer which
indirectly help in attaining and fulfilling their personal need too. This help the workers to
motivate and help in accomplishing organizational aims and objectives within the
specified time period.
 In order to attain the positive outcome from workers the manager of Mark and Spencer
analyses the demand of their workers and fulfil it so as to get work done from them.
CONCLUSION
Overall from the above project it can be concluded that organizational behaviour matters
a lot in order to accomplish company aims and objectives. As it helps in building coordination
among the team members of an organization who helps in attaining organizational goal by proper
utilization of resources. Company needs to adopt certain types of motivation, leadership and
team building theories in order to get work done from employees on a specified time period. In
addition to this company should manage their human resources as they helps in building
goodwill of the company.
REFERENCES
Books and Journals
Aga, D.A., Noorderhaven, N. and Vallejo, B., 2016. Transformational leadership and project
success: The mediating role of team-building. International Journal of Project Management.
34(5). pp.806-818.
Antonakis, J. and Day, D.V. Eds., 2017. The nature of leadership. Sage publications.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development. (pp. 143-158). Routledge.
Kasemsap, K., 2016. The role of knowledge sharing on organisational innovation: An integrated
framework. In Business intelligence: Concepts, methodologies, tools, and applications (pp. 406-
429). IGI Global.
Leary, M.R. and Baumeister, R.F., 2017. The need to belong: Desire for interpersonal
attachments as a fundamental human motivation. In Interpersonal Development. (pp. 57-89).
Routledge.
Mester, B. and et. al2018. Performance management.
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Nicholls, J.G., 2017. Conceptions of ability and achievement motivation: A theory and its
implications for education. In Learning and motivation in the classroom. (pp. 211-238).
Routledge.
Peters, R.S., 2015. The concept of motivation. Routledge.
Richter, G., Raban, D.R. and Rafaeli, S., 2015. Studying gamification: the effect of rewards and
incentives on motivation. In Gamification in education and business (pp. 21-46). Springer,
Cham.
Salas, E. and et. al 2017. Situation awareness in team performance: Implications for
measurement and training. In Situational Awareness (pp. 63-76). Routledge.
Shamir, B. and Eilam-Shamir, G., 2018. “What’s your story?” A life-stories approach to
authentic leadership development. In Leadership Now: Reflections on the Legacy of Boas
Shamir(pp. 51-76). Emerald Publishing Limited.
Stout, L.A. and Blair, M.M., 2017. A team production theory of corporate law. In Corporate
Governance.(pp. 169-250). Gower.
Swan, W., 2016. Theories of Leadership. Global Encyclopedia of Public Administration, Public
Policy, and Governance. pp.1-8.
Tannenbaum, R. and Schmidt, W.H., 2017. How to choose a leadership pattern. In Leadership
Perspectives. (pp. 75-84). Routledge.
Online
Maslow’s hierarchy of need. 2018. [Online]. Available through:
<https://www.ericsson.com/thinkingahead/the-networked-society-blog/2015/04/29/maslows-
hierarchy-of-needs-applied-to-distributed-cloud-data-centers/>.
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