Marks and Spencer: Influence of Culture and Motivation Report

This report provides an in-depth analysis of organisational behaviour within Marks and Spencer (M&S), a retail company. It examines how culture, politics, and power influence individual and team performance, utilizing Handy's model of organisational culture and French & Raven's power theory. The report explores content and process theories of motivation, including Maslow's hierarchy of needs and Adam's equity theory, along with motivational techniques. It differentiates between effective and ineffective teams, discussing Belbin's team roles. The report concludes by highlighting the importance of understanding organisational behaviour for effective management and achieving business goals, using M&S as a case study to illustrate these concepts.

Understanding and
managing people in
organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Culture, politics and power influence individual and team behaviour and performance..3
TASK 2............................................................................................................................................5
P2 Content and process theories of motivation and motivational techniques for goal
achievement............................................................................................................................5
TASK 3............................................................................................................................................7
P3 What makes an effective team as opposed to an ineffective team....................................7
TASK 4............................................................................................................................................9
P4 Concept and philosophies of organisational behaviour.....................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
The managing people in an organisation assist manager to understand interplay role
among action of management, labour relations and human resources management in relations to
business strategy (Bennett, Pitt and Price, 2012). Here, organisation behaviour is defined as
study of individual performance and group and their activities within enterprise. This study
assists in examining human behaviour at work environment and determines impact on
performance, leadership, communication, motivation. The organisation chosen for given
assignment is Marks and Spencer which deals in retail sector that was founded in 1884. The
main aim of report is to discuss about influence of culture, politics and power on behaviour of
others in organisational context and ways to motivate individuals and teams to achieve goal. It
has also highlighted about team to cooperate and philosophies and concepts of organisational
behaviour to given business situation.
TASK 1
P1 Culture, politics and power influence individual and team behaviour and performance
It is very important for organisation to have proper culture, politics and power in order to
influence and team behaviour and performance (Burns and et. al., 2013). This helps in
achievement of set goal and objectives in effective and efficient manner. Marks and Spencer
follows culture, politics and power that helps in influencing individual and team performance
and behaviour. They are:
Culture
It is defined as knowledge and characteristics of specified group of language, social
habits, people, music, arts and religions. This is explained with help of Handy's model of
organisational culture which influence individual. They are:
Power Culture- The respective organisation can apply power culture which is held by
few people of business who can spread influence others. It is held by superior person having few
rules and regulation. It influences individual and team behaviour and performance to work in
proper manner by considering rules and regulations of business.
Role Culture- Employees working in Marks and Spencer has to follow roles and
responsibilities directed by their authorities. This helps in decision making of business in an

effectual manner. If each of individual knows their roles and responsibilities, then team
behaviour and performance is influenced for working in positive manner.
Task Culture- There are many problems which are arise in organisation that should be
resolved by forming team (Handy's Model of Organisational Culture, 2018). This type of team is
developed for particular problem only. In context of Marks and Spencer, it has faced issue
related to change in trends of people so with help of respective culture, problem can be solved
which helps to influence team and individual behaviour and performance towards organisation
and their activities.
Person Culture- The person working in M&S believe themselves to be superior to
perform business activities and operations. In this individual with same background, expertise
and training work together. This includes professional like lawyers and accountants. This culture
influence people to work in diligent manner for positive outcomes which change behaviour of
individual and team for positive outcomes.
After analysing of all above culture, it has concluded that respective organisation should
adopt role culture in their business as various roles and responsibilities has to be performed by
them in enterprise for achievement of goal and objectives.
Politics
It is defined as cooperation as well as conflict arises in organisation. The organisational
politics assist in dealing with competition of methods and ideas that leads to make decisions in
structure of business. This is called activity through which individual make and amends their
rules and regulations. Marks and Spencer faces both positive as well as negative politics at their
workplace. When there is positive politics then employees of Marks and Spencer will distribute
tasks among each other, motivate for better performance and increase their efficiency which
leads to improve behaviour and team performance. On the other hand, if there is negative politics
then cost will rise, attitude of employees change for work performance and increase in stress
towards work performance and organisation (What is Office Politics? Advantages and
Disadvantages, 2016). This hamper productivity and profitability of business.
Power
It is defined as control over activities and people for better work performance. Power is
hold by superior or high authority of organisation who directs other to work in proper manner for

achievement of goal and objectives. It is explained with help of French & Raven Power which
are divided into five categories such as:
Coercive Power- This power is used by respective organisation in order to make their
employees to perform work forcefully (Five Forms of Power (French & Raven), 2019). It is
occurred when compliance is not fulfilled. The individual and team performance and their
behaviour is influenced as it leads to create problems, dissatisfaction to work and unhealthy
behaviour.
Reward Power- Whenever employees working in M&S perform better work then they
should be rewards with gifts, prize and other benefits which leads to create job satisfaction and
motivation for better work performance. This assists both individual and team to perform in
better manner and achieve goal of business.
Legitimate Power- This power can be used by M&S when employees perform better
work then they should be rewarded and on other side if they does not perform good work then
they should be punished (Chakraborty and Upadhyay, 2018). It leads to improve performance of
employees as well as team to work in diligent manner.
Referent Power- It is defined as ability of leader in order to influence followers in terms
of respect, affection, desire, loyalty and so on. The respective organisation can use such power
for their team and individual so that they can improve their behaviour and performance for
positive outcomes.
Expert Power- This power is required in respective organisation in order to solve
problem which requires knowledge, expertise and in depth knowledge. Such power is
appreciated by organisation and form basis of leadership style. The individual with such power
can resolve performance of team and influence them in best manner.
After analysis of various types of power, it has concluded that respective organisation has
to adopt legitimate power which leads employees to work in proper manner for positive
outcomes. This power provide both reward as well as punishment to their working force.
TASK 2
P2 Content and process theories of motivation and motivational techniques for goal achievement
Motivation

It is defined as procedure of stimulating individual to accomplish goal along with
considering desires, drives, wants within people (Cheese, 2016). The theories of motivation are
as follows:
Content Theory of Motivation
This theory focus on what motivates employees and includes various theories such as
Herzberg two factor, Maslow's need hierarchy and so on. Marks and Spencer has explained
Maslow' hierarchy need theory which contains five needs such as:
Physiological Need- The employees working in M&S should be provided with
physiological needs such as food, water, sleep, shelter and so on. These helps to achieve goal and
objectives of business in appropriate manner.
Safety and Security Need- The employees of respective organisation should be provided
with job security, safe and comfort environment, freedom from threats in order to attain goal and
objectives.
Belongingness and Love Need- All the employees who are working in M&S should be
provided with love and belongingness need so that they can perform in better manner to achieve
business goal and objectives.
Esteem Need- If working force are provided with esteem needs such as recognition,
respect, awards then they are motivated towards their organisation and work and achieve goal
and objectives.
Self-Actualization Need- It is the last stage need of individual which arises after
fulfilment of all needs. In this stage, they analyse their own potential such as doing creative
work, progress and innovation to achieve long term goals. This motivates employees of M&S for
achievement of business goal after getting all four needs.
Process Theory of Motivation
It focus on how behaviour of human are motivated and includes several theories like
Adam's equity, Victor Vroom's expectancy and so on (Content Theory and Process Theory of
Motivation, 2019). The respective organisation has applied Adam's Equity theory. This model
explains about perception of individual on how they are treated as compared to other employees
in an organisation at similar level. Motivation is influenced with helps of others rewards and own
rewards. In most of case, employees compare with pay but they should focus on equity in
distribution of rewards. This theory assist employees of M&S as it focus on distributive justice.

With the application of such theory, respective organisation can easily motivate their employees
for achievement of goal and objectives in an effective and efficient manner for positive
outcomes.
Motivational Techniques
It is very important for respective organisation to have proper motivational techniques in
order to influence their employees for better work performance. This includes providing of
incentives, appreciation, improvement, feedback and other so that they can achieve goal and
objectives of business effectively (7 employee motivation techniques and tools, 2019).
TASK 3
P3 What makes an effective team as opposed to an ineffective team
Team
It is defined as kind of organisational group of people which are members of team
(Coulson-Thomas, 2012). This is composed of members who depend on each others, work for
achievement of goals and sharing common objectives.
Difference between effective and ineffective teams
Basis of Differences Effective Team Ineffective Team
Meaning It is known as effectiveness of
team which is the capacity for
accomplishment of goal and
objectives given by authority or
organisation (Craig and
Campbell, 2012).
It is defined as distrust,
conflict and reeking of
negative competition. These
leads to rise employee
turnover, absenteeism and so
on.
Group Objectives The objectives or task are
accepted, understood and clear
for achievement.
The objectives or task are
unclear and no evidence for
achievement.
Communication There is open and honest flow of
communication among each
others.
The communication took place
among few people which is
mixed of messages that is not
easily understandable by

others.
Belbin Theory
This theory was formulated by Dr Raymond Meredith who identifies roles of team. It is
very important for organisation to form successful team so that success can be achieved whereas
unsuccessful team leads to unsuccessful of business (Belbin Team Roles: Theory and Practice,
2019). This theory is divided into three roles with nine categories such as:
Action Oriented Roles- This team is formed to improve performance of team, putting
their ideas into action and meeting those within deadlines (Dawson, 2014). It has three roles such
as shaper, implementer and completed finisher. The respective organisation requires all three
types of people to perform activities and operations in an organisation for positive outcomes.
Here, shaper extrovert assumptions, implementer brings discipline to team and finisher pays
attention on small things and makes things rights.
People Oriented Roles- These role focuses on bringing new ideas and people together.
There are three types of people oriented roles such as coordinator, resource investigator and team
worker. The employees working in Marks and Spencer has to perform all types of roles such as
coordinator where they need to bring order to team, resource investigator has to develop outside
contacts and team worker should provide support to their team in diplomatic manner.
Thought Oriented Roles- They performs roles of analysing option and providing
technical expertise (Hunt, Sutton and Arlinghaus, 2013). This includes plant, monitor evaluator
and specialist. Marks and Spencer requires people with such roles for better work performance.
The plant roles staffs come up with new, innovative and ground breaking solution to problems.
Specialist of respective organisation is expert in specified subject and monitor evaluator help
team to make critical and analytical decisions in an effective and efficient manner.
Hard and Soft Skills
Hard skills are defined as measurable and teachable abilities like maths, writing, reading,
use of computer programs. Similarly, on other side, soft skills are defined as skills which help to
make individual good employees in terms of effective listening, communication, leadership,
decision making. The team and individual working in Marks and Spencer should possess both
hard as well as soft skills for achievement of business goal and objectives in an effective and
efficient manner.

TASK 4
P4 Concept and philosophies of organisational behaviour
Path Goal Theory
This theory is focused on leader style or their behaviour which fits work environment and
employee for achievement of goal and objectives (Pereira and Malik, 2015). The main purpose is
to enhance motivation of employees, satisfaction level and empowerment for making them more
productive members in an organisation. This theory was introduced in 1970 by Martin Evans and
further developed in 1971 by House. It is the best theory used by leaders in order to select
particular behaviour of employees and guide them through their path in order to achieve daily
work activities. This theory has three steps such as:
Task and Environmental Characteristics- The overcoming of obstacles is regarded as
special focus on path goal theory (Path-Goal Leadership Theory, 2015). In case if obstacle is too
strong then leader has to take step and assist their employees in order to select path around it.
The characteristics of difficult task often arise are:
 Design of Task- The respective organisation leader has to design task in an effective and
efficient manner (Redpath and et. al., 2013). For example, if work is not clear then leader
of M&S has to provide structure and support to solve it.
 Formal Authority System- The leader of M&S has to provide clear goal as per task
authority so that they can perform it in best possible manner for positive outcomes.
 Work Group- If team working in Marks and Spencer is not supportive then leader has to
be cohesiveness and espouse esprit de corps in order to provide enthusiasm, devotion and
other to all members of team.
Employee Characteristics- In order to work in highly reputed organisation such as
Marks and Spencer, employees should possess good characteristics so that goal and objectives
can be achieved in an effective and efficient manner. The leader needs to understand their
employees and according provide motivation for better work performance in an organisation.
Leader Behaviour or Style- The leader working in M&S has to adjust their style as per
task and employee characteristics so that employees are motivated towards goal and objectives.
There are four types of leadership styles which are based on two factors such as consideration
and initiating structure. In consideration there should be respect and trust and for initiating

structure, task behaviours are included such as organising, scheduling and so on. The leadership
styles includes following:
 Directive- The employees of respective organisation have to follow their leader as they
provide direction regarding what to do or not and how to perform task, coordinate work
(Taylor, Doherty and McGraw, 2015).
 Supportive- The leader has to make work easy for their employees by showing their
concern in friendly and approachable way. This is suitable when both relationships and
tasks are challenging.
 Participative- The employees working in M&S has to be participative so that they can
enhance themselves in best possible manner for positive outcomes.
 Achievement- The leader need to set challenging work for follower so that they put their
efforts in order to achieve them in best possible manner.
CONCLUSION
The above report summarised that organisational behaviour is very important in order to
run their business in an effective and efficient manner. The individual as well as team
performance is influenced through culture, politics and power of organisation. Organisation can
choose role culture to work in enterprise along with following positive politics at workplace.
Motivation play crucial role to attract large number of people to perform work by following
content and process theories of motivation. If organisation works in team then positive results
can be attained. It is very important to analyse behaviour of organisational with help of model
and perform accordingly in positive manner.

REFERENCES
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Cheese, P., 2016. Managing risk and building resilient organisations in a riskier world. Journal
of Organizational Effectiveness: People and Performance. 3(3). pp.323-331.
Coulson-Thomas, C., 2012. Talent management and building high performance
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Craig, T. and Campbell, D., 2012. Organisations and the business environment. Routledge.
Dawson, P., 2014. The processual perspective: studying change in organisations.
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dimensions research for understanding and managing recreational fisheries within a
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