Organisational Behaviour Report: Marks and Spencer Case Study

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Organisational Behaviour
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Table of Contents
Introduction................................................................................................................. 3
LO1............................................................................................................................. 4
LO2............................................................................................................................. 5
LO3............................................................................................................................. 6
LO4............................................................................................................................. 8
Reference List...........................................................................................................10
Conclusion................................................................................................................ 11
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Introduction
This assignment consists of discussion on different features of culture, politic and
power have been evaluated and studied in circumstances of Marks and Spencer with
the use of relevant motivational theories and other models. Marks and Spencer is
famous and well-known brand name in United Kingdom and it is one of the largest
retailer industries internationally. Marks and Spencer is well known for its moral
toward their supplier and their product sustainability. This assignment will also
consist of how Marks and Spencer can apply the motivational theory to improve the
performance of the organization.
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LO1
P1.Analyse how an organisation’s culture, politics and power can influence
individual and team behaviour and performance.
Culture of an organisation is an issue that goes through remarkable changes and
Marks Spencer is one of the company in which organisation culture rapidly changes.
The growths as well as stability of Marks and Spencer in this modern world of
business are determined by power and politics. As politics and power is related to
leadership as well as management of the company. Power as well as politics has
been main component, which has been the reason for both victory and loss of the
organisation. Power and politics influences the management of the organisation and
the practices of leadership. It consists of authority, fund, time etc. Social
responsibility, culture of organisation, management team, and behaviour is
established in the company by Power. Politics covers the organisational culture,
structure of personnel and positions of manager in the company (Powell and Tilt,
2017).
Organisation Culture
According to the reports, it is clear that the culture of Marks and Spencer has seen
remarkable changes and it keep changing time to time. Marks and Spencer should
use Handy’s Cultural typology to analyse the model of organisation culture as it is
treated as one of the best model of organisation culture for the companies. Handy’s
have categorised is model into four cultures;
 Power culture: A limited people are allowed to enjoy the power of position is
Power Culture. These people have the authority to take important decision as
they have the power and are reflected as the important person at the place of
work (Bohm et al., 2005). These authorities of Marks and Spencer should take
the responsibility of delegating the destination of job and their employees’
responsibility
 Task culture: Culture based on the performance of the team is Task culture.
Marks and Spencer should allow their members an opportunity to take part so
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that they can provide equal contribution for achieving the goals of the
organisation (Kauppi, 2018).
 Person culture: This culture focuses on giving more importance to
employees of an organisation. This culture is not safe as employees gives
less effort for organisation goals.
 Role culture: This culture gives importance to the roles of employees. This
role is based on specialisation as well as educational qualification. Marks and
Spencer should give importance to this culture. Role culture provides an
opportunity to the employees for deciding what is best for them and according
to that selection they accept challenges.
Power
Power has the ability to to impact people toward the goals of organisation. According
to (Bertram and John 1959), power in business world is categorised into five stages
 Expert Power
 Legitimate power
 Reward power
 Coercive Power
 Referent Power
Marks and Spencer should focus on the following things in terms of power
Building Position and Personal Power: The power of position can be achieved in
three ways
 By increasing the criticality as well as centrality inside the organization
 By increasing the importance of the task of own and unit’s activities
 By attempting to define the task in order to make evaluation difficult
Personal power is achieved by advance training and giving equal involvement in
project.
Behavior of leader and Managers: The behavior of a leader should possess the
following characteristics.
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 They should see the talent of people as a resource.
 They should delegate the decision of the authorities.
 They should be capable of changing the working condition of the employees
 They should be capable of taking risk.
 They should help the people in developing
Politics
Employees who do not work hard depend on politics for securing their position.
Therefore, Politics is termed as individual irrational behavior of the place of work for
gaining advantage that is not in their control. The politics effects an organization in
many ways and Marks and Spencer should consider politics for better performance.
Here are some effects of politics in Mark and Spencer (De Vito et al., 2018).
 Politics decrease output of an individual and can affect the organization
overall production.
 An employee who focuses on politics instead of work does less work in
comparison of other worker.
 Politics create negative ambience at the place of work
 The attitude of employees is changing because of Politics
There are some tactics related to politics, which help the organization in achieving
organization goals. These Marks and Spencer should follow these tactics and are
described below
 There should be an expert influence on bargaining effort over place as well as
time to support the organization goals. The company should try to bargain in
their home territory.
 The company should try to disguise the real interest as long the can do it. This
will allow the company to achieve desirable tactics of bargaining.
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LO2
P2.Evaluate how content and process theories of motivation and motivational
techniques enable effective achievement of goals in an organisational context.
The theories of motivation are divided into two categories:
Content theory of Motivation: This theory gives focus to what, it is a traditional
theory inside the working environment and influences the practices of the
management as well as the policies but they are less accepted by the academic
circles. This theory is also termed as Theory of needs as they identify the needs and
try to relate motivation in the organisation for the accomplishment of the following
needs. This theory cannot explain what things de-motivate a person or motivate a
person.
Process theory of Motivation: This theory shows how a motivation arises rather
than what occurs to a motivation. It is also concern with what types of process
affects the motivation of the organisation.
Figure 1: Theories of Motivation
(Source: Brown and Capozza, 2016)
The content theory consists of
Maslow’s Need hierarchy
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Figure 2: Maslow’s Need of hierarchy
(Source: Dweck and Bempechat, 2017)
This theory is oldest and most popular theory, which was developed in 1950s. This
theory concentrates on five different components. Maslow made this theory in a
hierarchical order, which begins with psychological needs, then further goes to
safety, love and affection, esteem, and last is self-actualisation.
Physiological Needs: This needs consist of all the basic requirement of a human
being such as food, air, place, clothes and more. Maslow mentioned that without the
fulfilment of these articles the body as well as mind would not be functioning properly
Safety needs: After the completion of this theory, individual looks for new needs of
safety. This needs include a person want for protection as well as security. These
needs include secure income, home, health, security of the jobs, saving accounts
and more (Dicheva et al., 2018).
Belonging and love needs: After both physiological as well as safety needs love
and affection needs come into existence. This needs include love, relationship, and
friendship; want to be a part of group etc.
Esteem needs: Esteem needs means having respect, value and want are
appreciated by their members. Maslow categorised esteem needs into two types
 Low version: It refers to the requirement of respect
 High version: It refers to the requirement of self-respect.
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Self- actualisation: This need shows desire of an individual to grow as well as
develop to their maximum potential. This includes opportunities, challenge, creative
and innovative task.
ERG theory
Figure: 3 Alderfer’s ERG theory
(Source:Sabater-Miret al., 2016)
The ERG theory is classified into three different steps
Existence Needs: This need includes basic needs of a human and the basic
requirement of material. This step can also be referred as physiological needs.
Relatedness Needs: This need includes desire of a relationship, friendship, tries to
gain attention of public and wants recognition. This need also termed as social as
well as part of esteem needs.
Growth Needs: This need includes inner-development, growth of personal,
advancement and more. This need also called needs of self-actualisation and part of
esteem needs.
Achievement Motivation
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Figure 4: McClelland’s Achievement Motivation
(Source: Mangi et al., 2015)
McClelland in 1960s has categorised its theory of needs in three different types.
Achievement Motivation: This need consists of requirement of mastering skills,
achieving success and standard. The internal driver influences for doing action is
called intrinsic motivation and pressure that is used by the other prospects is called
Extrinsic Motivation.
Affiliation Motivation: This need includes love, affection, friendship, relatedness
and more. People want to be a part of social group.
Authority Motivation: This needs include control one’s task as work of employees.
This people are motivated authority. The need of success as well as leading is
important in authority plan. The status of a person as well as their prestige also
increases. These people can influence as well as control other (Grayet al., 2018).
Two-factor theory
Figure 5: Herzberg’s two-factor theory
(Source: Bohm et al., 2005)
The theory of Herzberg’s factor also called Motivation and hygiene theory. According
to these theories, there are motivational factors as well as hygiene factors, which
help in creating satisfaction of Jobs and motivate others. This also includes hygiene
factors, which creates dissatisfactions of jobs, and de-motivate the people.
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Herzberg divides the satisfaction of jobs or motivating factors into five parts
 Achievement
 Responsibility
 Recognition
 Advancement
 Work itself
Herzberg also divided the factors of hygiene as well as dissatisfaction of job into
five parts of deficiency needs
 Administration and policy of the company
 Vision as well as supervision
 Payment
 Relationship
 Condition for working
Process theory consists of
Skinner's reinforcement theory:
Figure: 6 Skinner's reinforcement theory
(Source: Camaj, 2018)
This theory mainly focuses on motivation of an individual. The principles used in this
theory are knowledge as well as causality so that the behaviour of workers are
regulated with kind of reward. This theory is not capable of assessing personality. It
focuses on the individual behaviour and tries to recognise some of the basic rules:
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 Positive behaviour reward usually is reinforced by the positive behaviour
 The negative behaviour punishment usually weakens the behaviour with
negativity.
 Behaviour stats to fade without any reward as well as punishment
Vroom's expectancy theory:
Figure: 7 Vroom's expectancy theory
(Source: Street et al., 2015)
This theory focuses on assuming the results of the behaviour from alternatives in
order to increase the pleasure and decrease the pain
Expectancy: It states that with the increase in the effort of an individual, the
performance also increases. The following thing impacts expectancy.
 The resource should be available.
 Their skills should be right for the completion of task
 The support provided should be given importance in order to accomplish the
task.
Instrumentality: It states that better performance leads to better outcomes.
Instrumentality is affected by
 There should be a clear understanding between both performance as well as
outcomes
 There should be a trust on the decision made related to outcome and
performance.
 There should be a transparency in process.
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