Organizational Behaviour Report: Unit 12 - Marks and Spencer Analysis

This report provides an in-depth analysis of organizational behaviour, focusing on the case study of Marks and Spencer. It begins by examining the impact of organizational power, culture (Handy's culture model), and politics on individual behaviour, using models like French and Raven's power bases. The report then delves into content and process theories of motivation, including Maslow's hierarchy of needs and Adam's equity theory, to understand how to effectively motivate employees. Furthermore, it explores team-building theories, such as Tuckman's stages and Belbin's team roles, to evaluate team effectiveness. Finally, the report applies these organizational behaviour concepts, philosophies and theories to the Marks and Spencer case study, drawing conclusions about workplace dynamics and management strategies. The report aims to understand the influence of various factors on individual and team performance within the organization.

Unit 12
Organizational behaviour.

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Impact of organizational power, culture and politics on behaviour of individual.................3
LO 2.................................................................................................................................................7
P2 Content and process theory of motivation.............................................................................7
LO 3...............................................................................................................................................10
P3 Explaining team building theory for making effective team turns into ineffective team....10
LO 4...............................................................................................................................................14
P4 Applying the range of concepts of organizational behaviour..............................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Organizational behaviour of study both group and individual performance and activity
within an organization. This help to examine the human behaviour at workplace and environment
for effective performance. The present study is based on Marks and Spencer which is British
multinational retailer. That is specialist of selling high quality of home products, clothing and
food products to its customers. This report will highlight a deeper knowledge of organizational
power, culture as well as politic impact to behaviour of individual and team within the workplace
in both negative and positive manner. This covers the content and process theory of motivation
in order to motivate employees in effective manner because motivation of employees are very
important for achieving goals and objectives of company. This will also include team building
theory which are Tuckman team development theory and Belbin team role theory. This will also
highlight the path goals theory for understanding concept of organizational behaviour as well as
philosophies within the company.
LO 1
P1 Impact of organizational power, culture and politics on behaviour of individual.
An organizational culture is defined as the underlying beliefs and ways of interacting the
contribution to unique social and physiological environment of an organization. For this section,
here is select handy culture theory for explaining organizational culture influence individual
behaviour of Marks and Spencer.
Handy culture model:
Handy culture a leading authority on organizational culture, defined as a power, role, task
and person. This has the powerful effect on modern management thinking and ideas. Explanation
of four elements are as follows:
Power culture:
Power culture is refers by few individuals who have power to influence spreads
throughout the Marks and Spencer (Handy's Model of Organisational Culture, 2017). This
culture is influence and affect to employees if manage of Marks and Spencer is not get the right
power culture within the workplace, its result is unhappy employees as well as working
environment. Power of manager is unfair in that case, employees are not satisfied and not make
the highest efforts for achieving corporate goals. On the other side, if manager get right power
culture then employees are satisfied which is turn towards the commitment to corporate goals.

Power of another people is affect negatively on individual and their behaviour because powered
employees change role and task of each employee in that they are not able to understand new
work and work is not completed on time.
Role culture:
The role culture in organization is based on different rules and regulations within the
company and its follows by every individual for growth. For employees, this culture is provided
security as well as opportunity to performance needed standard is rewarded on appropriate pay
scale. However, this culture is more frustrate to employees most of the time who are power
oriented because they have to follow rules and regulations. This influence employee in the
changes of rules and regulations in negative aspects. Like if role of employee is changed by
powered employees than employee take more time to understand that work and work is not
complete on time. This change nature and behaviour of employees.
Task culture:
The task culture often if teams in organization are founded to address specific problems
and progress of projects. This culture is influence to employees of Marks and Spencer, if
manager change task as per current trends and its adoption. On the other side, if manager is not
divided work equally and proper as per their favouritism behaviour then employees are think
Illustration 1: Handy model
(Source: Handy's Model of Organisational Culture. 2017)

they are not capable and this effect to ability of employees. This impact to employees and their
works and its growth at company.
Person culture:
In Marks and Spencer with person culture, individual see themselves as a unique to the
organization (Buchanan, 2019). The company is generally exists with person culture. Another
side, other think, company is not consider their work and ability for work and take action against
of activity. In team, when people are think they are unique and no need to work hard then it
impacts to group behaviour of company and gives hard contribution to achieve goals and
objectives of Marks and Spencer.
In order to analysis how power is influence individual behaviour, for here is select
French and Raven model. This model has five bases: coercive, reward, legitimate, referent and
experts. Explanation of this model are as follows:
Coercive power:
It is based upon the concept of coercion, which mean that in Marks and Spencer. Most of
the time individuals are forced by anyone and give extra time for working against of their. It will
give impact on individual behaviour towards that person, they refuse to work in forceful
environment.
Reward power:
Illustration 2:
French and Raven's
(Source: Sources of Leadership Power - French and Raven, 2016)

This is influence people behaviour if manager of Marks and Spencer not rewards to their
follows and employee on performance base. This power is demotivate to another peoples at
workplace and gives negative impact on employees and goals.
Legitimate power:
This power is based on rule and regulations. For example, manager of Marks and Spencer
is punished to people in the same manner not punish to another for the same mistakes which
reflects misuse of power. This increase negative environment and demotivated employees within
the workplace.
Referent power:
This is based on management power who have ability to change. For example: manager
of Marks and Spencer is not approved leave of all employees and only approves their favourite
employees, it reflects a misuse of referent power (Sources of Leadership Power - French and
Raven, 2016). Through that employees highly influenced as well as they are not able to maket
hard efforts for achieving goals or objectives of company.
Expert power:
Expert power is based on the in-depth knowledge. This type of leaders have proper
knowledge to perform well at company. In the same, if leaders are not share and not guide to
employees, an against of that only guide to their favourite employees then it affects to another
employees.
Through that power is also influenced individual behaviour within the company.
Politics effect individual behaviour:
Politics within the organization is not good and effective for managing work. In this
employees are not believed in their hard-working which is depends on nasty politics to make
their great position to secure at the workplace (Effect of Politics on Organization and Employees,
2017). Politics in organization is decrease the overall productivity because some people have
right to change work of another people as per favouritism. In that employees are not feel well
and creates negative impact on working hard as well as decrease overall productivity of company
(Bunea, 2019). This will also change the attitude of employee because they think they are not
important and effective part of company another one is important. This change the attitude of
people and creates negative attitude of people towards another people who have done politics
within the organization with their favourite employees. As per that employees are demotivated

towards their work and able to give hard contribution to achieve goals and objectives of
company. This affect negatively on individual behaviour.
LO 2
P2 Content and process theory of motivation.
Motivation is the experience of desire of people and individuals at workplace in effective
manner. This creates happy and positive working environment at workplace in effective manner.
For here is select motivation theory for motivate individuals within the workplace (Huang and
et.al., 2018).
Content theory:
Maslow – hierarchy of need theory:
This shown in the pyramid which is explained individual needs from basic to upper level.
This explains how motivation is works at workplace by satisfying needs of employees are as
follows:
Physiological needs:
This involves various basic needs for human to survive like water, air, food and shelter.
These are basic needs of employees for that they do work and job in Marks and Spencer (Kanfer,
Frese and Johnson, 2017). This help to motivate employees in effective manner for achieving
goals of company. On the other side, if all the needs of employees are unsatisfied then employees
are demotivated and not give hard contribution in work. For example: if employee earn from
company maximum which is enough to purchase their basic (needs) than employees are happy
with their job and give hard contribution to achieve goals. Against of that their earning is not
enough than create negative impact and affect their work.

Safety and security:
This is refers a secure source of income and a place to live. These needs include personal
security, financial security and job security of employees at Marks and Spencer. Like if
employees are feel secure form their job then they are highly able to motivate employees in
effective manner by providing safety. On the other side, if they are not satisfied with their job
then employees are enabled to achieve organizational goals. For example: if employees get
safety and security with their job than they are ready to stay at company and give higher
contribution for work.
Belongingness and love:
This needs are refers an integrating social groups and feel a part of community at
workplace. Employees of Marks and Spencer are not satisfied with this needs then it impacts to
employee for achieving goals of company (King and Lawley, 2016). Like another employees are
Illustration 3: Maslow model
(Source: Maslow's Hierarchy of Needs, 2018)

not helped to any employee and not make integration with one particular employee then
employee is not belonged with another, and they arr demotivated then its create negative impact
on company goals. Other side, if employees are work together and with high motivation then
employee are ready to give hard efforts and contribution for achieving goals of Marks and
Spencer. For example if employee build positive relations with each employees at company then
it is effective and motivate for working. But they have not positive relations than they feel alone
and not ready for working.
Esteem needs:
Esteem needs are very important for each and every employee who are working at
workplace for achieve higher goals (Maslow's Hierarchy of Needs, 2018). Employees of Marks
and Spencer looks for respect form others, if manager is not respect to their employees then
employee are demotivated towards company goals. Other side, manager have great respect to
their employees than they are more loyal for achieve corporate goals and objectives as well as
gives higher contribution for achieve that.
Self-actualization needs:
Self-actualization needs refers individuals desire to grow and develop its fullest potential
for business. People like opportunity, challenging position and creative task. At this stage,
employees seeks for growth and look themselves at higher position at company (Mesmer-
Magnus and et.al., 2017). As per this need, if manager is provided chance to grow employee than
they are satisfied for giving hard contribution for achieve goals and objectives of company.
Process theory of motivation:
Process theory are connected with how motivation is occurs at workplace and what kind
of process can influence our motivation. In order to explain process theory of motivation here is
select Admas equity theory.
Admas equity theory:
This theory is refers with the motivation of employee by giving equal opportunity and
chance for performing task at workplace. In respect of that each employee compare their work
and take action by gaining various benefits (Mohrman and Lawler, 2017). At the Marks and
Spencer, workers are put efforts in job like education, efforts and expects to get some outcomes
such as salary, wages, promotion.

For example: in the task both the employees are gain higher advantage and same marks
then they wanted from their seniors to make result same without any favouritism (Adams equity
theory, 2016). On the other side, if manager of Marks and Spencer are treat their employees
equally than they are highly ready to give their hard contribution for achieve corporate goals.
Motivational techniques:
Rewards system:
This creates great positivity at workplace. If employees are performed same with best
outcome then employer provide rewards like either financial and non-financial rewards system.
The financial rewards are considered as bonus and incentives. On the other side, non-financial
rewards system is refers special comments in front of whole staff member and gifts. This types
of rewards are give high motivation to employee as compare with financial rewards.
LO 3
P3 Explaining team building theory for making effective team turns into ineffective team.
In the organization it is very important to turns ineffective team into effective team. In
effective team is not good for company because it creates the greater negative working
environment at workplace (Rothes, Lemos and Gonçalves, 2017). This is not good for company
Illustration 4: Admas equity model
(Source: Adams equity theory, 2016)

health and their goals. For understanding importance of effective team here is select Tuckman
and Belbin theory of team building are as follows:
Tuckman team development theory:
This theory is one of the best and more known team development theories and basis on
ideas. This has five elements forming, storming, norming, performing and adjourning are as
follows:
Forming:
This refers a guidance and direction of leaders and employees are highly dependence on
that. In that when leaders are not provided direction to their employees then it creates ineffective
team at workplace. For that leaders of Marks and Spencer have to provide proper direction to
their follower then it helps to build effective team an opposed to ineffective team at Marks and
Spencer.
Storming:
This includes decisions of manager and leaders because this is not come easily within the
group. In that leaders receive challenges for team by providing proper direction of work. But
most of the time challenges are too hard and create ineffective team (Organ, 2018). Ineffective
Illustration 5: Tuckman theory
(Source: 5 stages of team development, 2018)

team is not give hard work for goals. For that, leaders have to give proper direction to their
employees.
Norming:
At this stage leaders are clear role and responsibility of each employee as per task for
performing in the proper manner which is created great result of work. Smaller decisions
delegated to individual or small team within the group. Commitment with great unity which is
stronger are help to build effective team in against of ineffective team.
Performing:
At this all employees of Marks and Spencer are ready to perform their role as per strategy
forming, storming and norming. At their leaders of Marks and Spencer are shared vision, mission
and objective of work to employees (5 stages of team development, 2018). If leaders are shared
proper information then help to create effective team an opposed to ineffective team, if leaders
are not share proper information than it create ineffective team.
Adjourning:
At this stage is successful completed and purpose fulfilled and everyone is moved to
another things or feels goods by achieving great success at workplace by creating and building
effective team at workplace in effective manner.
For example: in the Marks and Spencer is organized one group task. In that all the
employees are performed, but they have any idea to perform. In this situation leader is guide to
employees for performance and handle those challenges. After, then they have guidance of work
with proper divided of each work in group members. Through that they are ready to perform and
achieve the best result for working.
Belbin theory:
Resource investigator:
They are responsible to check all the resources which are important for work because that
is very important and effective for completing work with best the result (Ryan, 2017). This
explores various opportunity and develop contact with another peoples for more growth within
the Marks and Spencer.
Team worker:
Team worker is properly responsible for creating effective team at workplace for
achieving more goals and objectives of company.