Organisational Behaviour, Culture, Power & Politics at Morrison's

This report provides an analysis of organisational behaviour within Morrison's, focusing on the impact of culture, power, and politics on employee behaviour. It uses Handy's cultural typology to assess Morrison's culture, highlighting power, role, task, and person cultures. The report also examines the influence of positive and negative power, as well as office politics, on individuals and groups. Furthermore, it evaluates various motivation theories, including Maslow's hierarchy of needs and Herzberg's two-factor theory, to determine effective strategies for motivating employees. The analysis also covers process theories of motivation like Vroom’s Expectancy Theory and Adam’s Equity theory and their impact on employee performance and satisfaction. The report concludes by emphasising the importance of effective teamwork and addressing potential conflicts within teams to enhance overall organisational success.

Organisational Behaviour

INTRODUCTION
Organisational Behaviour is a concept of interacting with individual and groups in
Organisation. It is a process of understanding human behaviour in Company as people joins they
bring unique set of personal characteristics, personal background and experience from other
firms. Organisational behaviour focuses on organisation function, structure and behaviour of its
people. It helps in building relationships by achieving Organisational, people and social goals.
One of the importances of Organisational behaviour is that they bring coordination and makes
optimum utilisation of resources (Miao and et. al., 2020). The main elements in Organisational
behaviour are structure, environment, people and technology in which business operates. In
Company, the purpose of Organisational Behaviour is to develop healthy and positive relations
between people at all levels and also helps in achieving desired goals through effective
communication. The few examples of Organisational Behaviour are issue selling, constructive
change oriented communication, taking initiative and proactive socialization (Griffin and et. al.,
2020). The project is based on Organisation behaviour in which the influence of culture, power
and politics on behaviour of others are discussed and also an evaluation of how to motivate
employees in order to achieve goals are determined including the understanding of how to
cooperate effectively with others. The Chosen Firm for accomplishing this project is Morrison’s;
it is a public limited company that deals with food and drink, florist, books, clothing, petrol,
magazines and many other products. Morrison’s is one of the fourth largest supermarket chain in
UK which was founded in 1899.
TASK 1
P1
Organization culture, power and politics play an important role in affecting the overall
activity of business. The Culture of company includes norms, values and beliefs which must be
understand and followed by employees in order to stay away from any disputes and conflicts.
The brand is focusing on simplifying and speeding up to maintain culture based environment so
that their employees can collectively work together in order to achieve business goals and
objectives. Culture of Morrison’s represent that there vision statement is brief which can be
understandable by Employees. To know more about the culture of Organisation, Handy model of
Organisational culture is best and suitable theory.

Handy’s cultural typology
The model was described by Roger Harrison and Charles Handy by thinking the culture
of Organisation in practical way. They both had set four basic Organisational types which
includes people, task, power and role (Collins and et. al., 2020). Morrison’s follow Handy
Cultural typology by implementing four categories of culture that is below:
Power Culture:
In Power Culture the higher authorities of Morrison’s have a power to command and
control the activities of their employees in order to make them efficient and effective while
working in Company. In Morrison’s there are various people who have a power of authorities in
their hand and take decision for the betterment of Organisation. The Employees don’t have a
power to take decision or share their ideas they have to follow the instruction of their superiors.
Role Culture:
Role Culture defines the roles and responsibility of an individual in Morrison’s. Each
staff has their own role and responsibility which they have to follow in order to perform their
task in smooth and effective manner. The roles and responsibility are allotted according to the
qualification and experience of employees so that they can work with interest. People get power
according to the responsibility.
Task Culture:
Task Culture represents that individuals has to perform the task in order to achieve
business goals and objectives. The task can be successful when Organisation forms team having
common interest and specialization so that they can give their productive outcome in making
business successful in Market.
Person Culture:
It is important for Morrison’s to crate person culture by making their employees feel
valuable and productive so that they can know they are important part in Company. In person
culture, employees are more concerned about themselves rather than for Organisation (Erbasi,
2017). But adopting this culture have drawbacks which must be analysed as they have to suffer a
lot due to the low attachment of employees with firm and they are also not loyal for the
Organisation.
Morrison’s must adopt role culture by identifying the person according to their
specialisation and knowledge and distributing them roles and responsibility. It is an effective

culture as people know about their roles and responsibility in Organisation and they work
accordingly without creating any conflicts and issues.
Power is an authority which is delegated to person who has an ability to handle the situation
and command properly. It influences the decision of another people in Company and also allows
superiors to make effective decision for the future of Morrison’s. There is a great influence of
power on group and person. Power is divided into two forms such as positive power and negative
power. The positive power helps in improving the skills, knowledge and competencies of
employees by encouraging them to achieve the business goals and objectives. Superiors can also
assign jobs to individual according to their interest and efficiency so that they can perform well
in Morrison’s. It include rewards and recognition, appreciation, decision making powers to
subordinates and boosting motivation level of staff. The negative power discourages the
employees and also reduces their morale to perform the task due to which they don’t put their
best efforts to achieve the goals (Odor, 2018). It includes threatening to employees,
commanding, reducing motivation level and increases absenteeism. Morrison’s must focus on
allotting power to people who can use the authority wisely and in positive manner.
Politics also influences the group and individual in Organisation, it can create positive as
well as negative environment in workplace. In every Company there is an office politics which
helps in getting knowledge about the goals and need of employee. Politics also spread negativity
in firm due to which staffs are not able to work in proper manner as they get involved in the
Politics. It reduces the productivity of employees as their dedication and concentration level also
get decreased because of the dirty political environment in Office. So, Morrison’s must create
positivity in working environment without encouraging people to join politics.
TASK 2
P2
Motivation is a concept of boosting and encouraging the employees in order to increase
their efficiency and performance level so that they can give their better result in Organisation.
Morrison’s must focus on encouraging their staff to utilise their skills, knowledge and abilities in
order to achieve its goals and objectives. The HR Department of Morrison’s develop different
types of strategies and activities in order to boost the morale and confidence level of employees
so that they can adopt new things and participate in different activities of business.

Content Theories of Motivation:
Content theories of motivation include the theories which define what motivates
employees. By implementing content theories of motivation, Morrison’s must identify the factors
that can influence the abilities and behaviour of staff. The Content theories of motivation include
Maslow Hierarchy of needs, Herzberg’s two factor theory, McClelland’s theory of needs and
Alderfer’s ERG theory.
Maslow Hierarchy of Needs
The Theory depicts five main needs and requirement of employees which they want to
achieve in order to survive in competitive environment.
Illustration 1: Maslow Hierarchy of Needs, 2020
Physiological needs:
It is the basic need of staff which includes food, shelter and clothes. They earn money in
order to fulfil their basic necessities of their families and individual. Morrison’s must focus on
providing basic requirement to their employees in workplace such as drinking water, comfortable
working environment and rest rooms (Dunphy, 2016).

Safety and security need:
Safety and security need is another hierarchy of needs in which people are conscious for
their health and safety while working in Organisation. Morrison’s must provide health and safety
working environment to their staff so that they can work with effective and efficient manner with
proper dedication. The Company must also develop policies and provide health and medical
facilities to their employees in order to make them feel better while working in Morrison’s.
Social Needs:
Social need is all about love, affection and acceptance within Organisation and
employees. Morrison’s must fulfil the social needs of their employees by encouraging them to
participate in business activities, organising employee engagement programmes and recreational
activities so that staff can be recognised and know each other.
Esteem Needs:
Esteem need is also a need and requirement of employees in Company which includes
appreciation, recognition and respect from colleagues and superiors. Morrison’s formulates
policies and compensation benefits to recognise the efforts and contribution level of their
employees while achieving business goals and objectives (Enyioko, 2021). Esteem needs
include promotion, salary increment, appreciation and felicitating best performers.
Self actualisation needs:
Self actualisation is the last hierarchy of needs in which employee have a desire to
recognise their skills and abilities and also work hard in order to develop them. Morrison’s must
focus on developing and encouraging their employees to take challenges and responsibilities and
also achieve the goal at specific time period.
Herzberg’s two factor theory
The theory was formulated in order to find the root of motivation in workplace.
Herzberg’s two factor theory includes two factors such as Motivating factors and hygiene factor.
Motivating Factors:
The Motivating factors consists the element which can increase the job satisfaction and
reduces the turnover rate of employees. These factors include achievement, recognition,
responsibility, advancement and growth.
Hygiene Factors:

The hygiene factor includes company’s policies, supervision, salary, security and
remuneration which must not be ignored as it can demotivate employees and make them work
less in Organisation. Morrison’s must ensure that there must be proper hygiene factor as if they
are poor it can decrease job satisfaction among staff.
Process Theories of Motivation:
The process theory of motivation depicts how employees need and requirement impacts
the performance in order to achieve particular goals and objectives. Through implementing this
theory, Morrison’s can determine the factors that can encourage their employees to perform
better in Company (Shah, Anwar and Irani, 2017). The theories which are included in process
theory of motivation are Vroom Expectancy Theory, Skinner Reinforcement theory and Adam’s
Equity theory.
Vroom Expectancy Theory
It is a process of motivation in which the motivation level of employees gets affected by
their expectation for future. Vroom Expectancy theory includes three elements such as Valence,
Expectancy and Instrumentality. The theory says that employee’s motivation level is influenced
by how they value any reward which is known as valence. Expectancy includes how much staff
believes themselves in generating good results and Instrumentality includes believe that how
staff generates good results and achieve reward. This theory helps in providing rewards to
individual that they value and also set achievable objectives for their staff.
Adam’s Equity theory
Adam equity theory of motivation is developed to create a concept of equity and fairness
while working in Organisation. The theory says that employees get motivated when they reward
with fair and equity according to their contribution and performance in Company. If staff
perceives that their reward is not fair they get unmotivated and distressed. In this theory there are
three types of exchange relationship between employees when compared with others they are
overpaid inequity, underpaid inequity and equity. The theory helps in depicting the level of
motivation among staff in working environment. Morrison’s must focus on motivating their
employees by providing fair and equal reward according to their efforts and efficiency.

TASK 3
P3
Employees are an integral part of Organisation as they help in increasing the growth and
profitability of business. They put their efforts, abilities, capabilities and knowledge in making
business successful and accomplish the vision and mission of Organisation. The effective team
are the one who have ability to achieve the task at appropriate time without making any issues
and conflicts while working together. They also generate ideas and work collectively in order to
succeed in Market (Chan, 2021). Ineffective team is includes the group of people who are not
agreed on one thoughts and ideas. Usually conflicts and problems occur in this team due to
which they are not able to perform the task with effective and efficient manner. Morrison’s looks
for candidate who is passionate and dedicated towards their work so that they produce unique
ideas in running the departmental store and leading in Market. The Organisation also focuses on
increasing the efficiency and capabilities of their staff so that they can give their full potential
and productive output. There are different types of teams which are determined below:
Problem solving team:
Problem solving team is a group of people that focuses on solving the issues and
problems in Organisation in order to create healthy and positive working environment. The team
main purpose is to reduce the conflicts and issues in Company by solving misunderstanding and
reducing negativity. Morrison’s must have problem solving team that can handle the problems of
staff so that they can work effectively in Organisation without facing any issues while working.
The team members must support employees and ask them regularly whether they face any issues
in Company.
Virtual team:
Virtual team main role is to handle the task from various places at one time. The team has
to focus on accomplishing the task virtually by developing virtual environment and keeping
proper coordination between the groups so that work can be accomplished in effective way. The
Employees communicate with each other through emails, internet and social media sites.
Morrison’s has adopted virtual working at the time of COVID 19 and follow the online platform
in order to convey the message and instruction to employees via meeting and conferences.
Functional team:

The functional team has assigned with different roles and responsibility according to their
interest of functions. There are different types of functions played in Organisation such as human
resources, finance, marketing, sales and customer service. These are the functions of Company
which are played by different people according to their interest (Gkorezis and Petridou, 2017).
The effective team helps in achieving the target of functions so that they can gain reward and
appreciation form Superiors. In functional team, each staff has a responsibility to accomplish the
specific task in given time period. Morrison’s must divide the team according to their interest so
that they can work effectively.
Project team:
In project team an employees are divided into different teams with different task for specific
project. The project team is fragmented according to the requirement of administration. Team is
divided from different functions having skills and knowledge of project so that they collectively
work together in orders to accomplish the particular task. The project team is developed when
Company launches new product and services in its department store.
Benefits of working with team
There are various benefits which Morrison’s can gain through having effective team in
Organisation they are as follows:
Effective Communication:
Effective communication is one of the benefits which company can gain through having
effective team. It is important for the Organisation to have effective team so that they can
collectively work together in making business successful. The Communication plays vital role in
providing and conveying the message or information from one person to another (Martín-
Santana and et. al., 2020). Through proper communication Morrison’s can determine the roles
and responsibilities to each employee. It also helps in building strong relations between the
superiors and managers.
Boost Creativity and Learning:
It is also a benefit which can be gained by Morrison’s while forming a team so that they can
get creative and unique ideas to work. Creativity arises when employees work together in team
as each individual show their skills and abilities to work in different manner (Permana and et.
al., 2019). The learning capability of staff also increased as they can share their knowledge and
opinion due to which other people can learn something new while working in a team.

Tuckman and Jensen's model of team development:
It is a team development model which includes four stages such as forming, storming,
Norming and performing but late one more added that was transforming.
Forming:
It is the first stage of model in which team is formed and each and every member gets
roles and responsibilities which they have to perform in Organisation. The team members don’t
know each other in proper manner but collectively work together in order to accomplish the
business goals.
Storming:
The team members give their ideas and suggestion in this stage and interact with each
other by communicating. In this stage each individual represent their ideas which creates
competition, it must be managed properly as if it is managed badly it can be destructive for team.
In this stage relationship between the employees can be build or destroyed it depends on the
situation.
Norming:
In this stage, employees start believing to each other which creates trust among them and
also they give their bets efforts in achieving the particular task (Pradhan, Kumari and Kumar,
2017). The team recognises the contribution level of each member and also their performance is
valued.
Performing:
Performing stage is one of the stages in team development in which employees who have
enthusiasm and dedication towards their work are formed in team so that they can perform with
motivation, competence and knowledge.
Transforming:
It is the last stage of model in which Organisation provides protection and safety to their
employees while working in order to make them feel comfortable. Transforming stage includes
the members that perform their task in effective and effective manner.
Characteristics of ineffective team
Low unity of Purpose:
It is one the characteristics of ineffective team as the group has no common objectives to
accomplish.

Decisions are taken prematurely:
It is also a characteristic of ineffective team as they make decision without identifying the
real issues.
Low performance goals:
Low performance goals is another characteristic of ineffective team as they don't focus on
achieving the goals and objectives of business (Isaacs, 2018).
Difference between effective team and ineffective team
Basis of Difference Effective team Ineffective team
Meaning The team that work to achieve
the business goals and
objectives.
The team that doesn't work on
fulfilling the goals and
objectives of company.
Leadership The manager doesn't
dominates their team.
The leadership is in the hand
of chairperson.
TASK 4
P4
Organisational behaviour is a process of identifying and handling the behaviour of
employees in Company by understanding the motivational factors that can boost their
performance and efficiency while working. There are different types of motivational theories that
can help in determining the motivational factors which encourages staff to give their best
performance. Morrison’s have strong working culture which focuses on maintaining healthy and
positive working environment for their employees in order to make them comfortable and safe in
Company. The theories which must be implemented by Morrison’s increase job satisfaction
among staff.
Path Goal theory:
Path goal theory is one of the models that states leaders are flexible and work according to
the different situation by changing their style. The theory is based on leadership style that is
suitable for the employees and working environment of Organisation so that the objectives and
goals can be achieved (Chandwaskar, 2019). Main aim of the model is to increase the employee
motivation, satisfaction and empowerment so that they become valuable person in Company and

give better results to departmental store. The path goals include three basic steps such as
determining the employee and environmental characteristics, select leadership style and focus on
motivational factors that help employee to succeed.
Contingency Theory:
Contingency theory is one of the organisational theory that provide real view of
organisation and management. The contingency theory helps in explaining the specific
situational factors that can influence the relationship between dependent and independent
variables of organisational behaviour. The father of Contingency Theory is Fred Edward Fielder.
Thorough implementing contingency theory in Morrison's gets the idea for adjusting the
leadership style based on different situations.
Leadership style:
There are different types of leadership style which help in motivating and encouraging the
staff to participate and perform business activities they are as follows:
Directive-
It is a leadership style in which leader instruct and guide their team to perform the task in
effective manner. The leaders play an important role for informing the roles and responsibilities,
scheduling work and how to perform the business activities are determined.
Participative-
Participative leadership theory is another leadership style in which leader encourages their
followers to participate in decision making process and share their ideas for the betterment of
Company so that they can learn something new and get unique ideas to perform the work
(Piórkowska and Stańczyk-Hugiet, 2017).
Morrison’s must implement participative leadership style as there is an involvement of
employees in any business activities and also leaders encourage their staff to perform and share
their opinion while making any decision due to which they feel valuable and important part of
the Company.
CONCLUSION
From the above information it is being concluded that organisational behaviour helps in
determining the behaviour and action of employees while working in Company and also assess
the motivational factors that can helps in increasing the efficiency level of staff so that they can

perform well in Organisation. There are different theories and models which are applied in order
to get effective ideas for motivating employees so that they can contribute productive outcomes.

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