Analysis of Culture, Power, Politics and Motivation at Morrison's

This report provides a comprehensive analysis of organizational culture, power, and politics within Morrison's, a leading supermarket chain. It examines the influence of these factors on individual and team behavior, performance, and motivation. The report utilizes Handy's culture model to assess the existing culture and proposes the role culture as the most effective for the organization's success. It explores different bases and types of power, including coercive, expert, and referent power, and their impact on employees. The study delves into content and process theories of motivation, such as Maslow's hierarchy of needs and Adam's equity theory, and their application in the context of Morrison's. It also addresses team development models, differentiating between effective and ineffective teams, and discusses the impact of globalization and digital technology on organizational culture. Furthermore, the report clarifies philosophies and concepts of organizational behavior, providing recommendations for enhancing team performance and organizational success. The report also covers the principles of system and network theory in the context of organizational structure and communication.

ORGANIZATION
CULTURE POWER AND
POLITICS

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Organization politics, culture and power and its influence over team and individual behaviour
.....................................................................................................................................................3
Content and process theory of motivation and how it assists in attainment of goal...................7
Critical evaluation of content and process theory.....................................................................12
PART 2..........................................................................................................................................12
Effective team as opposed to ineffective team..........................................................................12
Philosophies and concept of organizational behaviour.............................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Companies are made up of materials and human resources, it is worker of a company that
transform key assets into finished products. There are key factors available in firms that affects
on business functions and operations. It includes power, organizational culture and politics that
direct impact on operational efficiencies. The current study is based on Morrison's which falls
under category of leading and most popular supermarket chain in the world. Organization cater
their services and delivery quality products across UK which makes them able to increase their
profitability and productivity. This study will explain how culture, power and politics in firm
influence over team & individual. It will describe use of process and content theories of
motivation as well as general motivational techniques in regard to chosen firm.
This assignment will justify team development model and factors that makes effective
team as opposed to ineffective group. Furthermore, it will clarify philosophies and concepts of
organizational behaviour within business context and given business situation.
PART 1
Organization politics, culture and power and its influence over team and individual behaviour
For the success of the company the most essential thing is the management of the culture
prevailing in the company. This is due to the fact that if the culture will not be good then the
employees will not be comfortable while working. For managing the culture Morrison can use
the Handy culture model. The different culture being followed under this model are as follows-
Power- this is a type of culture wherein the decision making power rest in the hands of
the few people only and the rest of the employees within the company has to follow the rules and
policies laid by the company.
Role- this is a type of culture wherein the more preference is given to the division of
roles and responsibilities based on the specialization area of the person. This includes the
analysis of the expertise and area of specialization of the person and then the work is being
allotted to them so that they can easily work.
Task- this is a form of culture wherein the more preference is given on the formulation of
team and completing the projects within the team. This is majorly because of the reason that
when the work is completed in a team then this is completed in more effective manner. This is

due to the fact that when the people work on a same project then the ideas of different people is
brought together and applied in the attainment of the common goal and business goals
Person- under this culture the employees get a feeling that they are more superior to the
company. This is due to the reason that the employees think that work cannot be done without
them and the company cannot grow without them.
It is advised to Morrison to focus on the role culture as this is a better culture for the
success and growth of the company. This is due to the fact that under this culture the employees
of Morrison are allotted that task in which they excel and they are expert. This is majorly due to
the fact that when a person gets the work in which they are good then they work with more
interest and efficiency and effectiveness. Thus, this culture that is the role culture is more
important and beneficial for the company to use as this will increase the working capability of
the employees and the company as a whole.
Impact of power on company-
Power it the capability to employ force and mobilize assets, resources and information on
behalf or preferred aim.
Bases of power-
Coercion-
It is the first base of power that implies threat of decreasing another's results. When
leader use this types of power within Morrison's it put negative impact on team as well as
individual, they do not work under pressure and from threat of being punished when they do not
complete task on timely manner (Hofmann and et.al., 2017).
Expertise-
According to this base, when leaders and manager have skills as well as knowledge that
allow them to comprehend workplace situations and provide appropriate suggestions it will cater
effective outcomes (Lee, Place and Smith, 2018). When leaders use their abilities in positive
manner they can drive people towards performing better than before.
Rewards-
Some people in a company hold power related to rewards and employee appraisal which
they can use in positive or negative way (Wrong, 2017). For example, in Morrison when
manager provide rewards to staff on basis of their skills and hard work it can work effectively,

they can motivate employees to work hard when they need a good reward in term of money or
holiday package.
Legitimacy-
Holder of this power in Morrison's is viewed as right in term of values of one affected; it
is tantamount to authority (Poole, 2020). When manager to handle any situation at work place
create rules or policies by considering point of views of staff they can lead workplace
environment effectively. It can be said that when manager lose their position in company, its
legitimacy power can instantly disappear because individual were influence by post they held
more than by manager.
Referent power-
When leaders use this power in Morrison's for workers they can influence them in ethical
manner by providing work according to their abilities and skills.
Informational power-
It consists of approval or chance workers have to gain information about inner working of
Morrison's or about connection of company to environment. When manager share information
about business with staff they can build strong bond with them and allow them to perform much
better than past few years which in return gain competitive advantages.
Types of power-
Coercive power-
It is the form of power which is also problematic and can be abused in regard to
Morrison's. Punishment and Threats are general coercive methods that put negative impact on
workers as it depends on of people how they take these things either positively or negatively
(Riasi and Asadzadeh, 2016). For example, due to threat of being punished employees can work
on time and accomplish day to day activities in effective manner. But there are some people who
misinterpret this power and take decision to switch job.
Remunerative power-
It is based on sanctions and rewards such as function of payment & fines. By providing
rewards to staff without making any differences leaders and manager influence workers in
positive manner, it is one of the best use of this power (Jaiswal, 2017).
Normative power-

It controls through allocation of intrinsic appraisal such as identification with aims,
interesting work and making a support to society. With this power manager in Morrison's can
motivate their staff as they can include people in decision making and provide all information
about how management act to respond any change in which employees contribution play vital
role.
Source of power-
Formal power-
It may cater employees access to different bases of power, certain position can be
provided little information but substantial coercive assets, while other may be catered occupant
the ability to manipulate symbols to certain norms.
Informal power--
It is where individual possess wanted or needed specific information. Within Morrison's
it comes from control over and access to info, it is short term authority that does not significantly
influence or create credibility. For example, HR manager have all info or data for employees
skills and that can give them informational power.
Expert power-
It influences wielded as outcome of expertise, knowledge or specific skills. It is derived
from possessing expertise in specific area. For example, to develop skills of workers manager
can take use of their power and develop plan related to skills development for exiting as well as
new applicants that is quite beneficial in every term.
Connection power-
It is where manager attains influence by gaining favour or easy acquaintance with
powerful person. Manager according to this source when use their power to build strong
connection in positive manner with employees without forcing them it can build inclusive work
culture at workplace.
Influence of organizational politics-
Differentiation between decisional structural, personal and organizational change as well
as organizational politics put negative impact on staff abilities and performance. When manager
use their power in negative manner and provide rewards to their favourite team instead of hard-
working group it can create negative environment around workplace, where workers feel
demotivated which in return increase high employee turnover at Morrison's. Organizational

politics related to behaviours that are outside those in which company has taken a particular
position for behaviour are intended to gain selfish. It creates ambivalent responses because
employees consider at entire procedure both positively and negatively, depending on specific
perspective they have in mind while working within Morrison's.
Digital technology and rise of globalization influence organizational culture-
The rise of Globalisation and advancement of digital technology put positive impact on
organizational culture as it drive existing and new candidates towards innovation which makes
them capable to achieve business aims and gain competitive benefits (Bogdanovich and et.al.,
2020). For example, digital technology give people chance to reach at target market without
making a lot of efforts that creates effective work culture in Morrison's. Furthermore, it can be
said that Globalization also influence positively within company culture, as it give the best
chance to become a global leader by expanding their business into new market place. This
element is defined as procedure of change, increasing interdependence and interconnections
among nation as well as economies.
Principles of system theory and network theory-
Network theory is the procedure that there are often more than two people in buyer and
seller relation and that exchange procedures take place through connection between number of
people within Morrison's and in may cases among list of varied firms (What You Need to Know
About Network Theory, 2020). Overall process is based on three principles, reciprocity, extent
with which workers do similar thins for one another, exchange, degree with which workers
perform varied activities for one another and third one is similarity between nodes of team in
company.
System theory is conceptual mode based on principles that elements parts of system can
be comprehend in context of connections between management and workers and with other
department more than in isolation.
From above analysis it has been concluded that use of varied power in company put
positive impact when leader and manager utilize appropriately within playing any politics or take
favour of specific team or individual at workplace within Morrison's.
Content and process theory of motivation and how it assists in attainment of goal
Motivation is an internal procedure that makes a individual able to move towards a aim.
It can be biological, psychological and social that moves person towards specific thing. In every

company workers need high support and effective motivation from manager and their leaders
which makes them able to enhance their performance level rather than before. Here, Maslow's
hierarchy of needs and Adam's equity theory apply in context of Morrison's.
Content theory-
Maslow's need hierarchy-
It is one of the best motivational concept or theory in psychology comprising a five tier
model of human needs, often depicted as hierarchical degrees within a pyramid (Fallatah and
Syed, 2018). From top of hierarchy upwards desire are:
Psychological needs-
This degree of needs of human behaviour shows biological needs or demand of basic
thing such that people can use to survive. When management identify their workers needs such
as home, food and accommodation, they can motivate team or individual in effective manner and
drive them towards achieving set aims as well as objective of Morrison's.
Safety needs-
This stage of Maslow's need of hierarchy is falls into category of deficiency needs. Needs
of employee while working in company is safeguard and protection from different elements and
safety of staff along with business stability. For instance, when manager provide workers all
facilities related to PF it will work magically as it help to motivate staff and retain with
Morrison's for longer.

Love & belonging-
It is the third degree of needs of workers that has to be satisfied in employees and
motivates them to perform better. For example, when the manager shows the working people the
right direction and encourages them in every way, then that is the best way of motivation.
Concern and support from management side always work effectively and encourage applicants to
act efficiently.
Esteem-
After obtaining above needs, now employee demand for further one that also motivate
them and increase their performance level. When manager give respect to their staff and show
some value to their hard work they can inspire candidates to retain with Morrison's for longer
period to time. The respect and appreciation given by the manager motivates the worker to do
good work which is quite beneficial in term of increasing productivity and profitability of
company.
Self actualization needs-
Illustration 1: Maslow hierarchy of needs five-stage model
(Source: Maslow's Hierarchy of Needs, 2020)

It is the extreme level in Maslow's hierarchy theory and refer to realization of self-
fulfilment, person's potential and seeking personal as well as professional growth. After
obtaining all needs and services accordingly self-esteem or self actualization is added to workers
who can work or perform with convenience, due to which their work becomes even better.
Hertzberg's two factor theory-
It is one of the most effective theories of motivation, it is two factor concept states that
there are some factors in work areas of companies that cause job satisfaction while another set of
factors cause dissatisfaction all of which act independently of each other (Habib, Awan and
Sahibzada, 2017).
Motivating factors-
Illustration 2: Herzberg's Motivation theory
(Source: Herzberg’s Motivator-Hygiene Theory, 2019)

When manager recognize hard work and attempt of their workers and give rewards to
them accordingly, it can act in positive manner and increase motivational level of people.
Furthermore, another motivation factor consider in this model is growth or chance given by top
authority to all people while performing in Morrison's.
Hygiene factors-
When working environment around workplace is negative for example manager take
support of their favourite team it will impact on other people who are working more than other at
same place. Working condition is one of the negative factor that decrease job satisfaction and put
negative impact on staff performance. Salary differences and Morrison's policy also put same
affect when it can be used by making differences based on work, age and gender.
Process theory-
Vroom expectancy theory-
According to this concept motivation is outcome to conscious choices' manager make that
will either increase pleasure or decrease pain. It is based on three key elements such as
Expectancy-
It is all about idea that increasing amount of hard work can increase performance at
Morrison's. When manager allocate resources equally on basis of employees skills, knowledge
and abilities they can make them able to enhance performance and productivity even better.
Instrumentality-
When leader guide their team in effective manner and cater clear directions to them it can
build strong team who are able to achieve common aim within Morrison's.
Valence-
This is the last component of concept that play vital role in employee motivation. For
instance, by providing support and respect to individuals manager within Morrison' s motivate
their team.
Adam's equity theory-
This theory is based on following assumptions for instance when workers make
contributions or inputs for which they expect some rewards as an outcome. Another assumption
is, when management compare efforts and results of one employee with those of others to rectify
inequality. It shows degree of motivation among individuals in working atmosphere. In context
of Morrison's, workers are highly motivated when they perceive to be treated fairly.

Motivational techniques-
 The best way management within Morrison's can use to motivate their staff is celebration
of milestones as well as achievements. Specially when production department has a long
term aim, celebration few milestones along work of day to day task can aid everyone of
group to stay connected to work and concentrate on wide aim.
 Manager can help motivate work of their team and indviduals by validating their hard
work and show appreciation in person, in terms of expressions and compliments of
gratitude usually have the most affect on their fashion.
Critical evaluation of content and process theory
From above discussion it has been critically evaluated that content theories is quite
different from process theories. Maslow's hierarchy of needs and Hertzberg's two factor theory
emphasizes on explanation for changing people needs frequently while process theories such as
Vroom and Adman's focuses on psychological procedures which affect motivation with regard to
aims, expectation and perception of equity among applicants of Morrison's. With process
theories management obtain trust and high commitment of workers for achieving set aims, it
caters strong bond. On the other hand, content theories is quite easy to use as it allow getting in
depth knowledge about needs of workers which is very important and beneficial for manager. It
makes them more capable to create policies and design practices accordingly.
Conclusion-
From above analysis it has been identified that Maslow's hierarchy of needs, Vroom
expectancy theory, Adman's and Hertzberg's two factor theory play vital role in Morrison's as it
help to motivate team and individuals in different ways.
PART 2
Effective team as opposed to ineffective team
The most important thing that makes an effective team is team work and collaborative
practice. The effective team always works together and respects each other so much On the other
hand, it can be said that ineffective team is less prepared to work with members and do not agree
other opinions in effective manner. Effective team is very conscious of their own operations and
ineffective team tends to avoid any discussion of their own tasks (Gilal, 2020).
Different form of organizational team-

Within any company there are varied types of team accessible who are accountable for
different roles & accountabilities. Functional team is accountable for managing external and
internal operations and relationship of specific department of firm. Problem solving team is able
to solve issues of workers related to workplace in effective manner and another team is project
teams who allocate day to day task and manage consumers relations of Morrison's.
Technology impact on organizational teams-
This factor put positive impact on functional, problem-solving and project teams as it
allow them to do their roles in effective manner with better speed.
Team dynamics and team work-
Group is a collection of individual with purpose or some general characteristics, it
consists of any number of people.
Team is group of skilled applicants or players forming one side in competitive
environment.
Tuckman's team development model-
Forming-
This stage impact on individual development in effective manner because here, people
within Morrison's meet with other employees and introduce theme selves which makes them able
to share information that help in development of staff.
Storming-
At this phase leaders in company creates clear vision in front of employees and give them
different task that will enhance performance even better and help in individual development.
Norming-
When manager and leader provide information about different roles and responsibilities
to all workers it can make people capable to complete their work accordingly which also aid in
their professional & personal development.
Performing-
When the employees get to know each other very well and find out what they have to do,
they become well matured and able to perform towards achieving Morrison's objectives.
Belbin's typology for managing effective team-
Resource investigator- A person with this role explore accessible options and negotiate
for assets on behalf of team (HURST, RUSH and WHITE, 2017).

Team worker- In effective team all members provide good support to accomplish work
on timely manner.
Co-ordinator- It is a person who take on traditional team leader role and have also been
referred to as owner of company, they provide access to implement policies that relate to work
management.
Planner- by making effective plans and strategies manager manage workers performance
and activities.
Monitor evaluator- Manager also play role as evaluator, they monitor hard work of
effective team and create plan for ineffective team to enhance their performance like other have.
Specialist- person with this role brings in depth information or knowledge of important
areas of team.
Shaper- Manager is the person who challenge team to improve their skills. By providing
different challenge they can manage effective team.
Implementer- Leader play role as implementer in Morrison's they turn team concepts
and ideas into practical plans.
Completer finisher- manager see that project has been completed or not and then direct
team to do so.
Roles and skills needed for effective teams- the main role of effective team is to create
innovative idea and explore chances accessible at Morrison's. Better communication,
collaboration, decision making and problem-solving skills are required for effective teams.
Benefits and risks of teams-
With effective team Morrison's is able to gain competitive advantages because all people
in team is able to perform better. However, counterproductive nature within specific team can
cause serious issues affecting effectiveness of workers.
Philosophies and concept of organizational behaviour
Here Path goal theory is applied in context of Morrison's to resolve one conflict and that
is not enough resources. This concept is based on specifying and justifying leadership styles and
behaviours that best suited work environment and workers in order to achieve an aim and
objectives. The goal is to enhance an staff performance, motivation, increase satisfaction and
empowerment so they become more productive and important member of an company.

It identified achievement oriented, participative, directive and supportive leader
behaviours. Directive path goal justifying leaders nature refer to situations where they lets
workers know what is expected of employees and tells them how to work and complete their
tasks.
Directive leadership-
Leader with this style in company lets applicants know what is organization expected of
them. For example, firm want that workers support and contribute while implanting any types of
change at workplace. Leader gives directions and suggestion as well as schedules work
according to expectation.
Participative leadership-
This style is also effective and useful in context of above situation where leaders try to
manage performance and behaviour of workforce. With this leadership form leaders by
consulting with workers, asking suggestions and permitting them to take part in decision making
create positive and productive environment. It also works to handle overall situations in firm in
effective manner.
Supportive leadership-
Leader can adopt and use this leadership style as well which provide several benefits to
them as well as Morrison’s. They can be friendly and approachable in behaviour and show some
concern for candidate’s welfare and treating members as fairly.
Achievement oriented leadership-
With the help of this style leaders can solve issue, by setting challenging aims and
expects workers to performing at high degrees. They encourage employees and show confidence
in their abilities which is important for them as it help them to retain with company for long.
In context of chosen organization, above theory can be apply in order to solve
counterproductive nature of management which put negative impact on workplace environment
as people feel demotivated when manager take decision for work area changes without making
discussion with staff. At this situation leader must adopt the best and most appropriate leaders’s
style like supportive leadership style and support their workers to work with accessible things.
With effective leadership style leader can identify issues and then take right action which is quite
beneficial for team as well as overall business practices.

It can be said that PGT assumes that leaders in Morrison’s are flexible and that they can
modify their style according to the situation require.
CONCLUSION
From above analysis it has been concluded that there are various types of theories such as
Malsow's hierarchy of needs, Adam's, Vroom and other has been applied to motivate staff. With
the help of team development theories management can build effective team as opposed to
ineffective and manage their business operations effectively. By using their power in systematic
manner manager enhance staff performance and increase their productivity.

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