NISA Case Study: Organizational Behaviour and Management Report

This report analyzes the organizational behaviour of NISA, a UK-based multinational grocery retailer. It examines how culture, power, and politics influence individual and team success (LO 1), assessing motivational theories and strategies to achieve workplace goals (LO 2). The report also explores the characteristics of effective and ineffective teams (LO 3) and applies organizational behaviour principles within the NISA context (LO 4). The analysis covers various aspects, including organizational culture, types of power, Maslow's and Herzberg's motivational theories, Vroom's expectancy theory, and team dynamics. The report utilizes figures and models to illustrate key concepts, providing insights into NISA's approach to employee motivation, team building, and overall organizational effectiveness. The report aims to demonstrate how NISA leverages organizational behaviour principles to enhance its performance and achieve consistent revenue growth, with specific attention to multicultural environment, political structures, and team cohesion.

Organizational behaviour

Table of Contents
Introduction......................................................................................................................................3
LO 1.................................................................................................................................................4
An examination of how NISA's culture, politics, and power affect individual and team success
.....................................................................................................................................................4
LO 2.................................................................................................................................................6
Assessment of how material and method theories of motivation, as well as motivational
strategies, help people achieve their goals in the workplace.......................................................6
LO 3.................................................................................................................................................8
Demonstration of an appreciation of what makes a good team and what makes a bad team......8
LO 4...............................................................................................................................................10
The application of OB principles and philosophies within the context of an entity and a
particular business situation.......................................................................................................10
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

Introduction
Culture, Power, and Politics have a disproportionate impact in shaping the organizational
structure and influencing individual actions and results. Being the manager of NISA
administration, which is a UK based multinational groceries and merchandise retailer company, I
was assigned to develop a study focused on that very organization, demonstrating the impact of
organizational strength, dynamics, and society on the organizational profile, analysis of
motivating strategies to convince the goal, presentation of a practicable cooperative path, and
implementation of ideologies and beliefs on a situation. Such aspects will indeed be productively
questioned throughout this analysis for potential effects on the organization's ability to increase
demand for the products while having consistent yearly revenue.

LO 1
An examination of how NISA's culture, politics, and power affect individual and team
success
Community, governance, and control all exert overwhelming impact in every organization.
Upper management must assess such variables in order to comprehend themselves or make
appropriate decisions. Each person, and even some communities, are affected by such an
organization's power, politics, and culture. The social environment that behaves within an
organization is referred to as organizational culture. Employees in the organization typically
have the same views, opinions, and principles that the management team has identified. A
capacity to complete any mission by every person or group of people is referred to as
organizational strength. In most situations, the boss or leader exercised control and forced others
to function for the good of the organization (Harzing and Pinnnington, 2011). Is from the other
hand, organizational power incorporates the various viewpoints of any person or party. These
considerations are assessed and mentioned following, however, according to NISA. Many
organizational forces are addressed in this section, according to John French and Bretman Raven.
Legitimate power is defined as authority derived from one's regulated profession or classification
within an organization. This form of influence is exercised by operational leaders at NISA, so
they encourage everyone to follow suit. Reward power refers to an individual’s capacity to
compensate for people. Such influence is held by NISA's key executives. Expert power is when a
person has certain expertise and training that others lack, he is said to have professional power
This authority is exercised by the yearly inspector at NISA and Coercive power is this power is
detrimental to the organizational image because it emphasizes that anyone could be disciplined
for failing to complete any mission. In NISA, this kind of force is specifically forbidden. We
may now assume that NISA's organizational strength has a beneficial effect on its workforce
because the company makes the appropriate utilization power to empower its staff to the
workforce.

Figure 1: various types of power (Source: self-made)
The Supremacy of Culture: In every company, there are four essential forms of culture. Those
that are as follows:
Figure 2: Organizational culture (Source: self-made)
Bureaucratic: The culture emphasizes efficiency, professionalism, and seamless execution
through results while retaining hegemony and power.
Legitimate
power
Reward
power
Expert
power
Coercive
power
Bureaucratic Community
Competitive Entrepreneurial

Community: Towards stronger cooperation, this environment emphasizes peoples choices
transparency and helpfulness. Workers are more concerned with building relationships than with
obeying orders.
Competitive: Although fewer fun, this atmosphere is somewhat more positive. For convincing
emphasis on clients and main objective actions, individuals obey tight guidelines of the
operations.
Entrepreneurial: This community values experimentation and innovation in the workplace.
There, effort and imagination are respected greatly.
The atmosphere at NISA is multicultural. They stick to government for the good of everyone, but
if a new initiative occurs, it adopts a communal and innovative ethos in order to be much more
creative and adventurous when launching new goods or services. For a high degree of
cooperation and competitiveness, this organization follows group ethos at its organizational
degree (Calic, Schoorman and Sharma, 2018).
The Politics of Dominance: Organizational Politics is the process of allocating property and
power to different classes Politics entails coercion of people's opinions and plenty of other
things. Politics can be both positive and negative for the organization. Where a leader's politics
are twisted, it may also be detrimental to the business. An ethical governance structure is a
diagram that represents the appropriate political policies within a given organization. The impact
of corporate culture on workplace success can be beneficial in a stable company. A negative
culture does have the inverse result: a corporate culture that does not respect professional work
has no incentive for workers to aspire for performance. NISA aims to eliminate divisive politics
because it could be detrimental to the business, and its process has a clear democratic framework
that anyone follows. Following the conversation described, we already have a better
understanding of whether history, politics, and power affect NISA and whether they attempt to
navigate the system.

LO 2
Assessment of how material and method theories of motivation, as well as motivational
strategies, help people achieve their goals in the workplace
Inspiration has a strong productive effect on persons and communities and it has certain
disadvantages. It has been demonstrated that inspired workers are more effective than
unmotivated workers since it encourages them to work even harder. Motivation is caused by
management or organisation, which is the desire or willingness to operate or perform something
with passion. Several analytical approaches to understanding corporate motivational behavior
have been investigated and developed by researchers. As NISA's manager, I'll continue analysing
some inspirational concepts in order to better appreciate the company’s present circumstance and
even how they assist achieve organizational objectives (Williams and Krane, 2015).
Maslow’s Theory:
According to this well-known principle, a person's essential requirements should be met again
from the smallest lowest to the maximum stage, requirements are fulfilled by pursuing the
structure. That concept can be used to inspire workers at NISA, as seen in the explanation
following.
Self-actualization
Self-esteem
Belongingness
Security
Physiological
criteria

Figure 3: Maslow’s Theory (Source: own-design)
o Physiological criteria: It meets all of the requirements for success. For meeting, essential
requirements NISA offers enticing compensation.
o Security: It guarantees that the person is protected against threats as well as other
adversities. Any employer at NISA is covered by NISA's insurance policy.
o Belongingness: That is where the requirement for love, approval, or intimacy is
identified. As per NISA, the workplace climate is better, and teamwork is observed there,
therefore the company often meets public needs
o Self-esteem: It is described as the fulfilment of one's own and many individuals’ honour
and respect. As management or chief, NISA meets the same need with a safe
atmosphere.
o Self-actualization: advancing one's own learning, knowledge, and imagination, as well as
performing challenging tasks. NISA provides a wide variety of career advancement
opportunities for the employees in order to improve their abilities and productivity
(Watson, 2013).
As a result, it's obvious that NISA employs the structure of human requirements to empower its
workforce.
The Two-Factor Theory of Herzberg:
Herzberg separated individual needs into two groups. Such considerations are examined here
below the support of NISA:
Employee
motivation
Hygiene
factors

Figure 4: The Two-Factor Theory of Herzberg (Source: own-design)
Employee motivation: Job satisfaction means that workers are pretty qualified, which leads to
improved results. Staff members enjoy working at NISA because of the company's culture and
motivating behaviour. Staff members are praised for prior projects; participants are given
additional roles depending on their successes, which inspires individuals; and participants do
have multiple opportunities to learn and improve their expertise
Hygiene factors: The characteristics that cause work discontent are shown in the hygiene
category Workplace incivility at NISA is small due to the low hygiene factor. The strategy,
management, safety, and monitoring of the organization are all admirable, as is the employee
engagement (Yashak et al., 2020).
As per Herzberg's two concepts, it can be concluded that NISA keeps its workers empowered
which would be the explanation for their optimum efficiency which would be the secret to
growth.
Vroom’s Theory of Expectancy:
Staff members would be inspired if Vroom's expectancy hypothesis is achieved. Individuals are
listed following, however, according to NISA:
Humans begin to believe that only by putting insufficient effort, they will achieve. Managers and
supervisors at NISA are constantly attempting to persuade workers to trust in their own
performance and efforts so that they confidence their efforts will result in growth. The next
prerequisite is that certain individuals feel they will be sufficiently compensated if those who
were efficient. It's almost, therefore, ensured at NISA that anyone who completes a mission
successfully is compensated.
According to the preceding sentence, these are some of the main reasons for NISA's performance
was whether they aim to inspire their employees to perform at the very fullest (Cole, 2015).

LO 3
Demonstration of an appreciation of what makes a good team and what makes a bad team
Coordination is the process of communicating with others in a person or culture in a harmonious
manner. When workers in a company work together effectively, they become more competent
and productive. Any procedures or criteria differentiate teams based on their efficacy or
incompetency. Because of teamwork, consensus, and shared assistance, successful teams work
collaboratively, and each partner is mindful of and responsible for both the final payment. An
inept squad, on the other hand, takes no responsibility for the job or the team tends to complete
the task, and members lack continuity and coordination. To give the appropriate use of
collaboration as a NISA boss, you must first consider some factors. The following considerations
are addressed to enhance organizational efficiency and economic growth.
A Mutual Aim or Target: In an efficient group, each participant's primary objective is much the
uniform they share shared viewpoints and are more likely to accomplish tasks correctly. The
representatives of an unsuccessful team are uncertain of the target and are unaware of it. NISA
organizes programs to ensure that all representatives of the organization have a common
understanding of their objectives, and that is its main and therefore most important criterion for a
successful squad (Mujan, 2015).
Communication: In an efficient group, clear contact is valued, and that each participant should
connect with one another as well as with the boss, both of whom are working towards the same
objective. A team that is inefficient from the other side has weak and underdeveloped
communication. In NISA, a contact framework is encouraged so that participants do not
encounter any additional obstacles in achieving their goals.
Time management: Successful team participants are aware of and control their time in order to
accomplish tasks on schedule. People of an unsuccessful group have no knowledge of control
skills much less the correctly performing assignments. As demonstrated by their chief, NISA
staffs are aware of and mindful of management skills.
Group companionship: A successful team has a strong bond among its participants and is
accessible to one another. The representatives of the unsuccessful squad, but on the other hand,

have a hostile attitude toward one another and do not get along. The inner NISA connection is
tight and durable.
Members' contributions: An successful group has representatives who each have a position or
task to perform but can benefit to the group's success Inefficient teams, but from the other side,
are not expected to perform the roles or participate in the organization; instead, single or multiple
two people on the list are expected to accomplish the work.
Team cohesion has often been valued at NISA, and they agree that a strong user can effectively
achieve progress the organization possesses the characteristics mentioned above, making them an
efficient unit (BRIDGEWATER, 2011).
Tuckman's model implementation is as follows:
NISA's template, as established by Bruce Tuckman, is described in brief elsewhere here:
Figure 5: Tuckman's model (Source: own-design)
Forming: The formation of a successful squad is the first step toward achieving the
organization's goals. The group is told by through NISA managing director. He compiles a chart
of the group’s participants and clarifies each individual's position.
Form i ng
Stor m ing
Nor m ing
Exe cu tion

Storming: This phase will guarantee progress or failures depending on whether or not
participants are conflicted. Whenever judgments in just about any organisation should be taken,
NISA gives priority to every participant's opinion so that the representatives can sense the
participation in the mission, which affects morale.
Norming: This phase strengthens the representatives' bonds and encourages them to be more
accessible with one another. The norming phase is vital throughout every organization at NISA
because it marks the official start of a mission, allowing managers to collect ideas for certain
projects and improve efficiency.
Execution: The group members execute the key mission with clear responsibility. This move
guarantees that the mission will be accomplished successfully. NISA puts a high emphasis on the
stage because its workers are passionate about their jobs and strategic planning. Managers and
staff must keep a close eye on just this point to ensure that their collectively satisfactory
objectives are met.
Tuckman's method is strictly practised by NISA in order to enhance teamwork and collaboration,
which assists in the achievement of goal achievement. Such template is followed by the company
in order to assemble some incredible groups to operate with. Supervisors or administrative
leadership will benefit from implementing this method during the storming period, where all
group participants have their insights, enabling the management to develop educated decisions.
In this company, the performing stage has been more effective. It's the final step, and the
representatives are always pleasant and transparent to one another, emphasizing the importance
of empowering workers while still ensuring the best solution inside that company. The norming
stage, just from another end, is NISA's most difficult phase since the workers are unfamiliar with
the system and find it difficult to cope if the boss or general supervisor may not comply. NISA
has the greatest amazing team director who is incompetent and has been in charge of group
growth (Berghel, 2015).

LO 4
The application of OB principles and philosophies within the context of an entity and a
particular business situation
Productive organizational behaviour emphasizes the organization’s operating strength and
integrity. To achieve its aim, NISA's actions must be systematically investigated and planned
using relevant principles and ideologies. To retain its strategic strength NISA tends to maintain
good organizational conduct. The following seem to be some organizational behaviour theories
and ideas that have been implemented to NISA:
Individuality: Uniqueness abounds in organizations since each employee has a distinct point of
view. Every employee at NISA is valued, and the company strives to maintain a healthy
behavioural atmosphere. Each representative has the opportunity to speak and share their views
here. They guarantee further organizational dysfunction by retaining uniqueness (Organisational
Behaviour: Meaning, Scope, Nature, Models & Importance, 2021).
Employee motivation: As opposed to unproductive workers, committed workers put a greater
focus on the performance of their jobs. Motivation is the key at NISA, as previously mentioned.
They assist workers in meeting their needs and demands while still keeping them productive at
the workplace.
Employee evaluation: Each wishes to be assessed equally and individually. NISA values each
person and honours them through their practice. Every organizational shtick has a value in this
field that maintains their involved in coming to work (Dennis, 2021).
Situational leadership: This strong leader is reliant, and it varies over time based on the situation.
Any kind of fixed leadership style is not welcome in this setting. NISA observes the leadership,
changing the individual department’s leaders on a regular basis if the primary operation
necessitates it. This has a significant impact on organizational behaviour.
Mutual interest: When workers express a shared interest in their jobs, morale skyrockets. NISA
guarantees that each of their employees has a common purpose, ensuring a higher-level target.

All-inclusive concept: The meaningful work rather than all notions refer to behaviour that
incorporates all of the respectable organizational behaviours. NISA employs all organizational
structures in various functions in order to achieve success.
NISA relies on organizational behaviour in order to accomplish its goals and generate more
sales, and it focuses on the above-mentioned ideas and thoughts in order to achieve the desired
behaviour. The entire company behaviour is shaped by all team role principles and principles as
well as organizational behaviour principles and ideologies. In the account of NISA, it can be
mentioned that certain problems have been identified, and they're being addressed in order for
the company to achieve its goals.
For the maximum level, of workplace engagement, NISA embraces certain organizational
behaviour principles and principles that are mentioned in the previous sections. Worker
participation is required in this business and this activity aids in achieving the maximum yearly
revenue and bolstering the strategic edge in the industry. The company uses contingent
leadership to better achieve the correct course of treatment in a new environment or
organizational circumstance. Individual identity may also obstruct the organization's positive
culture creating confusion inside the organization. About the all definition is used in an
organization; it can have an impact on how simple activities are carried out.
NISA is similar to Tuckman's team conceptual framework. The forefront of technological
innovation throughout the organisation structure is very delicate. The management committee
must provide guidance and advise to the operating division in order to avoid any problems that
may result in a reduction in productivity. The publicity and distribution section, on the other
hand, must be well-planned because this office serves as a point of contact for potential
customers. Since job performance may often stifle efficiency, NISA's management needs to
ensure that workers are properly evaluated. This will aid in the organization's behaviour
becoming more balanced. When NISA adheres to these declarations, they will be sufficient to
attain enhanced conduct, which would be critical for the company's annual profitability and cost
competitiveness (Medieval Political Philosophy (Stanford Encyclopedia of Philosophy), 2021).

Conclusion
A few of NISA's important challenges are being outlined in this analysis and therefore should be
taken into consideration by the company. Employees are prioritized in their overall
organizational behaviour, which enhances organizational performance. For even more pleasant
actions their community, politics, power, and motivational mechanisms must be assessed. Some
issues have been identified in NISA, and potential approaches have been provided, because they
must analyse and adjust these for the sake of their competitiveness, organizational performance.

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