Organisation and Behaviour Report: Marks and Spencer Unit 12

This report provides a comprehensive analysis of organisational behaviour, focusing on the context of Marks and Spencer (M&S). It delves into the influence of power, culture, and politics on individual and team performance, examining how these elements shape behaviour within the organization. The report explores various motivational theories, including process and content theories, and assesses their impact on employee behaviour. It further examines team dynamics, differentiating between effective and ineffective teams and discussing relevant team development theories. The application of Hofstede's Cultural Dimensions Theory is included to understand the cultural context. The report also covers the impact of organizational components on team behaviour and individual actions. Finally, the report concludes with a discussion on team development theories and their influence on workplace behaviour, providing valuable insights into the management of M&S and similar organizations. The report is well-structured, includes clear definitions, and provides examples to illustrate key concepts.

Unit 12 Organisation and
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Power, culture and politics influence on team and individuals performance and behaviour.1
M1 Organisational components influence on team behaviour and individual.......................5
LO 2.................................................................................................................................................5
P2 Process and Content motivation theories..........................................................................5
M2 The manner in which motivational theories affect behaviour ........................................7
D1 Relationship among motivation, culture, power and culture that enable organisational
success and team.....................................................................................................................7
LO 3.................................................................................................................................................7
P3 Ineffective v/s Effective team...........................................................................................7
M3 Group development and relevant team theories...............................................................9
LO 4...............................................................................................................................................10
P4 OB concepts...................................................................................................................10

M4. Concepts of OB.............................................................................................................12
D2 Team development theories that impact upon workplace behaviour.............................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisation behaviour is termed as an interface among individuals and organisation
those who operate their functioning within it. This field mainly tend towards development of
positive form of work environment and to stimulate growth of individuals in organisational
structure in well defined manner (Bharathy, A., 2018). By considering organisational behaviour
importance into workplace organisation can effectively lead towards more effective development
of their workforce. In this report, discussion has been made on Marks and Spencer. Company
offer products related to clothing, food products and home products. Organisation was
established in 1884 and offer their services worldwide. Present project include formative
discussion on, determinant of politics, culture and power upon individuals as well as team. In
addition to this, motivational theories, group development theory and team dynamics concept are
also included in this report. Further in this project difference among effective and ineffective
team has been defined along with formative application of philosophies as well as concepts of
OB in order to challenge complex corporate situations is being covered.
LO1
P1 Power, culture and politics influence on team and individuals performance and behaviour
Organisation behaviour is a strategic approach which is mainly undertaken by
organisation with an aim to gain understandability of characteristics of human behaviour and
further motivate their behaviour with the help of strategies. In this HR department of
organisation undertake key essential responsibility in which they develop positive and healthy
relationship among employees and employers as to further ensure smooth workflow operations.
It has been identified that politics, power and culture acts as key essential elements within an
organisation as they impact upon individual behaviour and performance of individuals within
organisational structure. Mentioned below these elements are further being discussed in context
with Marks and Spencer:
Culture
It is termed as basic form of values and ideologies that has been held by an organisation.
In this, HR hold key essential responsibility to offer effective working culture and provide
formative support to their employees. In relation to this, most effective method as to undertake
evaluation of diverse organisational culture is Handy's Typology. According to this, there are
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mainly 4 form of culture that can prevail in an organisation. All of these are being defined below
in context with Marks and Spencer:
Role culture: It states that manager hold the power as to allot responsibilities and task in
accordance with individuals skills and knowledge. With the help of this culture in their
organisational structure Marks and Spencer can effectively make effective increase in
performance of their employees by making them perform in a team or individually. It further
increase sense of positivity among individuals as they have allotted the roles as per according to
their likelihood. This will effectively benefit company to develop their organisation as whole.
Task culture: In this culture, organisation duly create conflict resolving group with as
aim to generate harmony in an organisation structure. With the help of Task culture Marks and
Spencer can effectively able to increase performance of individual as individual or in a team
along with effectively influencing their behaviour. As in this individual are allowed to resolve
their interpersonal issues in order to foster positive relationship among each other. This
effectively benefit them to fulfil organisational goals in timely manner . Thus, with the help of
Task culture organisation can increase performance of their employees as individually and
collaboratively while further ensuring long term sustainable growth of organisation.
Person culture: This form of culture is mainly considered as negative according to many
researchers point of view, as this culture mainly tend towards individual rather than in
organisation and team as a whole. With the adoption of person culture Marks and Spencer can
effectively able to increase performance of their employees as it allows them to develop
themselves according to requirements of organisation. While, person culture significantly
impacts upon motivational level of team, as in this individual duly consider themselves as a
superior that create negative form of work environment. This further impact upon fulfil
organisational goals in time effective manner.
Power culture: In this form of culture, power duly remain in the hands of few
individuals related to decision making. With the implementation of power culture in
organisational structure of Marks and Spencer entity may face negative impact on individuals
behavioural pattern along with team as this adversely impact upon their innovation as well as
creativity skills. Thus it has been identified that, with the adoption of power culture in their
workplace structure Marks and Spencer can face decrease in overall performance level of their
employees that further impact upon productivity of organisation.
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According to the above discussion, with the help of role culture M&S can motivate
employees and can further boost their performance of individual and collaborative basis.
Politics
It is termed as a formative process within which human interactions mainly undertake via
taking use of all-inclusive usage of power. This can be in both negative and positive manner.
This can be effectively developed by providing employees with the opportunity to employment
in rotational shifts, telecommute, flexible leaves etc. In context with Marks and Spencer, with
the help of positive politics can effectively allow organisation to increase performance of their
employees individually or in a team. While, negative form of politics may lead towards creating
negativity among organisational working structure that further impact upon decrease in
performance of team and employees. This is mainly happens because one of the most important
fact that lead towards healthy employment relation trust, missing in among workers for
organisation and for each other. This decrease their performance as team or individual in many
different ways.
It has been identified that positive politics is best suitable for Marks and Spencer can
effectively foster positive and healthy working environment for employees that simultaneously
lead towards high performance and productivity of both employees and organisation in numerous
ways.
Power
It is mainly termed as an authority which is held by an individual that belongs to organisation top
management. According to French & Raven there are mainly 5 forms of power that can be duly
exercised by leaders within organisation structure. Mentioned below all the forms of power is
being defined in context with Marks and Spencer:
Reward power: In this form of power, leaders are authorized to recognise deserving
employees within workplace structure and offer reward to them accordingly. With the
implementation of reward power Marks and Spencer can effectively able to develop positive
form of behaviour within team and individuals that further lead towards increasing their overall
performance in best effective manner.
Coercive power: In this threat of force concept is being undertaken by leaders in order to
influence teams and individuals to conduct task. In context with Marks and Spencer coercive
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power many depreciate individual and groups thinking process along with their morality. His
further affect them to accomplish their task in proper time frame.
Legitimate power:This form of power mainly relies in the hands on top managerial
persons such as owner and CEO. (Jansen and Samuel, 2014) With the adoption of legitimate
power in workplace structure of Marks and Spencer organisation can lead towards wasting
creativity skills of their employees as their ideas and point of view not taken into consideration in
order to formulate decisions. This form of behaviour lead staff to not accomplish their targets in
given framework of time.
Referent power: It is a formative ability that has been held by a leader as to cultivate
admiration as well as respect of his followers in a way that they tend towards liking him. This
effectively lead towards increasing performance of employees. In this, fictitious form of
authority is exercised by the individual which possesses the “x-factor” and characteristics to gain
the attention of other members of company. With the help of this performance of employees can
be effectively increased as they keenly work towards taking same place as leader. As with the
implementation of referent power performance of individuals within organisation decrease as it
mainly tend towards gaining power rather than to fulfil team goals.
Expert power: This form of power mainly relies in the hand of individuals those who
have certain form of specialisation in a particular field of work. With the help of expert power
organisation can effectively able to increase performance level of team as they posses expert
view with them as to perform a task. While it impacts upon individuals behavioural and output
due of the insecurity that generates among due to cognition.
It has been identified that with the help of reward power M & S can motivate employees
within organisational structure with the help of non monetary and monetary incentives.
Hofstede's Cultural Dimensions Theory
Hofstede's Cultural Dimensions Theory was coined by Geert Hofstede. As per in
accordance with this theory it has been stated that it allow organisation to have knowledge
related to differences among culture across different set of nations and to determine the manner
in which organisation perform their functions across different cultures. In simple terms, this
framework is mainly undertaken as to differentiate in between national cultures, different
cultures along with their impact upon business. Mentioned below six categories that are covered
in Hofstede's Cultural Dimensions Theory is being defined below:
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Power Distance Index:This form of power mainly tend towards high power distance that will
encourage bureaucracy, high respect and high power differences for authority and rank.
Individualism vs. Collectivism: It is mainly linked with fulfilling of collective and individual
goals. While collectivism mainly focused upon effective completion of entity goals and well as
objectives and individualism tend towards individual goals.
Uncertainty Avoidance Index: If this index is high, then it will lead towards less tolerance power
for example risk taking, strict rules and regardless and vice versa.
Masculinity vs. Femininity:It is mainly related to tough as well as tender form of situation which
is on the preference of society such as sexuality, achievement, equality, attitude and behaviour.
Long-Term Orientation vs. Short-Term Orientation: In this long term mainly focused upon
future goals and involves delaying of success for short term while short term orientation tend
towards success for short term.
Indulgence vs. Restraint: Both of these factors mainly tend towards considering society and the
extent at which society can accomplish their own set of desired. In other words, the statement
could be provided on the control made by the society on their impulse and desires.
M1 Organisational components influence on team behaviour and individual
This has been evaluated that various kinds of culture like role and task are used then it
introduce a positive sense of motivation into team as well as individuals behaviours. On another
side, implementation of pessimistic cultures such as person and power has adverse affects on
staff behaviours together as well as individually. It may be observed in relationship to politics
whereby optimistic forms enhances the healthy relationship development where as negative one
outcomes into disputes and insecurity. Moreover, the powers such as expert, reward and referent
render empowerment to staff in team and individually. Also on another side, legitimate and
coercive powers drives towards non utilisation of present innovation into team and individuals.
LO 2
P2 Process and Content motivation theories
Motivation is termed as a procedure that aid organisation to encourage their employees in
order to perform their roles in best effective manner. With the help of this Marks and Spencer
can effectively able to increase performance of their workforce that simultaneously lead towards
accomplishment of organisational targets in desired manner.
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Motivational Theories: This theory allow organisation to evaluate numerous need of
individuals and further fulfil them in order to motivate employees. In this there are numerous
form of factors that cab be consider by organisation as to motivate their workforce. In this
regard, Marks and Spencer Hr department mainly tend towards implementation of 2 motivational
theories as to effectively encourage their workforce:
Content Theory
This theory mainly consider evolution of need with time. In this context, ERG
motivation theory is one of the most effective motivational theory which is further being
discussed in context with Marks and Spencer:
ERG motivation theory
ERG motivation theory by Clayton P. Alderfer. It is mainly a content theory as it
emphasise upon needs of individuals.
Existence Needs:
It mainly include needs related to physiological and materialistic desires such as water,
food, air, clothing etc. With the help of this M & S can effectively able to motivate their
employees with the help of bonus and incentives. This significantly lead towards increase in
performance level of employees.
Relatedness Needs:
It include external and social esteem needs along with formative relations with
colleagues, family and peers. This need can be fulfil by Marks and Spencer with the help of
unofficial get-together. This allow employees to offer more effective performance.
Growth Needs:
In this needs are mainly related to requirements of an individual accordance with
organisation requirement. In this Marks and Spencer by taking advantage of training and
development benefit employees to personally develop themselves. It further allow workers to
perform their task in well effective manner that automatically increase organisation profitability.
Process Theory
This theory mainly focus upon the procedure with the help of which company can
effectively evolve with the passage of time. Adam's Equity is considered as one of the most
effective theory which is further being explained:
Adam’s Equity Theory
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This theory was coined by John Stacy Adams. As per according to the two principles
that has hold by this theory. In addition to this secondly, individuals are required to feel that they
get treated in effective and fair manner. Marks and Spencer can implement this theory with the
help of monetary and non-monetary rewards for example working hours, bonus, flexible
working hours, training etc. This effectively allow organisation to increase their as well as
employees performance in best effective manner.
M2 The manner in which motivational theories affect behaviour
With the assistance of motivational theories such Adam's Equity as well as ERG
motivation, M&S intent to influence an individuals behavioural characteristics in positive way.
This have been examine that after accomplishment of ERG, the requirements increases the
personnel motivation this drives towards lower motivation into employees to perform effectively
in future as overall requirements has been accomplished. Moreover, Adam's Equity promotes
equality within entities but it foster fair wages payment to whole staff into M&S whereby some
are more deserving in comparison to others. At the time when additional effort are considered
through particular staff are not appreciated then its impact pessimistic manner.
D1 Relationship among motivation, culture, power and culture that enable organisational success
and team
The application of optimistic culture, power as well as politics provides development of
efficacious work environment whereby persons are motivated to facilitate its great performance.
Also, the negative power, culture and politics have negative affects on whole entities. In this
context, it is suggested that M&S has assure that culture, power as well as politics continuous
into organisation are optimistic every time so the staff motivation level do not reduced.
LO 3
P3 Ineffective v/s Effective team
Team is consider as individuals group that engage in the operations of performing
responsibilities towards a common purpose. In an organisational structure there are two form of
team that are ineffective and effective team. It has been stated that effectively team include
individuals with having clear set of knowledge and work in a coordination as per according to
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task requirement. While in ineffective team individual do not have knowledge related to their
roles. Within Marks and Spencer management ensure that effective team prevails in their
structure as to execute functioning. For this organisation is necessary to have due knowledge
related to both the form of team:
Basis Effective team Ineffective team
Decision
making
In this all the team members are
allowed to have equal set of
opportunities in order to showcase
their opinions as well as views. With
the help of this company ensure
effective achievement company
targets. (The 5 elements of an effective
team. 2019).
Within ineffective team, members do
not have knowledge related to their
roles and are not provided with clear
set of direction as to accomplish task
in well defined manner.
Underlying
goals
In this firstly clear goals are defined so
that all team members effectively
operate their roles without any delay.
In this no clear goals are formed that
resulted towards confusion among
individual that further hamper
fulfilling of task as per according to
time frame. s
Team Dynamics
According to Lencioni’s central theory there are mainly 5 essential factors that are
required to be effectively consider by organisation as to develop effective form of team:
Trust: It is essential for all team member to have trust for each other as to effectively
execute organisational functioning.
Healthy conflict: Individuals are required to engage in productive form of conflicts as to
generate more innovative ideas as to accomplish task.
Commitment: It is essential for all team members to stay committed towards goals that
are framed by team as to fulfil organisational objectives.
Accountability: According to this factor, each and every employee is duly accountable
towards organisational goals as to fulfil organisational goals in best effective manner.
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Result focussed: In this factor, team members are required to relied upon predetermined
results.
Types of teams
There are numerous form of team that are developed in accordance with need and
requirement of entity:
Project team: This team is duly created with a motive to accomplish task in proper time frame.
It has been identified that Marks and Spencer regularly engage with number of project. Thus
with the formation of this team company can gain numerous set of benefits.
Functional team: In this team members mainly belongs from different business functions. It will
aid Marks and Spencer to effectively take advantage of skills and knowledge of individuals from
different backgrounds while undertaking decisions related to acquisitions, merger and addressal
of any potential threat.
Virtual team:In this team member duly perform their work from different location and connect
with each other via technologies. This benefit Marks and Spencer to increase their efficiency of
task and lead towards more developing growth.
M3 Group development and relevant team theories
The theory of Tuckman team development is applied through M&S in oder to create
dynamic coordination among individuals. For this, M&S plans to bring new product into
marketplace as well as formed project team for this, the team development stages are mentioned
below:
 Forming: Herein, person are chosen for project team as well as come together and
introduce with one another through leader in M&S.
 Storming: In this, individuals works collaboratively in M&S new project as
responsibilities are delegated to them and coordination is provide among them.
 Norming: Herein, disputes which takes place within team members so that
collaboratively they may decide the appropriate manner to introduce M&S new product
at market areas.
 Performing: Herein, actual team members performance are witnessed in order to realised
the objectives that is related with introduction of new product.
 Adjourning: Herein, project team disbursement takes place as well as members follow its
regular responsibilities into M&S.
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