Organisational Behaviour Report: H&M, Culture, Motivation and Power

This report delves into organisational behaviour, examining the influence of culture, politics, and power on individual and team dynamics within the context of Hennes & Mauritz AB (H&M). It explores Handy's model of organisational culture, analysing power, role, task, and person cultures, with a focus on role culture's suitability for H&M. The report also assesses the positive and negative impacts of organisational politics and outlines different types of organisational power, such as coercive, reward, legitimate, referent, and expert power, concluding that reward power is most appropriate for H&M. Furthermore, the report evaluates content theories of motivation, including Maslow's Hierarchy of Needs, to determine how motivational techniques enable effective goal achievement within an organisational setting.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Analyse how an organisation's culture, politics, and power can influence individual and
team behaviour............................................................................................................................1
Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context.......................................................5
TASK 2............................................................................................................................................8
Demonstrate an understanding of what makes an effective team, as opposed to an ineffective
team.............................................................................................................................................8
P4. Apply concepts and philosophies of OB within an organisational context and a given
business situation......................................................................................................................11
CONCLUSION..............................................................................................................................12

INTRODUCTION
Organisational behaviour can be refers as a study of human behaviours within
organisation (Wood and et.al., 2013). It includes management of behaviour of individual with
organisation as well as organisation. Organisational behaviour revolves around two fundamental
components such as nature of man and nature of organisation. It is very important to determine
group dynamics in business productivity. This study can be consider as a foundation of corporate
human resources. Understanding organisational behaviour is essential in improving skills and
efficiency of employees as well as it leads to motivating employees to achieve goals and
objective of organisation. For this report chosen company is Hennnes & Mauritz AB. This is a
Swedish multinational company which is dealing in fashionable retail sector. H&M was
established in 1947 and founder of this company is Erling Persson. Its headquarter is located in
Stackholm, Sweden and it is providing its products and services all around the world. This report
consists of various factors such as organisational culture, politics and power that influence
behaviour of individuals and team. It includes various motivational theories and techniques to
motivate employees.
TASK 1
P1. Analyse how an organisation's culture, politics, and power can influence individual and team
behaviour.
There as various factors and elements in organisation that can influence behaviours of
team and individuals. It is very essential for analysing and evaluating factors which affect
individuals and team behaviours (Coccia, 2015). In an organisation, employee and team
behaviours can be affected by various factors such as culture, politics and power. Impact of these
factors on individuals and team behaviour is mention below.
Organisational culture
This includes expectations, experiences and philosophy of organisation. Organisation
culture can be refers as components such as beliefs, assumptions, values and way of interacting
which contribute in psychological and social environment of an organisation. This includes
organisation's values, norms, vision, systems, assumptions, habits etc. all these factors have huge
impact on performance of employees as it influences behaviours of individual and team. In order
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to analyse affect of organisational culture on individuals and team behaviours Handy's model is
mentioned below.
Handy's model of organisational culture
Charles Handy has popularised four types of organisational culture such as power, role,
task and support/ person culture.
Power culture: Organisations with power culture have very strict environment. In this
organisation, power to take important decisions is held by just few individuals and they have
power to control activities of company. Organisations with power culture have flat structure as
well as fast decision making. This type of culture can have quick respond to events and it is
totally dependent on ability of person who have power.
Role culture: In this type of organisational culture, roles and responsibility to complete
certain task is divide between employees (Burrell and Morgan, 2017). Organisations with this
culture are highly controlled as everyone is aware of their role and responsibility in organisation.
This types of organisations have strong functional as well as specialised areas that is connected
with senior management at top level. Success and efficiency of these organisations is directly
dependent upon rationality of allocation of work and responsibilities rather than individual
personalities.
Task culture: It refers to organisational culture where teams are formed to complete
specific tasks. In this organisations, teams are developed in order to address particular task or
problems. This culture is very job or project oriented and different teams are formed to
accomplish task and these teams have their own specific goals and objectives. Performance of
employees and organisation is completely dependent upon teamwork. Organisation can improve
it performance and achieve targeted goals by right mixture of skills, personalities and leadership.
Person culture: This this type of culture, individual of organisation consider themselves
as unique and superior to organisation. Organisations with person culture focus on individual and
they feel themselves superior to business (Norton Zacher and Ashkanasy, 2014). These
organisation have employees who are from similar background, training and expertise. In power
culture organisations, power lies with each and every group of individuals.
By analysing all four types of organisational cultures, it is identified that role culture will
be most suitable for H&M organisation. Role can can be define as a building supported by
columns and beams. In this each columns and beams specific role and responsibilities has given.
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This type of culture will have positive impact on employees of H&M as this culture will offer
security to employees. This culture will also provide opportunities to acquire specialist expertise
and improve performance of employees.
Organisational politics
Organisational politics can be refers as usage of power in order to affect decision making
in organisation. It includes informal, unofficial efforts which influence organisation. This can be
define as pursuit of individual agendas or self interest in an organisation without regard to its
effect on organisational goals and objectives. Organisational politics can be define as a process
or behaviours in interaction of humans which involve power and authority. Politics can not be
separate from organisation because of involvement of people in business. Organisational polities
is includes in managerial decisions and it encourage hypocrisy, deal making, rumours, secrecy,
power brokers, self interest, images and so on (Lee and Lawrence, 2013). This influences
individuals as well as team behaviour in organisation. There are various reason of organisational
politics such as difference among individuals or group of people. In organisation there are
different employees with different values, preferences, perception and beliefs. Organisational
politics can have both positive and negative impact on its individuals.
 Positive organisational politics: Organisational politics can have positive impact on
individual and team behaviours. Both H&M organisation as well as management can get
various benefits from organisational politics. This will help in improving motivation of
employees. Individuals will be motivated from organisational politics with the hope that
it will not hamper their interest. Organisational politics will leads to increase in
productively of business as employees involve in organisation polices for the sake on
improving performance and productive of H&M company. Indiscipline from employees
can be resisted with the help of organisational politics. This will also influences
employees to achieve set goals and objective of organisation.
 Negative organisational politics: Politics in organisation will have negative effect on
behaviours of individuals and team. Organisational politics affect concentration of
employees from their work to other stuffs. Because of politics in organisation, employees
will develop their interest in gossips and they will find difficult to concentrate on their
work (Chumg and et.a., 2016.). It can also have negative effect on attitude of employees
towards organisation. Organisation politics will change employees attitude in achieving
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goals and objective of H&M company. Employees and individual may feel demotivated
due to organisational politics and this will directly affect performance of employees. This
will also increase stress in employees mind and it will affect health of individual as well
as its productivity in organisation.
Organisational power
This refers to authority or power of organisation which leads to delegation of task as well
as influencing employees to achieve those task in organisation. Power can be define as ability or
capability to influence other people as well as control activities. Organisational power will affect
fundamental human phenomena in their working and performance. It is a ability of organisation
to make thing happen according to organisational perspective and getting work done by its
employees (Odetunde, 2013). Organisational power is provided to some individuals who are at
high positions as well as who can take right decisions for benefit of company. This will have
huge impact on the behaviour of employees as well as teams in H&M organisation. There are
several types of power within organisation and these powers are mentioned below.
Types of power
According to social psychologist John R. P. French and Bertram H. Raven, there are five
types of power in organisation. Different type of power includes Coercive, reward, legitimate,
referent and expert power. Coercive power: This refers to ability of person to make employees follow order as well
as rules and regulations. Coercive power is based on forcing employees to obey their
orders by threatening employees if they do not comply with orders. The main objective of
this power is to completion of task or order given to employees. Reward power: This type of power refer to ability of individual to compensate others for
completion of given task. In this individuals who have power will provide ant kind of
rewards to employees for completing task effectively and efficiently (Elsmore, 2017).
Some of the most popular rewards used are raises, promotions and compliments. Legitimate power: This type of power come with the idea that individual has formal right
to make demands. Legitimate power provides ability to link certain feeling of obligation
or notion to management. In this type of power, both rewarding and punishing employees
can be seen as legitimate part of a leadership role.
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 Referent power: This type of power can be refer as a result of an individuals
attractiveness and worthiness to earn respect from others. In referent power, individual
who have this power can be consider as a role model as they have good appreciation in
their environment. Therefore this tends to influences lots of employees.
 Expert power: It refers to power which is based on high level of knowledge and
experience to take right decisions (Simons and Buitendach, 2013). Expert power is a
potential which is based on in depth knowledge of a person which leads to influence
other to obey their orders. Individual who have this power is expert in some field and
have more knowledge and information then others.
After evaluating all five types of power it can be concluded that reward power will be
most suitable for H&M organisation. This type of power will help in motivating employees to
achieve targeted goals and objectives as well as it will leads to increase in performance of
employees.
Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context
Motivation
It is basically a reason for behaving in a certain way. Motivation can be define as a
driving force which influences and stimulates individuals to sustain behaviour. This is very
important element in encouraging individual to perform in best possible manner by using their
full capability and potentials (Carlos and Paulaand,). Motivation includes is both internal as well
as external factors that stimulates energy of employees towards achieving goals and objective of
company. This will help in increase interest of individual to commit with their job and roles.
Content theories of Motivation
There are various motivational theories that help in understanding the concept of
motivation clearly. Content theories of motivation will leads to find what are those factors that
motivates an individual’s as well as what are needs and wants of employees. For motivating
employees of H&M organisation needs to carefully evaluate Maslow’s Hierachy of need.
Maslow's Hierarchy of Need
Maslow’s needs hierarchy theory was given by Abraham Maslow. This theory of
motivation is based on strengths of some needs and wants at different stages and point of time.
Maslow has provided a framework which helps in analysing strengths of need and wants of an
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individual’s when their basic needs are satisfied. These needs on an individual are arranged in a
form of hierarchy. Components of Maslow’s need hierarchy are mentioned below.
Physiological need: These needs are the basic needs of an individuals and fulfilment of
these needs are very important for survival of an individual (Dibb, 2014). A physiological need
includes air, water, food, sleep. These needs are very essential to be fulfilled to go further in
hierarchy as after satisfying basic need, individuals will be motivated for achieving other needs.
Safety need: This need includes life satisfy as well as future safety. Once a basic need of
an individual is satisfied, they tend to full fill other safety need such as shelter, safe environment
and neighbourhood, steady employment as so on. At this stage of hierarchy, an individual’s is
motivated to being free from any type of physical danger and emerges.
Social need: After satisfying physiological and safety need, an individual want to seek
social needs. Every human is a social animal so they tend to have an urge of belongingness and
acceptance in society. Social needs consist of family, friendship, affection, etc.
Esteem need: Self esteem needs is concerned with self respect, self confidence, social
recognition, being unique and personal worth. After full fill above all needs an individual will be
motivated to achieve esteem need (Katou, 2015). By satisfying these needs individual will feel a
sense of power and they will be more motivated.
Self-Actualisation need: This is the last need of an individual from Maslow’s hierarchy
of need theory. Self actualisation needs refers to maximization of individuals potential. This
needs includes overall development in intrinsic capabilities and this will be very helpful in
dealing with different real life problems.
Process theories of Motivation
These theories are very important for motivating employees as well as achieving desired
objective of organisation. It will help in enhancing psychological process or other forces which
leads to have impact on basic needs of individuals. For better understanding of process theories
of motivation, expectancy theory is mentioned below.
Expectancy theory
This theory was proposed in 1964 by Victor Vroom of Yale School of Management. This
theory of motivation majorly focuses on outcomes or results not on need and wants. Vroom
Expectancy theory states that performance of employees is based on various factors such as
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personality, skills, knowledge, experience and ability of individuals. Victor Vroom use three
variables such as expectancy, instrumentality, valence in order to explain this theory. These
variables are mention below.
Expectancy: It is refer to the faith in efforts of individuals that they will achieve desired
performance. Expectancy is a belief that performance can be increased with the increase in
efforts to attain specific goals and objectives.
Instrumentality: It is a trust that an individual will receive some rewards if they meet
with the expectation of their performance (Pennington, 2014). It is a degree through which
outcome attain in first level will meet second level out come.
Valence: It is importance of an individual’s place in order to achieve expected outcome.
Valence can be refers as value of individual place on outcomes which is based on goals, values,
need and other sources which motivates for a specific goals.
Motivation Techniques
There are various motivational techniques which can be used by H&M organisation to
motivate its employees. By motivating employees company can achieve its set goals and
objectives. Motivated employees always work more effectively and efficiently than de-motivated
employees. Some motivational techniques which can be used by company are mention below:
Creation of positive work environment- Organization can motivate its employees by
providing a positive and healthy work environment. Each and every employee of H&M wants to
work in a friendly environment with fewer conflicts and other issues in organisation. Company
should develop such strategies which lead to creating a positive work environment where
employees can concentrate on their work.
Motivating employees by providing incentives- Company can also use several
incentive methods to motivate its employees. This will help in improving performance of
employee order to achieve more incentives by performing better (Mclaggan, Botha and
Bezuidenhout, 2013). Company can offer various incentives such as extra pay, travel allowance,
bonus and other financial benefits to employees who achieve set targets.
Achievement, accomplishments and recognition- Employees can be motivated by some
specific achievements or accomplishing difficult task as well as by getting recognition in
organisation. H&M Company can also use these techniques to motivate its employees. It is very
important to celebrate achievement of organisation or when employees accomplish some
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important task for organisation. This will help in improving quality of work performed by
employees.
TASK 2
Demonstrate an understanding of what makes an effective team, as opposed to an ineffective
team
Team
Team can be referred as group of individuals with full set of complementary skills and
ability. Team is developed to achieve some specific goal and objective so it is very important
that each and every member of team have required skill and ability to achieve those targets and
goals (Boddy, 2015). Team is made up of different individuals who have different skills and
capabilities to work together in order to achieve common target and objective.
Effective team
It is a set of individuals who are able to successfully achieve set goals and objectives.
Effective team can be define as a team which is working towards achieving common goal and
share help each other to achieve objective of team so that team can perform better. Effective
team will leads to increase motivation in employees as well as productivity of company.
Ineffective team
Ineffective team can be define as a team which is not able to properly communicate with
each other as well as suffer lack of purpose. Hence these teams are not able to archive their goals
and objectives (Sarikwal and Gupta, 2013). There can be various reasons behind ineffective and
not successful team such as difference in focus of team members, unequal participation or
membership of team members. A team cannot achieve its objective when there is negativity and
conflicts between team members.
Relevance of hard skills and soft skills for effective teamwork
There are various skills which are important for successful working in team and
developing effective team that leads to achieving desired goals and objective. These skills can be
classified into two categories such as hard skills and soft skills.
Hard skills: These skills are more related to technical knowledge that is gained thorough
experience and education. Hard skills includes qualification and knowledge about certain field
such as database management, accounts, economics, maths and so on.
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Soft Skills: These skills is related to interpersonal issues which help in dealing with
people. Soft skills includes personal habits and traits that provide shapes to work. Soft skills
includes communication, empathy, critical thinking, creativity etc.
It is very important to have balance for hard skills and soft skills for effective teamwork.
A team can only effectively work and complete its task when its members have both hard skills
and soft skills (McDermott and et.al., 2013). When team have sufficient knowledge and
experience about task as well as they have communication and critical thinking skills. This will
help team to successful achieve set goals and objectives
Teamwork theory and its effectiveness
For a effective team is very difficult to develop an effective team in organisation. In order
to make an effective team company can use Tuckman teamwork theory. This theory will help in
developing successful team that can achieve set goals.
Tuckman
This theory is developed in 1965 by Bruce Tuckman. In this theory he stated five stages
of adjourning that will helpful in explaining team development and its behaviour. This theory is
based on five stages of team development that includes forming, storming, norming,performing
and adjourning. Forming: This is initial stage for team development and in this members of team are not
yet gelled with each other (Goh, Ritchie and Wang, 2017). In this, leader play as crucial
role because all team members are highly dependant on leader for guidance and direction. Storming: In this stage team members will develop some relationship with each others
and there are many chances of have conflicts in team. This is the reason why many team
fails in this stage. Every team member have their own style of work and this creates
problems in team. Norming: At this stage of building effective team, they move to norming stage. This
stage, individuals will start solving their issues and their focus is on resolving all
difference. In this stage new rules are developed in order to clarify task and
responsibility. Performing: In this stage, team will focus on increasing task and team relationships in
order to perform better. Performing stage will leads to achieving set goals and objective
of team as well as developing developing effective relationship between team members.
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 Adjourning: Tuckman has added fifth stage adjourning after performing stage in this
theory. Adjourning theory can also be refer as a deforming and mourning. Adjourning
theory is more related to people in team as well as their well being.
Team dynamic
It is refers to a psychological and unconscious forces which have direct impact on
behaviour of team as well as their performance (Mesu, Sanders and Riemsdijk, 2015). Team
dynamic is created by nature of team work as well as different personalities working in same
team.
Team member roles and behaviours
In an organisation, employees have to play various role so that they can achieve desired
targets. So for evaluating different roles of team members, Belbin's team role development
theory is used. This theory is explained below.
Belbin's team role
This model was developed by Meredith Belbin in 1981. This theory is based on the role
of team members to achieve desired goals and objectives. Team roles are designed to define and
predict potential success of team (Salas, Alegre and Fernandez, 2017). Belbin has explained nine
role of team that are categories into three different part.
Action oriented roles – This majorly focus on enhancing performance of a team as well as
putting ideas into actual actions and meeting deadlines of task. It include three roles winch are
explained below. Shaper: This role provides necessary drive within team so that they does not lose focus
and momentum. This is very helpful in challenging and dynamic environment. Implementer: This role is to develop effective workable strategy which leads to carry out
efficiently. Implementer role build practical and reliable strategies and decisions making
to complete work.
 Completer finisher: This role is related to polishing and scrutinise work errors. This role
is very effective at the end of task to provide polished and perfect task.
People oriented roles – These roles are related to bring people and ideas together so that
effective team can be build. People orientated roles are mention below.
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