Organisational Behaviour Report: Morrison's Performance Analysis

This report provides an analysis of organisational behaviour, focusing on the influence of culture, power, and politics on individual and team performance, using Morrison's as a case study. It explores the impact of organisational structure and its elements, including work specialization and departmentalisation. The report examines both positive and negative aspects of power and politics, as well as the significance of organisational culture, including Handy's cultural models. Furthermore, it delves into motivation theories, such as Maslow's hierarchy of needs and Herzberg's two-factor theory, discussing their application in achieving organisational goals and enhancing employee satisfaction. The report concludes with an overview of effective team dynamics and the practical application of organisational behaviour concepts.

Organisational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Part 1................................................................................................................................................1
P1 Analysing how organisational culture, power and politics influence individual's and team's
behaviour and performance....................................................................................................1
P2 Applying theories of motivation and techniques that enable achievement of goals.........3
Part 2................................................................................................................................................5
P3 Demonstrating an understanding of effective team in contradiction to ineffective team. 5
P4 Application of the concepts and philosophies of organisational behaviour......................7
CONCLUSION................................................................................................................................9

INTRODUCTION
Organisational Behaviour is a group of management activities performed by an individual
focussing on understanding, prediction and controlling behaviours in work. It is the process
which shows how people act within organisation (Acker, 2012). The perception concern about
the area of study identifying how groups and individuals behaviour influence organizations. To
control people's behaviour the organisation finds a way of maintaining balance in the system.
Every organisation has some culture for setting the rules for employee's behaviour. The impact
of all these works brings improvement in the business. The reports state about the influence of
Morrison's management behaviour, culture on team behaviour and their performance. Also,
motivational theories and techniques are used to show achievement of goals and Concepts and
philosophies of Organisational behaviour within an organisational context is discussed in the
report.
Part 1
P1 Analysing how organisational culture, power and politics influence individual's and team's
behaviour and performance.
Organisation nowadays has become a combination of culture, power and politics.
Individuals not only think of completing the tasks but there are many other things that need to be
taken care of. The behaviour of organisation with an individual influence their daily operations.
The impact that power and politics have on the firm reflects its culture.
Organisational structure of any company main component in day to day operations. It is
used to define how tasks are divided and distributed among people. Work specialization,
departmentalisation, chain of command, spans of control, centralization and decentralisation are
the six elements that should be considered while designing organisational structure. Culture,
power and politics of an organisation directly reflects these components of organisational
structure (Coccia, 2014). Power and politics place a very important role in business development
and employee's behaviour. The impact of power depends on the understanding of the employee.
They may take it as positive or negative power and then influence others in the workplace.
Politics may have influence on the power and can identify if the overall culture of the
organisation encourage completion of objectives.
Positive power:
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Positive power is the good power that encourages employee's performance, give them
freedom of making decisions, rewarding employee for good performance, and appointing more
who are skilled and has the ability to perform well. Positive power gives good vibes to
employees and team in the organisation. It builds confidence and motivation within the
employees for working harder and gain organisational objectives. They are given power to
express their views and work together in the organisation. Positive power take individual towards
positive path in order to meet the individual needs. That helps in individual development process.
Overall, this affect team building performance as well.
Negative power:
This is a type of power which negative vibes to the employees. Leaders do not respect the
employees of the organisation. The leaders order employee to complete their task by threatening
them and giving them punishment if task is not performed well or not on time. It leads the
organisation's decreased quality of production and also a great loss of turnover for the
organisation and its reputation (Kitchin, 2017). Negative power always creates dissatisfaction
among all other employees that affect overall team building performance level. Overall, this
factor affect both individual or team behaviour in terms of negative outputs. All leaders of
Morrisons required to avoid negative power over employees.
Positive politics:
Employees who knows how to use politics in the organisation creates a good culture for
the organisation and are more productive than others. Making some policies and chain of
command makes it easier for employees to work efficiently. This makes the employees and team
spend more time on quality work production. Positive politics helps to make good decision
making approach. Besides, it also helps to encourage individual confidence level as well.
Besides, good decision of an individual employee can help to build overall team behaviour.
Negative politics:
Organisation develops negativity in the workplace and that creates conflicts between
people and that affects the performance of the people. If employees are encouraged to be
dishonest or unethical towards work, the firm faces decrease in productivity and reputation.
Influence is getting carried away by anyone's behaviour, quality, attitude, etc. Influence
are also divided into types: A silent authority will not have much influence on the staff or
employees (Christina, Dainty and Waterson, 2014.). Assertiveness is another type of influence
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where one uses vocal confrontation, reminders or threats to deliver the attitude or behaviours
among other employees. Persuasion is another level of influence where logics or facts are used
by employees to influence others. Some way or the other every employee is different and all
have different thinking. So some use upward appeal which involves appealing to the owner for
behaviour change, Some use coalitions like strike to impress management. Negative politics
make individuals arrogant and demotivated from the company. Morrisons needs to apply positive
politics in order to make the positive environmental goal. It also helps to keep control better
objective performance and make the effective working goals. Company needs to avoid negative
activities within the working place.
The impacts that influences employees of the organisation are the political and power.
The result of the influence can occur in favour or against the organisation depending on the
aspect that affect them. People may go against the attitudes or behaviour of the person who tries
to rule or influence others. Also, if the person uses assertiveness in the influential technique and
if people oppose then the influencer need to compromise their terms with other businesses.
Another is compliance (Agarwal and et.al., 2012). People agree to change their attitudes and
behaviours, not only in the condition to get more benefits for the organisation and exclude
negativity. If the influential behaviour commitment is used, the people agree the influencer and
are happy to adapt the changes.
Culture
Culture is the another most important element that is required to be implemented by
culture. Great Hofstede has been given cultural dimensions model of cross culture. In which they
define that employees has been come from different work culture environment. Different culture
environment affect differently on employees that impact on individual values and work. Positive
culture influence employees towards positive manner. Besides, negative work culture influence
employees towards low performance.
Cultural theory model of Handy
It is necessary for employees to work in close relationship manner in form of proper
coordination. It helps to deliver good output, best team building and helps to achieve company
objectives in more efficient manner. Here is presenting Handy work culture model who is well
known for best philosopher in organisation culture.
Power
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This is the first component of Handy culture. Power remains in the hands of only few
members in the organisation who has responsible to take higher decision making approach. They
are one who appreciate at the workplace. Lower employees have strictly responsible to follows
the senior instructions. Sometimes manager of Morrisons take partial decision making approach
which is bad for others.
Task culture
Organisation culture is a form of team to achieve target objectives or to solve the
company issues and problems. Employees follows the company set culture. Between all common
purpose of the company goals is to make interest and specialisation come together to form a
team.
Person culture
Person culture is the culture where employee feels that they are most important for a
company. Those organisations follow person culture. Morrisons adopt the culture of person
culture to ensure employee satisfaction approach.
Role culture
Role culture where employee taken roles and responsibilities according to their
specialised area.
P2 Applying theories of motivation and techniques that enable achievement of goals
Organisation needs some sort of motivation to develop more productivity and complete
organisation's objectives. There are theories of motivation which give employees satisfaction of
job. These theories include Maslow's hierarchy of needs, Herzberg's motivator-hygiene theory
and Alderfer's existence. The motivation theories shows the ways by which employees gets
motivated and work harder for the completing the objectives of organisation and satisfy their
needs.
Maslow's hierarchy of needs:
People increases their needs and wishes about what they want in life and this theory
arranged the needs according to the priority. In order to bring satisfaction in employees, this
motivation theory brings factors which are divided in basic, physical, social, psychological needs
of human. Maslow's Hierarchy consists of:
Example: Morrisons helps to full fill employees basic needs to ensure their motivation level by
given holidays, appreciation etc.
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Physiological needs:
These are the basic needs of a human being. The needs of food, shelter and clothing
comes in necessities of people. It is basically the need without which one can't survive. So an
employee gets satisfied their basic needs are fulfilled.
Safety needs:
These are the needs which are related to the protection provided by external harm
physically. An employee's protection is company's responsibility till he is in the company. So
this is the second need after the basic one (Alessandri and et.al., 2012). In an organisation an
employee needs job security, medical security, retirement security, etc. that needs to be taken
care of. So an organisation considers these needs of an employee to give them satisfaction.
Example : Morrisons provides proper work health and safety precautions, employee insurance
etc., to make their safety needs accomplished.
Social needs:
The next is social needs which includes society, surrounding. A human is a social animal
so it is the need of human to interact with others in the surrounding so getting friendly,
interacting with others, associating with other colleagues in the company is the social needs of an
employee. Example Morrisons also creates informal employee culture to give them good
relationship goals.
Esteem needs:
This is the need of the people to get respect from others in surrounding whether in an
organisation or in society. The need of self esteem is an important part in this theory. Everyone
has a self respect so everyone work hard to earn respect from others and that is the way self
esteem needs can be fulfilled by getting acknowledged from others.
Self Actualisation needs:
It is the last need in Maslow's hierarchy of needs which comes above all. It is different
from other needs. In this a person gets to know what he actually wants to be and moves on in
finding those needs and fulfilling them. This is the stage where person leaves an impact behind
after completing this need. For example: employees at Morrisons needs promotion, awards and
self actualisation to develop self motivational level of working effectively.
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Maslow's theory of motivation is basically theory of needs that needs to be fulfilled in
order to get job satisfaction for an employee. With the basic needs they also have the need of
recognition, appreciation, acknowledged by the seniors and other members of the organisation.
Herzberg's Two factor Theory/Motivator-Hygiene:
Herzberg's two factor theory also referred as motivator-hygiene determined the good or
bad feelings among the individuals about their job. The features that bring satisfaction in job are
achievement, recognition, job, responsibility and growth. Many organisations demoralize
employees by working conditions, relationship at workplace, pay, etc. This theory was
introduced to give chances for personal growth, enrichment and recognition among their
employees. Employees should be given promotions after they complete certain levels of task as
to motivate them. They must be given recognition for special achievements. Some more
responsibility of organisation must be given to the employees to motivate them towards
organisation's goals. For example : Morrison needs to provide both hygiene and motivation
factors to develop employee satisfaction and confidence level. This theory of motivation helps to
define that which factor attract employees for better performance in the company.
Motivation in the organisation is very crucial part as success of an organisation totally
depends on working condition of the employee. If an employee is motivated and satisfied, he
will definitely put all his efforts in completing the task of the organisation leading to more
success. Hygiene is also a factor which say if the employees is good and healthy, he will always
be ready and well for performing a task and that is very important for an employee to be
satisfied. An employee needs to be motivated and hygienic for surviving and job satisfaction.
Process theories of motivation
Vroom's expectancy theory
Expectancy theory of motivation helps to individual or team to chose action of
performance. It is the rational theory of motivation that affect the overall behaviour of
employees. This includes three determining factor expectancy, instrumentality and valence.
Expectancy: this is based on individual or team work. How individual work harder to get
good results. For example Morrisons employees contribute the best efforts to make client happy
and satisfied. This work expectation helps them to achieve company goals in more appropriate
manner.
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Instrumentality: this factor based on beliefs that there is a connection between activity and
goals. If employee perform well Morrisons will give them the best effort and goals.
Valence: Degree to which a person values and the reward, the results of success.
All the three instrumental features helps to motivate employees in more appropriate
manner. All the task oriented goals helps to achieve into more appropriate manner.
Part 2
P3 Demonstrating an understanding of effective team in contradiction to ineffective team
This is to comprehend the effectiveness of a team by together relating to the practices of
ineffectiveness that are often being adopted by a team. It is with a special consideration of team
effectiveness as well as ineffectiveness in Morrison’s. For this, it is important to make a primary
understanding of a team and its constituent elements where a team is usually known to represent
a group of people operating together to attain a specifically undertaken goal. This underlies the
cooperation among those who are operating together in a group to achieve the set organisational
objectives with a common intent of accomplishing them on time.
However, a team can be either effective or ineffective, depending upon the coordination level of
the members apportioned in a group. A team together consists of several number if
characteristics that demonstrates its efficiency. This involves a sense of emotional intelligence in
each of the involved members who should also be able to communicate in a proactive manner
and with a good sense of humour (Hacker, 2017. ). A strong leadership is also required to handle
an effective team comprising with both introverts and extroverts in it. It will basically enable the
team to clearly understand the common goals and objectives that they are sharing to achieve their
intended aims.
This is for instance to discourse upon team effectiveness in Morrison’s, a vital use of effective
team building strategies are required to be used along with a conceptual framework to implement
the same. For this purpose, it is important to choose from the most effective model or theoretical
framework such as Belbin’s team building theory. This is usually being used to form an effective
team comprising 9 significant roles that are created on considering a belief of possessing
dissimilar behavioural patterns in every individual’s. On whose basis, one can choose to build a
team to become efficient in terms of performing strategically to attain the undertaken goals and
objectives.
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In accordance to the theorist who developed this model named Belbin, a team’s role showcases a
tendency to perform, contribute as well as correlate with other involved members of the team in
a specific manner. This forms an effective team where in Belbin’s theory as well, all 9 roles exist
with some sort of strengths and weaknesses in them. It defines a special characteristic of each of
the roles, involving resource investigator, team worker, coordinator, plant, monitor evaluator,
specialist, shaper, implementer and complete finisher. It is hereby important for the concerned
body who is developing a team to accordingly structure a team and arrange the members in
accordance to their explicit abilities for easily performing their assigned job roles.
In contradiction to this, there together exists some vital features of an ineffective team which is
due to certain impeding factors that largely hinders in an effective functioning of a group and are
thus needed to be resolved as soon as possible. It is with a special context of Morrison’s in which
the teams are required to be very much focussed where a deficit concentration on the undertaken
goals can lead into inefficiency. Another is the presence of an unequal membership in the team
due to imbalanced and uneven contribution of the team members. Also, a lack of unity with large
number of errors and negativity can lead to create an ineffective team. All these factors are
required to be taken into consideration to avoid building ineffective team and in turn frame
effective teams with efficient qualities in them to suitably perform in a relevant manner and
achieve productive goals.
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P4 Application of the concepts and philosophies of organisational behaviour
At the point when an association builds up a gathering, it helps in separating complete
undertaking in little exercises, which get finished with the help of made gathering. With a
specific end goal to accomplish the arrangement of targets of organization, there is prerequisite
of building up a viable group (Avery and Jing, 2011). Creating efficacious measures of gathering
conduct helps representatives in enhancing working framework and sound culture inside
organization. Representatives cooperating in organization produce high and all around
characterized consequences of business, which build up a positive effect on business tasks.
Formal – In setting of formal gathering, people have mean to achieve the specific reason
for association. Formal gatherings are shaped and worked through arrangement of guidelines and
directions. There is formal connection between colleagues. They share their parts and duties to
accomplish determined objectives of the firm. Morrisons needs to apply this OB theory into their
business practices ensuring the better organisational behaviour among all other staff.
Casual – Individuals take after well disposed approach in casual gathering. Creating
bunch is very advantageous for achieving business destinations and making obligations of
relationship among work force. This kind of gathering is for the most part created on a consider
premise because of regular interests, convictions, kinships, inclinations and so on.
According to the above discussion it has been dissected that group working and gathering
working is the powerful idea of association theory by which they can all things considered do
work and address the target in more compelling and proficient way. Team size is Smaller
gathering is more viable the bigger gathering. it is hard to decide as to what optical gathering size
may be, yet such a size would rely on the intricacy of the issues. Initiative can be characterizes as
a Formal gathering, in this it have administrators and chiefs as their pioneers. Informal group
typically select their by accord with the goal that administration assume a fundamental part when
assemble is created (Baur and Haase, 2015). Team working standards is casual rule of conduct
and a set of accepted rules that gives some request to exercises of gathering and activity of
gathering. Cooperative energy incorporates innovation and working aptitudes. It is vital that
correct part join a given gathering. Chief need to perceive that specific gathering synergism
brings or not. People If individual are devoted and intentionally mindful of their part and duties
toward the specific targets , then the gathering would be a powerful gathering. Compelling
correspondence and supervision can groups part in performing all the more well and powerful
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way. By help of open correspondence, colleague can share their thought, learning and data
through which they can by and large accomplish the objective (Chiaburu, Diaz and Pitts, 2011).
Then again compelling supervision by the group pioneer groups part in fathoming the issue and
they can get appropriate course inside the group. With help of team working in the organisation,
company can easily address the determined objective in ,more systematic and effective manner.
In addition to this, effective leadership and motivation is also very important in the organisation
by which employees motivate an encourage for higher performance and achieve goal of business
within specific time. Casual organisation behaviour make employees more productive or
impactful in terms of growing the better advancement goals. Overall, it helps to provide the best
productive mentioning task that helps Morrisons to attract better employees' satisfaction outputs.
Theories of Organisational Behaviours.
Path goal leadership theory
Path goal oriented theory helps to developed leaders perceptions towards work. It
depends upon the level of perception of an individual. Leader get influenced by different
motivations and make differentiate among the situations. This theory developed to describe
encouragements and support their followers to achieve set objectives.
Leadership styles
Directive: under this terminology. Leaders helps to give directions to their subordinates
which is expected towards good target performing goals.
Supportive: leaders must be supportive and friendly with the employees for personalise
the individual concept. This gives better outcome and welfare of the company. Morrisons needs
to apply some methods to support their employees.
Participative : all leaders must be performing in group manner. It helps to make proper descion
making approach. It helps Morrison's to take better steps towards better performance.
Contingencies
Path theory stated that all situation will be effective for company situations. It helps to
sustain the uncertain situation and take better decision making approach. This approach includes
employee characteristic, characteristic of working environment. That helps to make healthy and
positive environment within Morrison's.
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CONCLUSION
It can be concluded from the report that there are some aspects of the organisation that
thrown an impact on the performance along with the team behaviour of Morrisons. These factors
may involve culture, political factors etc., and every such factor has an influence on the
operations and processes of Morrison's. Involvement of various motivational techniques have
also been discussed in the report. Various philosophies of organisational behaviour have also
been included in the report.
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