Organisational Behaviour Report: Leadership, Motivation & Culture

This report delves into the realm of organisational behaviour, examining its core elements and practical applications. It begins with an introduction to the fundamental concepts of organisational behaviour, exploring the interplay between employee behaviour, culture, politics, and power within an organisational context, using Mark and Spencer as a case study. The report then investigates motivation theories and techniques, such as Maslow's hierarchy of needs, to understand how they drive employee performance and goal achievement. It also examines the dynamics of effective and ineffective teams, highlighting the importance of teamwork. Furthermore, the report analyses organisational behaviour philosophies and their impact on shaping a positive work environment. The report concludes with a summary of the key findings and insights, offering a comprehensive overview of organisational behaviour principles and their significance in fostering a productive and harmonious workplace.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................2
P1 organisation behaver culture, politics and power on the other organisation context. ...........2
LO2.................................................................................................................................................4
P2 Motivation theories and motivation techniques for achievements of goals an organisation 4
LO3..................................................................................................................................................8
P3 Demonstrate an understanding of what makes an effective team, as opposed to in effective
team.............................................................................................................................................8
LO4 ...............................................................................................................................................10
P4 Organisational behaviour philosophies in an organisation..................................................10
quickly without taking the views from other people within the organisation, as some of the.11
projects in an organisation requires a strong leadership in order to get the tasks and other
things.........................................................................................................................................11
achieved very quickly, efficiently and effectively. A single individual exercise the control
over............................................................................................................................................11
the operations as well as processes of the company. It is also useful when the company is
faced..........................................................................................................................................11
by constant crises or the constant change................................................................................11
Conclusion ...................................................................................................................................13
References ................................................................................................................................14

INTRODUCTION
Organisation behaviour is the study of the employee behaver, culture, knowledge and
power that study on impact that group and individuals behaviour. It will apply for improving an
organisation effectiveness.
Mark and Spencer British multinational retailer store. The store provide customers good
and high quality services. It a public limited company founded in 1884, Now company has 1463
store across 57 countries. The firm provide specialises home product, luxury food product foods
and clothing. Purpose is the study to influence employee to there work and motive for the work
performance. In this company make planing and strategy for improve company employee skill
and ability.
Structure of report organisational behaviour, relationship, culture, politics, power. How
employee motivate for achieve goal throw individual and team work. Analyse the development
theories of the group and individual work, and how to its support to the development and
dynamic co-operative. Critically analyse and evolute concept and philosophies of the
organisation behaver.
LO1
P1 organisation behaver culture, politics and power on the other organisation context.
Organisation behaviour define relationship between the employee and employer. Is the
study of the management activity, workers knowledge, skill and there abilities. Mark and
Spencer use for the creating more effective business. It is directly concern employee
understanding, work ability and the man power behaviour of the organisation. Throe the
organisation behaviour company Mark and Spencer investigate the nature of the employee,
organisation, relationship effect, team and individual work performance(Pan, and et.al ., 2018).
According to Callahan, Fleenor and Kudson.“Organisational behaviour is a
subset of management activities concerned with understanding, predicting and influencing
individual behaviour in organisational setting.”

According to chief human resource officer ProMedica “ gotham culture is keenly aware
of our strategic business objectively and has delivered post on coaching and consultation to our
leadership team.
Organisation culture:
organisation culture defines a system of assumption value and beliefs of employee in the
organisation. The culture shares employee values and influence employees in an organisation for
making better work performance.
Culture defines the Mark and Spencer friendly working environment, firm and employee
expectation, experiences, members image, and value of guide members. Culture also define the
Mark and Spencer vision and mission, achievements, and system.
Culture model: Charles handy
Handy s culture model explain the employee and organization power, task, role and
person culture. Every industry have h different policies, rule, guidelines and values. That help to
manage a Modern and powerful management. The model explain on Mark and Spencer Modern
management thinking.
Types of organisation culture model:
Power culture: the power culture mean the top down culture of the organisation. Mark
and Spencer think the firm power are divide according to the employee ability not only few
people or management authority(Wang, Zheng and Zhu, 2018.). Mark and Spencer think major
employee are take major decision that means the employee related some decision and changes
like workers safety and health related, etc. decision take by the lower level employee. When the
employee take decision fever of there work that make happy and special privilege at workplace.
In the company Mark and Spencer management team take some decision on the
employee and there work related for the firm fever that time the lover level employee have to
fellow the instructions according to the rule. Same as team work. Team leader have power to
take decision for the complete the task. Team member have no option to take any decision and
without team head permission done any work. So the employee are discouraged there work and
performance. But when the employee are work individual so the employee have to power take
any there work related decision. Mark and Spencer allow team and individual work according to

the employee and there task or customer need. Feature: power is describe responsibilities rules
and regulation. Management give power employee for achieve company objective and goal. The
power help employee to complete work in time and make better work performance.
Task culture: Task culture work are mostly in team based work but in some case and
situation task culture are fellow by individual work. This culture are based on achieve target
solve problem and complete the organisation goal(Daniel and Chatelain-Jardon, 2015.). The task
will be provide according to the team member work interest and there specialization. In group
task employee are contributed equally there and complete the task. That culture are depended on
the employee performance and result. The organisation manager make four to five members
team to accomplice goal. Feature in that company give task in team and individual in formed to
address specific problem and progress of project. It develops skill, personalities and develop
employee leadership.
Persona culture In this culture focus on the individual person. Person culture not found in
the any organisation because its abnormal culture. Some time that culture focus a point, a person
and member. Some industry fellow this culture show the value of the individual person. The
culture employee, job, and project oriented. Feature: in this employee work individual and think
he is superior in the organisation. So the company employee will be work according there
capacity and complete in the time.
Role culture: role culture define rule of the organisation. That culture shows the firm
functional and specialised area directed by the high level management and seniors. In this culture
organisation divide work role according to employee work ability and specialisation.
Schein culture: defines the organisation culture not adobe direct and indirect way in a single day.
the culture help employee and employer to accept changes and adobe to the company's
environment and solve problem. Sachien define three levels of cultural structure: Artifactsis the
culture the organisation easily view and collect changes for the motive employee. Values define
value of individual working and team work performance play important role in the organisational
culture. Assumed value is that employee measured other organisation culture and assumed the
employee there culture environment is good.
Politics and power influence of the individual and team performance :

Politics and power play a virtual role in the organisation. Politic is the indirecting the
employee for work and power is workers influence there job. Politics is process of involving the
power and authority. Mark and Spencer has power culture for the employees' satisfaction and it
will be help to motive employee. In the company Marks and Spencer ever employee have a
power in the organisation according to employee ability and there position. the company give
employee power for the taking decision for improve there work power. So the employee done
work in time and do work better that will be improve company productivity. The company
employee take decision for task and communicate there top level after complete work. So the
company employee work properly and good.
A good Politics defines a company's work environment is good and and helps to develop
employee working condition in an organization. Mark and Spencer uses of politics and power in
the positive manner. The company's top level team work for the unity for the workers. Team
members refer activity of the improving employee work performance. Mark and Spencer use
power to influence the firms teams in motivating the team members for the job and achieving
there goals. When the organisation employee have power to take any action or decision en
employee makes use of his power in a positive way. Politics and power help Mark and Spencer
employee's in development and growth.
Company vision is achieved all market segment and develop business in the private
sector. So the company employee and company employer will be work for the company
development and improve productivity so the company make polices fir the customer attraction,
employee development.
Company mission is improved company productivity and profitably, so that company
give power for taking decision and make effective working environment.
The company make strategy for achieve company target and goal. The company makes
different strategy and polices for the motive company employee, customer attraction and
stakeholder profit. Mars and Spencer work for the customer employee and stakeholder profit.
Process is defined company make plan than set target and goal, assignee employee work
in team and individual. That process help company to increaser company productivity and
profitability. When customer work for the company employee development, customer attraction
and make shareholder profit.

Structured: Mark and Spencer fellow flat organisation culture, in that structure communicate
will be good and employee will work proper in that culture.
Politics: A good politics decreases the output of the employees in M&S and it directly effect the
employee productivity. A person who plays politics pay less attention on their work.
Culture: An organisational has a great impact on the staff behaviour, a good organisational
culture will motivate the employees to complete their tasks and brings satisfaction among the
employees while as bad organisational culture will bring dissatisfaction and grievances among
the employees in M&S.
Power: Power also influences the behaviour of the employees in an organisation. If an individual
makes negative use of its power its will hinder the smooth functioning of the organisation. But
power also motivates the employees to perform their work and helps in achieving the success of
the organisation.
M1
Illustration 1: flat organizational structure
(source : What Is a Flat Structure in an Organization? -
Definition, Advantages & Disadvantages, 2018)

Mark and Spencer fellow Power cultures that means the culture mean given the power
employee there ability. In this organisation all power are not on top level management. Power
divide according to the employee ability and work performance.
Task culture depend on the team work and performance. In that take a team four and five
members, according to the employee ability, performance and specialisation. Person culture are
defined the individual person. It useless for the organisation because it is focus a person and a
member. Role culture define the rule of the organisation(Greenberg and Hunt,2015).
Politicise and power are influence the worker for the there work and ability or
performance and industry activity. Its make a positive work environment.
LO2
P2 Motivation theories and motivation techniques for achievements of goals an organisation
Motivation theories:
Motivation theories are developed for motive the employee there work performance. That
theory focus on employee work toward to achieve goal or outcome.
Content theories: Masolw's need hierarchy theories: These theories are explained
employees strength or need at the time. These theories are based on the human behaviours.
Physiological need: Physiological needs define the basic needs of the human life. The
basic need are air, water, food, house and eduction in the job human basic need are training,
development, growth and creativity. Mark and Spencer's human resource manager use various
techniques for the motivating employee for improving employee work performance(Navarro and
Rueff-Lopes, 2015). When employees basic need are fulfilled then workers mind and body can
function well and will help them to reach their targets easily.
Mark and Spencer use this theory for the unsatisfied employees for the motivation of
there job. The physiological need highly motivate worker because of the employees basic need
are full feel so the workers need are extend for the other need. So the employs work good and
achieve the goal.
Safety need: Safety need define employee security. In this need inculcated employee
financial and health, work, job security. Mark and Spencer provide this security throw the
insurance, bonus, and gratitude services(Kim,and Fu, 2015). Firm provide economic security and

production of physical danger. So the employee feel secure and improve there work
performance.
social need: Social need mean connect with the team other employee Clint supervisors,
and subordinate or family, friends and club. Mark and Spencer use the theories for improve
employee satisfaction and workers are interacted with each other. When employee and employer
relation is good and company employee satisfaction is good so the employee develop there
working power and loyal for the company.
Esteem: These theories define the confidence and respect. Mark and Spencer concern the
employees respect confidence, personal worth and self recognition.
self-actualization need: This means achieve task and averting according to desire. Mark
and Spencer follow the theories for the employee's development grow up the performance. For
achieving a task a company give employee a work as per their desires which helps the employee
to mange their work and help in creating a environment in which employees can achieve their
targets happily and easily.
Throw these need organisation want to develop the opportunities.
Types of the motivational theories which they helped in the organisation Mark and
Spencer:-
Equity theory of the motivation:- The word equity it is based by the idea of the fairness and it
can be find the in equality in the now the internal and the external ratio. The mainly equity
theory must be depend upon the balance or equity the employee treats with the fairness then it
would be increase in the motivation and vice versa.
Goals setting theory:-this theory must be involves the development of the action and
planed. It also helps the employee to achieve the goals and motivate to the employee to achieve
the goals. It would be set in the smart way criteria. Goal are must be challenging for the person.
Expectancy theory:- This theory must be describe that employee motivate comes out
from her that how much individual gets rewards. the employee tries much to proves her self and
then he except many types of the rewards.
Two factor theory:- The theory of two factor motivation theory its describes that there are many
things and factor in the work place that cause a job satisfaction but they are many more separate
thing also which do not give the satisfaction in the work place.

All motivation theory help Marks and Spencer to motive employee for there work and
achieve company's objectives and goals. The company use motivation theory for the identifying
employee work and need of the motivation and how to motive employee to improve their work
performance in an organisation.
Motivational techniques:
Motivational techniques are process to motive employees for there work, task, goal,
performance and behaviours.
Mark and Spencer fellow the different type of motivation techniques for the employee's
motivation and improve performance and boost productivity.
Incentive techniques:
These techniques also called reward. Reward will be provide for the workers good
performance, achieving goal and complete the task. Mark and Spencer use these techniques for
the employee appraisal. The company Mark and Spencer provide different type of employee
different type incentive. The incentive are case and gifts ( like; cards, hotel, restaurant vouchers
trip, etc.) befits, increment, performance appreciation, achievement target etc. Incentives will
help to motive the employees for there job and improve work performance which will help an
organisation in achieving the objectives and goals. (Akram, Haider, and Feng,2016.).
Provide continuous feedback: Mark and Spencer provide feedback there employee for
there good work performance and specific employee performance Riverview are show the
employee desk, notice board, so the worker are motivated for the next task. When member are
revived continuous review and feedback of there job performance employee motive to achieve
next goal.
Believe in employees: Mark and Spencer present employee's strength not there weakness
and encouraging there work. The company shows that type believe on the employee are
motivated for achieve target and complete the task.
Be transparent: Mark and Spencer company member are open with there employee. The
company shares the up and down so the employees know about what are happing in the
organisation. The company includes all level of employees in any decision and commitment. so

the transparency in an organisation will increase the performance of the organisation and helps
in achieving the company's objectives and gaols.
Share profit: Mark and Spencer share profit some employee. That employee are part of
the motive employees its provide direct and indirect payment or profit additional regular salary
and bonus. Company earn profit that time the company distribute profit among the eligible
employee's. Amount can be distributed depend upon the salary and there performance.
Create a positive work environment: Mark and Spencer company's work environment are
positive and friendly. That environment help employee to encourage for work. Positive work
environment create a stress less atmosphere.
Threw the motivation the company give motivation there employee set Goals for develop
employee working skill. expectancy is the give employee strategy for improve working power
And Two factors the company set different factor for the company improvement and growth.
When employee are motive for the complete work that time the company will be give customer
better service and give good product and provide different type of offer for the customer
attraction. When company profitability and productivity improve that time the company give
there employee and stakeholder more benefit so the employee and stakeholder are attracted to
using Marks and Spencer services.
M2
Behavioural motivational theories, concept and model:
Mark and Spencer fellow the different motivation techniques for the different employees.
Motivation theories are help to motive organisation employee for the work performance and
achieve the target. Two types motivation theories 1) contain theories Mark and Spencer fellow
Masolw's need hierarchy theories. That define the Physiological need, Safety need, social need,
Esteem, self-actualization need. 2) process theories: is the system and ideas to Chang and
develop to explain the entity Chang and development((Lotfizadeh, A.D., Edwards, T.L. and
Poling, A., 2014)). Motivation concept derive the concept of incentive, need and drive and
equilibrium. Motivation techniques define how to increase the employee for the work
performance. Mark and Spencer use more motivation techniques for worker motivation that
techniques are Incentive techniques, Provide continuous feedback, Believe in employees, Be

transparent, Share profit and Create a positive work environment. The techniques help the
organisation to motivate employee for there work performance.
LO3
P3 Demonstrate an understanding of what makes an effective team, as opposed to in effective
team.
Motivation: Motivation can be defined as a force which stimulates an individual
to sustain and initiate a behaviour. It is a social or psychological , biological state that drives a
person towards a specific action.
Team work is a collaboration of the efforts of a team in order to achieve their common goal or
common objectives within the organisation (What is a team, 2018). It is a crucial part of the
business, as it is necessary for the employees to work as team and trying their best in any
circumstance. A company have applied various theories of team work in their organisation for
their effective team work which can be explained by one of the theories such as Tuckman's
theory of group development because it signifies the fact that groups start off fully formed and
functioning. It also suggests that teams grow through stages from their creation as the groups
individuals to task focused teams(0. This theory includes four stages of group development I.e
Froming-Storming-Norming-Performing. Which have developed a effective team work as
Forming: I have apply this at the initial stage of team development where the employees
had not gelled together. It focuses on the way the team tackles the task at the initial formation of
the team (Miner, 2015). It offers the advice on forming a new team and other is to take over the
existing team.
Storming: I have to make them realize that they are the part of the team. Team will starts
suggest ideas regarding the tasks. Relationships between us in a team will be made or broken in
this phase. So for this purpose it essential that I have to be strong team leaders in this
phase.This stage is followed many challenges like conflicts which may also decrease the
performance of the organisation(Pinder, 2014).
Norming: In this phase employees work harmoniously in a team by agreeing to the rules
that I have made for completion of task. Team members start to come together, develop
process, assign tasks to each other, setting ground rules etc.

Performing: This is the final stage , I have to focus on both tasks and on the team relationships
in combination to formulate strategies. Performance of the companies is delivered through
effective team work. A good team building will result in a good performing team.
Adjourning: This stage is confusing stage for the group, and it takes place when the task is
completed. This is because when a task is completed and members have to move in different
teams which creates confusion among the team members. Roles of the team member as per the
Belbin's model includes, resource investigator, co-ordinator, specialists, implementer, team
worker, shaper and monitor evaluator.
To build a effective team, I have to provide a conducive environment for a good team
work. Following factors makes the team work effective. So these will be the role of making an
effective team and focus on the each and every step of team building.
Communication: An effective communication mechanism is crucial for developing effective
teams. In order to reach the goal and path followed to reach it, I have to develop an effective
communication with a team. A effective team communication include: effective conflict
resolution, decision making process, mellow conversation tones, etc.
Homogeneity: it is the extent to which members are similar or different from one another. Me as
Project manager Project managers should find the right balance between homogeneous and
heterogeneous teams for the effective team building.
Stability: The degree of team performance depends upon stability among members and project
leaders. So the people in my teams with lower turnover rates I have developed high level of
communication methods, group cohesion, effective role identity.
Team size: I have to evaluate the team size which will maximize the team productivity which
will ensure high levels of team performance. Greater the number of team, more resources
available to achieve a goal.
In the absence of these factors it will result in various problems. Lack of effective
communication will result in a communication gaps among the employees which will result in
conflicts, wrong decision makings it decreases or hinder the team performance(Greenberg,
2014.). Lack of proper homogeneity in the organisation manager will not be able to consider
similarities and differences in terms of personal character, education, skills, abilities etc. lack of
stability and trusting relationships within the organisation will increase the levels of conflicts, it
will also bring negative attitudes among the employees and will ultimately will decrease the team

performance. Team size should be evaluated properly, higher the team size higher are the
chances of team conflicts.
Tuckman's four stages can be implemented and is useful for the dynamic organisation.
By following the model I can achieve the goals in an effective and efficient manner. As this
process begins with forming, team highly depends upon the leaders to provide the
aims(Podsakoff, MacKenzie and Podsakoff, 2018). It includes lots of guidance and directions to
the group as has newly formed and they struggle to come to agreement quickly. In the second
stage storming, the team leaders will help as little as possible.I will solve the critical issues
faced by the teams. In the norming stage, there is a perfect opportunity for the team building
activities. Team members decide their goals and formulate the plans to achieve it. It ensures that
team works towards the targets in an effective and in a professional manner to achieve them.
This stage is followed by the motivation, hard work, harmonious work culture etc. In the
performing stage, the tasks and the team relationships are been consider equally, where the
company can are able to achieve their goals and develop their team relationship.
Some times throughout the project a changing circumstances may occur and it will result
in the repeat of these cycles and even perhaps revisiting the certain stage of cycle. For example,
if any member is added to the team, the team have to return to storming stage in order to show
the new member how their new work will affect and also benefit the organisation. First two
stages of Tuckman's are related to the group development, it is all about the Social-emotional
tasks, and the stages three and four of the Tuckman's theory is the stage of group development
are more about tasks oriented tasks. It also explains how teams can develop, develop maturity
and the ability, establish a good relationship, how a leader can change its leadership styles in a
dynamic organisation. It involves coaching, participating, leadership styles etc. this model is
especially useful in training people about hoe to work in a group because the organisational
objective scan not be achieved individually but requires the team spirits, team efforts, team
building, a good leadership, effective communication, stability, team size etc to achieve the goal.
It essential that a dynamic co-operation follows this model in order to achieve its goals and
objective for the long run.
Factors of effective team are as follows:
 Cohesiveness: Team cohesiveness effects the extent to which the team members like
each other, trust each other and respect each other.

 Communication: Effective communication helps in developing a effective teams. Teams
must develop a effective method of communication which helps in understanding the
goals and objectives of organisation.
 Homogeneity: Homogeneity is the extent to which a members in a teams are similar or
different from each other. A team leader while evaluating the homogeneity should
consider consider similarities and differences of team members.
 Stability: Stability is the important factor for the effective team. Between the team
members there should be stability which can be achieved by trust, cohesiveness, effective
communication etc.
LO4
P4 Organisational behaviour philosophies in an organisation.
Organisational Behaviour is the process of studying the human behaviour with in the
organisation. It is the study of individuals behaviour in terms organisational goals. How an
individual or group of individuals behaves within the organisation(Gelfand And et.al., 2017.)n.
For the purpose of healthy working environment we have to understand its organisational
behaviour as it helps in understanding relationships among the employees, predicting the
individual behaviour, brings the stability within the organisation and helps in making the
organisation more effective. Organisational behaviour helps studying the patterns of the
employees behaviour which will help in improving the performance of employees which
influences the performance of an organisation. There are various organisational philosophies
which have been adopted by Marks and Spencer that have influenced the behaviour of the
employee within the organisation are:
a) Autocratic: Autocratic leadership that kind of leadership style in management in which only
one leader or only member takes the decision on the behalf of the organisation. An individual
has the control over the entire decision and takes only very little information for the members in
an organisation(Dipboye, 2016). It has benefited the decisions of M&S when the decisions are
to be made
quickly without taking the views from other people within the organisation, as some of the
projects in an organisation requires a strong leadership in order to get the tasks and other things

achieved very quickly, efficiently and effectively. A single individual exercise the control over
the operations as well as processes of the company. It is also useful when the company is faced
by constant crises or the constant change.
b) Supportive: Supportive leadership behaviour is a type of a behaviour in which the attempts
are made to reduce the stress and the frustration of the employees within the organisation which
have increased the satisfaction level of employees in M&S. Supportive leadership behaviour
helps in the addressing of the issues faced by the employees effectively, it provides solution to
the issues as the every employee participates in the solution giving process. It resulted in the
greater team work and increase the productivity of M&S that led to successful practising
business. It improved the financial health of a business and also helped in attracting the new
talent and retaining that talent. It reduced the depression, stress and frustration among the
employees. It also resulted in the participation, if any employee is overloaded with work.
Supportive behaviour brought acceptance as well as the positive attitudes for others. It made the
employees helpful and developed patience in the employees. It develops the confidence towards
new tasks and facing the task related difficulties.
c) Collegial: In collegial leadership, leaders of an organisation share the power and the authority
equally with member or the colleagues of an organisation. It provided the supportive working
environment in M&S which resulted in increasing the performance level of the employees within
the organisation. It encourages different view points from the different employees in order to
achieve its goals. This behaviour resulted in the continuous communication among the
employees, interaction on the regular basis for taking the decisions and achieving their
objectives.
d) System: An organisation operates within the environment and has to continuously interact
with it for its survival that is called the systems approach. M&S has to deal with the two types of
the system, Open System and Closed System. M&S have analysed its both systems as both of
them are vital for carrying out its operations. It has helped the organisation measuring its
effectiveness which depends upon the long term growth. Company exchanges the information,
raw materials etc through open system but its closed system have helped them to adopt to the
deviations of external environment.

Despite of the benefits of these philosophies in M&S it has certain drawbacks too
which can be discussed below:
1. Autocratic: It has resulted in the one way communication which has increased the chances of
misunderstanding. It will create a sort of force follow the directions within the employees which
will result in the lack of trust(Jin and Hahm, 2017). A leader has to be extensively efficient in
order to achieve the success.
2. Supportive: In supportive behaviour a leader has to work as a sub-ordinate. A leader viewed
as friend faces the difficulties of holding accountability of team member in achieving the goals.
It may create the hindrances in the organisation culture. It may also be time consuming as some
of the projects require quick decisions to be made which can not be done through supportive
behaviour.
3. Collegial: The disadvantage of the collegial behaviour is that it is most time consuming and
requires strong efforts in order to take decisions.
4. System: In the system approach an organisation have to maintain its stability throughout the
process which is quite impossible as the external environment is highly dynamic in nature which
effects the internal environment of the organisation.
Organisational behaviour have thus both postpositive as well as negative impact on the
M&S on side it brings positive impacts on the organisation like following the various
philosophies to achieve its goals whether it be autocratic, supportive, system, custodial all these
philosophies if implements properly will enhance the growth of the company by improving the
team work and also shows the path of achieving goals and objectives. But on the other side these
philosophies also can have negative impacts on the organisation which will hinder the
performance of the organisation(Robinson, 2016). Some negative impact of these philosophies
on organisation are like time consuming, lack of trust, lack of stability, high organisational risks,
conflicts etc. M&S have make an optimal and proper use of these behaviours in order to achieve
the goals and for its successful growth in this competitive world.
An autocratic leadership, can help in team building because as it is only leader who can
take entire decisions and he has the control over the team and this will help in building a team .
In supportive leadership team members can help each other in building a good team. A leader

can solve the issues of the teams by supporting its team members. Collegial leadership involve
power sharing this will develop sense of responsibility among the team members and will
enhance the team building. Systems approach will help the team members in building the team as
it will help them to understand both open system and closed system this will enhance the team
development process.
CONCLUSION
In this report it is concluded that organisational behaviour have the importance in M&S.
Various theories and philosophies have been used by the M&S in order to carry out its business
which have both positive and negative impacts. M&S use the Tuckman's model, Forming,
Storming, Norming and Performing in order build the team spirit and improve the team
performance in order to achieve its goals. M&S also uses various organisational philosophies in
order to boost its performance which include Autocratic, Collegial, Supportive and System. But
these philosophies has both positive and negative influence on the organisation. These
philosophies will help M&S to improve the behaviour of its employees and also improve the
organisational culture in which its employee work.

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