Organisational Behaviour Report: Next Plc, Individual & Team Dynamics

This report provides an in-depth analysis of organisational behaviour, focusing on the context of Next Plc. It begins by examining the influence of organisational culture, power dynamics, and political landscapes on individual and team behaviour. The report then delves into motivation theo...Read More

Organisational
Behaviour
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1 Analyse or evaluate the organisational culture, power and politics that influence the
individual and team behaviour. ..................................................................................................4
TASK 2............................................................................................................................................6
P2 Access the various theories of motivation such as content and process for effective
achievement of goals and objectives...........................................................................................6
TASK 3............................................................................................................................................9
P3 Build understanding regarding what makes an effective in opposed of ineffective team. ...9
TASK 4..........................................................................................................................................11
P4 Apply theories and concepts within the organisational context in a given business
situation. ..................................................................................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Organisational behaviour is the study of the human behaviour in organisational structure
and in its settings by building relationship in between the human behaviour and organisation in
order to gain potential outcomes. One of the major goal is to revitalize the organisational theories
and practices for better conceptualization of organisational life for gaining proper understanding
and knowledge. In OB the major areas of study are includes areas of improvements in job
performance, enhancement in job satisfaction and promoting innovation by encouraging
leadership in gaining desirable objectives. This report is based on the Next Plc which is an
British multinational clothing, footwear and home products headquartered in Leicestershire.
Respective report is based on the significance of proper work and behaviour within the
organisation by including organisational culture, power and politics that directly influence team
and individual behaviour. Further it includes the theories and practices of motivation by using
content and process theories in achievement of organisational goals. It also includes the
understanding of effective in opposed of ineffective team in order to gain potential outcomes. At
last it includes the various concepts or theories of OB in business situation.
TASK 1
P1 Analyse or evaluate the organisational culture, power and politics that influence the
individual and team behaviour.
For an organisation culture, power and politics plays very much crucial role in order to
build a positive environment by defining their goals and objectives for gaining potential
outcomes. In context of Next Plc they by using various kinds of theories and practices build
diverse work environment by using such theories that are as follows:
Organisational culture:
For an organisation culture plays very much important role to mould the working patterns
and behaviour of individuals in order to achieve desirable goals and objectives (Alblas, Wijsman
and van Noort, 2019.). In context of Next Plc they by using Handy's culture typology analyse
the culture that best fitted for their organisation that are as follows:
 Power culture: With the help of power culture within the organisation in which power
just held in few hands that influence by their decisions to whole activities and actions
within a firm. In context of Next Plc they use respective culture in which major decisions
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should be taken by higher authority by considering self interest of each and every
individual in positive manner (Araújo and et.al ., 2019.). Positive aspect of respective
culture that by using such culture they can respond very quickly by heavily rely on for
gaining continues success on abilities of people at centre. The negative side of respective
culture is that size create problem as they find hazardous to link no. of activities and
control all of them simultaneously.
 Role culture: Role culture which based on rules and regulation that are very much
controlled and each and every individual acknowledge about their roles and
responsibilities that enables in giving one of their best efforts (Handy's Model of
Organisational Culture, 2019). The major strength of respective culture as it
characterised by strong functional and coordinated by narrow senior management at top
level by using formalised and standardisation. The negative side of respective culture that
selected people perform the work at satisfactorily level as position plays key role which
sometimes failed to adopt changes.
 Task culture: Task culture in which teams are formed to evaluate or address some
specific problems or projects in order to gain potential advantages out of them. They put
individuals with specialised in various areas or fields. The positive side of respective
culture that it helps in getting the job done and culture helps to bring in collaboration of
resources and people by accessing their abilities in proper manner. Negative side of
respective culture that to control over works and activities by senior manager can be
difficult for them one who responsible for allocation of projects and resources. In context
of Next Plc they as per the requirement of projects they formed teams and allocate them
duties and resources.
 Person/ support culture: In person culture Individuals seemed as an unique and superior
resource for organisation. Respective tool for organisation culture helps to enhance
motivation level of employees in order to gain sustainability and competitive advantage.
Respective kind of culture rarely found in organisation but find themselves operating in
more orthodox organisations.
Organisational power:
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Power is the ability to influence behaviour of others and it is process of influencing
thoughts, feelings and behaviour to gain potential outcomes. In context of Next Plc they by using
authority influence behaviour of others that are as follows:
 Reward Power: Respective power which rely on ability of manager to control the
rewards as per the employee wants (Bailey, Benson and Bruner, 2019). The example of
reward power is manager give respective power by increase in salary, bonuses and
promote an individual. In context of Next Plc they give respective power to their
employees to enhance their level of motivation in positive manner.
 Coercive Power: Respective power is opposite of reward power that based on ability of
manager to cause unpleasant experiences for their workforce. It come in form of threat
such as dismissal, suspension and demotion at workplace.
 Legitimate power: Respective power which based on the mutual agreement, in which
both the agent and target with their mutual understanding try to influence to others
(Definition of power, 2019). It is such kind of authority which delegated to organisational
members.
 Referent Power: respective kind of power based on the interpersonal attraction, people
who are charismatic comes under respective power. As they consider someone as ideal
and behave accordingly. In context of Next Plc leader works as to attract other
individuals by their tasks and actions to gain potential outcomes from them.
 Expert Power: Respective power derived from having superior knowledge and
information by using their critical thinking skills and ability to solve some concerns.
Pros of positive power:
Demonstrating power within the organisation proved very much tricky but on other hand
consciously focus on the well being of the workforce by constantly strive for gaining excellence.
So it consciously cultivates attitude in both positive and negative way to gain potential outcomes.
Cons of Power:
The negative side of Power that manager think that a tool for installing the fear into the
employees makes them more efficient. So in context of Next Plc they as per the situation apply
various theories and practices in order to gain potential outcomes from employees.
Organisational politics:
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Organisational politics refers to use of power and social networking within organisation
in order to achieve the benefit of the organisation. In context of there are some positive and
negative side of implementation of politics in Next Plc that are as follows:
Decrease in overall productivity:
Politics within organisation lowers outputs in regards of an individual and eventually
affects on the productivity of organisation ( Pburrell and Morgan, 2019.). In context of Next Plc
it has been observed that people who constantly involved in politics not able to pay attention
towards their work. Hence in context of Next Plc they try to not implement the politics in their
organisation.
Affects concentration:
The another negative side of politics that it spoils the other person's image in front of
their superior in negative way.
TASK 2
P2 Access the various theories of motivation such as content and process for effective
achievement of goals and objectives.
Motivation at workplace plays very much crucial role as to remain productive and
enthusiastic for gaining potential outcomes from them. There are two kinds of theories of
motivation that are Content and process theory that are as follows:
Content theory of motivation:
Respective theory of motivation elaborates about the reason behind change in human
needs and wants with time but now they also examine why it changes. Respective theory proved
beneficial for organisation in order to define the specific factors that motivate behaviour of an
individual.
Maslow's Theory of Hierarchy-
The earliest and broadly known theory of motivation which was developed by Abraham
Maslow in the 1940s and 1950s. According to this theory, the hierarchy of needs is shown in the
form of a pyramid with the basic needs at the bottom and more complex ones at the top. The
pyramid begins with Physiological needs, continuing through safety, social needs, self esteem
and finally self actualization.
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 Physiological needs – These are the most basic needs required by humans to survive, for
e.g. food, water, air. According to Maslow, human body cannot function well if any of
these needs is not fulfilled (Barbaranelli and et.al .., 2019.). Physiological needs are the
most dominant of all the needs so if these needs are missing, an individual's major
motivation is to fulfil them.
 Safety and security needs – A person's aspiration for security or protection are called
safety and security needs. When physiological needs are fully contented, new needs
appear. Children have a great need to feel safe. Therefore, this reason is more important
for them. These needs include personal and financial security, safety against accidents,
illness etc.
 Social needs – When the first two needs are fulfilled, the need of belongingness become
active. Maslow stated that people need to belong and feel accepted in their social groups.
These social groups can either be large or small (Caniëls and Veld, 2019.). There are
many cases where people suffer from loneliness and social nervousness due to lack of
love and belongingness.
 Esteem needs – People in our society long for a high-valuation of themselves for self-
respect and self-esteem. Humans have a tendency to be valued and being useful to the
world. People who have low self esteem feel the need of respect from others.
 Self-actualization – Self-actualization shows an individual's desire to grow to his/her full
potential. According to Maslow, people must first completely overcome the needs
specified above to reach the stage of stage-actualization. This is the stage of realization of
one's talents and potentialities especially considered as a need that is present in everyone
(Homberg, Vogel and Weiherl, 2019.).
In context of Next Plc they apply Maslow's theory of motivation in order to access needs
of employees at every tier of life. Respective theories helps to enhance productivity and bring
positive attitude towards work life. In context of Next Plc they apply respective theory to
acknowledge expectations of employees at every stage of life so that they retain in organisation
for long duration.
Positive and negative side:
As respective theory provides the useful summary regarding the human needs by relating
with product design, positioning and pricing.
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On other hand that it not treated empirically there are no way to measure it in precisely manner
and all individuals have differ aspects to measure their satisfaction level.
Process theory of motivation:
The psychological and behavioural processes that motivate an individual to act in a
specified manner which known as process theory of motivation. It examines the way a person's
needs directly affect behaviour of an individual to achieve goals and objectives.
In process theory of motivation various theories come under it one of them are as
follows:
Expectancy theory: Victor vroom:
Expectancy theory is the theory of motivation which is developed by Victor vroom in
year 1964. respective theory states about that workers only have to act only when reasonable
expectations when work lead towards desirable goals (Process theories of motivation, 2019.).
The employees gain motivation in respective situations believes that when they put one of their
best efforts to yield better job performance. Then better job performance leads towards
organisational rewards that enhance their salary and benefits. Respective rewards give
motivation to employees in giving one of their best efforts in positive manner. In context of Next
Plc they by applying such kinds of theories evaluate level of performance of employees and
accordingly give rewards to them. By using such theories they easily mould behaviour of
individual as when their all needs could be satisfied they deliberated to give one of their best
efforts.
Positive side:
Respective theory based on the self interest fo an individual who want to achieve
maximum level of satisfaction by eliminating gloom.
Negative side:
As respective theory seems to be idealistic the reason behind it that few individuals
perceive the close relationship in between the performance and reward system.
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TASK 3
P3 Build understanding regarding what makes an effective in opposed of ineffective team.
A team is a unit in which two or more people continuously interact with one another in
order to accomplish their goals and objectives. There are some major characteristics of effective
team that create distinctive effect from the ineffective team that are as follows:
Difference in effective team and ineffective team:
Basis Effective team Ineffective team
Atmosphere Effective teams have a tension
free environment, in which
team members are considerate
to one another and enjoy to
work with other (Jacobs and
Manzi, 2019.). There are not
any kind of unhealthy
aggression or boredom.
Ineffective teams have
atmosphere of difference in
which lack of attention and
side conversations that hinders
self interest of an organisation.
Objectives Effective teams encourage
their objectives and put one of
their best efforts to achieve
them.
In ineffective teams they do
not seem their objectives and
tasks at hand. They only have
general idea which rely on
initial directive but there are
not any indication for common
kind of objective.
In order to evaluate the characterises of effective team here are the Tuckman's theory of team
development that are as follows:
Forming:
In respective team development the individuals is assembled or collected. In it team
members behave independently and not too much trust on one another unconditionally. In
context of Next Plc they always deliberate to build trusts within people so that they can give one
of their best efforts.
Storming:
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In respective stage of team development team members starts believing on one another
by suggesting ideas and thoughts to others. Different ideas come into existence and relationship
in between team members will be broken that impacts on organisational works and activities in
negative manner (CmcCormick and Donohue, 2019.). If the team and their members remain too
focused on consensus they decide on a plan that are less effective in completing tasks and
responsibilities in proper manner. In context of Next Plc they by giving deliberative effects in
order to meet team objectives.
Norming:
After moving from the storming stage individuals enter into the norming phase by using
harmonious working practices team and their members agreeing on rules and regulations in order
to gain potential outcomes. In context of Next Plc they allocate tasks and responsibilities during
respective phase as the vital contribution of each and every member to team. All respective
activities contributes in effectively achievement in goals and objectives in proper manner.
Performing:
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Illustration 1: Tuckman's Team and Group Development Model | by Emma-
Louise Elsey, 2019

In respective stage of team development the team work in more strategically manner and
they aware about what is wrong and right for them (Forming - Storming - Norming –
Performing, 2019). They share vision and mission from one another in order to put one of their
best efforts in achieving desirable goals and objectives in positive manner. In context of Next Plc
they adopt high degree of autonomy and there are not any kind of disagreement occurs but team
collaboratively work together to resolve conflicts.
Adjourning:
Respective stage of team development sees or visualise the group from a perspective
beyond from the purpose of above four stages. As respective stage is very much relevant to the
individuals and for their well being that are clearly central for all the four stages. In context of
Next Plc they focus on collaborative working in order to combat challenges in positive manner.
From the above discussion it has been summarised that team and their effective working
proved very much beneficial for organisation in order to gain potential outcomes as they formed
on basis of specialisation.
Benefits of working in a team:
For an organisation there are some important kind of benefits while they work in a team
that consist of specialised people in their own field. In context of Next Plc team work bring
creativity and learning as it helps to brainstorming ideas by combining unique perspectives from
each and every team members to selling unique kind of solution. Respective activities enhance
productivity and motivation level of employees in giving one of their best efforts to remain
competitive in marketplace.
Belbin nine roles:
There are majorly nine team roles categorised that are as follows:
Plant:
The first team role related to find out highly creative and good at solving the problems in
most conventional manner. Respective style of working proved beneficial for organisation in
order to think in most creative manner.
Monitory evaluator:
Respective kind of monitor evaluator was required to be logical eye, they make impartial
kind of judgements in a dispassionate manner.
Co ordinator:
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Respective kind of team role that needed to rely on the team objectives, handover roles
and responsibilities in appropriate manner.
Implementer:
Implementers are needed to be practical, use workable strategies in order to carry out
work in proper manner.
Completer finisher:
They are one of most appropriate which used at the end of a task to polish or scrutinise by
eliminating the errors in order to gain quality in proper manner.
Team worker:
Team work in collaborative manner by sharing the goals and objectives in proper manner
by identifying the requirement of work to complete on behalf of team.
Shaper:
Respective are the challenging individuals that provided the necessary drive by ensuring
the team kept on moving by lose focus on momentum.
Specialist:
Respective team individuals possess the depth knowledge and information regarding the
key area for gaining effective contribution of team.
Resource investigator:
At the time of when team in isolated way and focus on inwardly manner it needed inside
knowledge to make sure that idea would carry to world outside the team.
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TASK 4
P4 Apply theories and concepts within the organisational context in a given business situation.
For an organisation to remain always competitive in business environment it is very
much potential to bring new things and attributes at regular time interval that bring competency
level within organisation (Thomas, Ambrosini and Hughes, 2019.). In respective organisation
they faced some kind of problems such as team are not able to complete their work in
appropriate time frame which hinders their self interest in order to attain organisational goals and
objectives in positive manner. To overcome from respective issue or concern organisation apply
various kinds of theories and philosophies that are as follows:
In context of Next Plc as they aimed to launch their new store in Indian marketplace in that
respect they have to properly plan and execute properly for gaining effective outcomes by using
Path goal theory:
Path goal theory which is based on the specific style or behaviour of an individual that
best fit with the employee and work environment in order to achieve certain goals and objectives.
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Illustration 2: How to Use Teamwork Roles to Build Winning Teams, 2019

It is one of the most detailed process that generally consist of the following attributes that are as
follows:
Determine the personnel and environmental characteristics
Choose a leadership style
Rely on motivational factors that enables in success.
Employees characteristics:
Employees in an organisation interpret their leader's behaviour based on their needs and
wants such structure, needs and affiliation in order to gain potential outcomes (Waddell and
et.al ., 2019). In context of Next Plc they provide a structured format in which they share their
roles and responsibilities in order to gain potential outcomes.
Task and environment characteristics:
The main goal of respective theory is to overcoming from the obstacles and after that
leader have to step in and select one of best path to work around. With the help of designing
tasks and by using formal authority system and work in group in order to gain potential
outcomes.
Designing of task:
The design of task required the leader's support as if task is ambiguous then leader needs
to be more structured format to gain potential outcomes.
Formal authority system:
Relying on task authority, leader provides the clear goals and objectives by controlling
their activities in proper manner.
Work group:
In context of team is not supportive in nature, in that aspect leader needs to be
cohesiveness that helps in enthusiasm and devotion.
Leader behaviour or style:
The independent behaviour of leader rely on the Pat goal theory on the leader's behaviour
by adjusting on style of employee and tasks characteristics so that employee can give one of their
best efforts in achieving goals and objectives.
There are majorly four kinds of leadership style that proved beneficial for organisation to gain
potential outcomes:
Directive:
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In respective leadership style leader informs their followers about what is expected to
them such as by giving them roles and responsibilities to perform in best manner by scheduling
the work in proper manner (Waddell and et.al ., 2019). In context of Next Plc they by using
respective leadership style direct their subordinates to gain potential outcomes in order to remain
competitive in business environment.
Supportive:
In respective kind of leadership style leader work pleasantly with the workers by
showing care and concern for them and try to approach towards their every kind of needs in
order to gain effective kind of solution in which tasks and relationships are physically
challenging (Thomas, Ambrosini and Hughes, 2019.).
Participative:
In respective leadership style they consult with their subordinates so that they can share
their views and opinions and bring desirable objectives in positive manner.
Achievement:
In respective stage leader sets the challenging goals and objectives for their followers by
expecting from them higher level of performance. In that scenario subordinates also show their
full calibre for achieving desirable outcomes.
Critical analysis:
The major advantage of respective theory that it proved fruitful for emergencies and at
the time of contingency and it is flexible in nature. On other hand it is undemocratic in nature
and respective method can fail if the leader has flaws in gaining desirable objectives.
Herzberg's motivation theory model:
For an organisation to gain potential outcomes it is necessary to motivate people by using
Herzberg's motivation theory model which argues about two factors to influence motivation level
of employees at workplace.
Motivators:
Respective factor in an organisation encourage employees in order to give one of their
best efforts in positive manner.
Hygiene factors:
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Respective factors not encourage employees to work hard but will cause to become
unmotivated if they are not present which hinders self interest. In context of Next Plc they
provide one of best factors to motivate their workforce in order to gain potential outcomes.
Edgar Schein's Model of organisational culture:
Respective model of culture in which basic assumption related with the basic assumption
of shared values and respectively value shapes the practices and behaviour that are one of most
visible part of organisational culture. In context of Next Plc they provide adequate time to their
employees so that they can easily adopt the business culture as employees not able to adopt
culture in a single day. There are various factors of organisational culture that are artefacts,
values and basic assumptions in order to gain potential outcomes.
Role of team to enhance the effectiveness:
In an organisation team plays very much important role as it provides roles and
responsibilities to the team members in regards of the certain job role in a busy schedule. It also
proved useful in communicate in effective manner by sharing the roles and responsibilities to the
ultimate user in order to gain potential outcomes. It proved beneficial for organisation to
acknowledge the strength and weaknesses in order to gain potential outcomes.
CONCLUSION
From the above report it has been summarised that for an organisation it is very much
essential to understand the behaviour of their subordinates in order to keep them satisfied or
contented. To gain productive outcomes from employees it is very much essential to evaluate
their areas of needs and accordingly plan to reach at desirable level. By using various theories
and practices such as Maslow's theory of motivation and many more to access needs at every tier
of life. Further organisation have to build effective teams by sharing their roles and
responsibilities in proper manner after accessing their skills and capabilities so that they can give
one of their best efforts in achieving desirable outcomes. With the help of effective team
organisation can gain desirable outcomes as employees remain satisfied all the way. Before
introducing new products and services into marketplace it is very much essential to defined a
definite path so that every one can move on it and gain desirable outcomes.
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Burrell, G. and Morgan, G., 2019. Sociological paradigms and organisational analysis:
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