Organisational Behaviour: Culture, Politics, Power Dynamics at M&S

This report provides an analysis of organisational behaviour, focusing on the influences of organisational culture, politics, and power dynamics on individual and team behaviour and performance within Marks and Spencer. It defines key terms such as organisational culture, organisational politics, power dynamics, and motivation, and then examines how these factors impact employees and the overall organisation. The report uses examples from Marks and Spencer to illustrate these concepts, highlighting the company's collaborative culture and efforts to manage organisational politics and power distribution. The study concludes that a well-defined culture and effective management of politics are crucial for the success and profitability of Marks and Spencer, emphasizing the importance of employee satisfaction and customer service.

Organisational Behaviour- Activity 1
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Table of Contents
Introduction:....................................................................................................................................3
Activity 1.........................................................................................................................................4
Background of the chosen organization briefly...............................................................................4
Definition of the terms organizational culture, organizational politics, power dynamics and
motivation........................................................................................................................................4
Influences of organization’s culture on individual behavior, team behavior and performance......5
Influences of organization’s politics on individual behavior, team behavior and performance......5
Influences of organization’s power dynamics on individual behavior, team behavior and
performance.....................................................................................................................................6
The analysis to the chosen organization is applied giving examples..............................................7
Conclusion:......................................................................................................................................8
Bibliography:...................................................................................................................................9
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Introduction:
Organizational behavior is a study, which determines the nature and behavior of employees
working in an organization. It helps to improve the behavior of the employees and stakeholders
by motivating them for working and this helps to fetch the best out of them. Organizational
behavior aims to develop the personality of the employees, which in turn increases their
efficiency thus benefitting the organization and easy achievement of goals of the desired
organization, and increase the margins of profits. The organization, which is chosen for the given
study is Marks and Spencer.
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Activity 1
1. Background of the chosen organization briefly
Marks and Spencer is Retail Company in Britain, with a very high market share and a prolific
history. Under the St. Michael trademark, UK, this company is known for selling gifts,
furnishing for homes, clothes and food and several other retail products. The financial services of
the company accounted to about 3% of company’s profit in 1998. The main aim of the company
is to provide quality goods and services to its customers. They have approximately 354,000
talented and efficient employees working for them (Marks and Spencer, 2018).
2. Definition of the terms organizational culture, organizational politics, power dynamics
and motivation
Definitions:
Organizational culture: organizational culture is defined as the environment within which the
employees work. It refers to the unique environment of an organization, which includes social
and psychological aspects. It includes the assumptions, values, beliefs and the different ways of
interacting of the people working in an organization (Alvesson, 2016). Marks and Spenser is
found to have a collaborative organizational culture. The upper management promotes diversity
and inclusiveness.
Organizational politics: Organizational politics is referred to the unofficial, behind the scene or
informal efforts of an individual or a group in an organization to influence the organization or
manipulate some ideas to either increase power or achieve some other goals. They may have
good as well as bad effects (Cacciattolo, 2014).
Power dynamics: power is defined as influencing ability of one over others. This mostly refers
to the leadership skills of a company. It is potential for a dependent and effective relationship.
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Power dynamics depends on the distribution in an organization, the dependencies of people,
compliances, reputations of workers and uncertainties.
Motivation: motivation refers to the factors both internal and external, which are responsible for
making employees in an organization interested to do their jobs and achieve the goals of the
organization (Pinder, 2014).
3. Influences of organization’s culture on individual behavior, team behavior and
performance
Influences of organization’s culture on individual behavior: organizational culture is unique
to every organization and it is aligned with the values, expectations from the employees and
achievement of goals. As for example, the organizational culture of Marks and Spenser differs
from Wal-Mart, Sony and IBM. The needs of the employees working for the organization should
fit with the organizational culture and its requirements, otherwise it will become for the
employees to work. Happy workers will work hard and help achieve the goals of the
organization. Thus, culture of an organization shapes the personality of the employees for
successful achievement of goals and earns profits (Helmreich and Merritt, 2017).
Influences of organization’s culture on team behavior and performance: Organizational
culture as mentioned above influences the behaviors of the employees and thus shapes their
personality to improve their efficiencies and achieve the goals. Job satisfaction of the employees
benefits Marks and Spenser itself, as the employees are encouraged to work. Teamwork means, a
job is done or goal is achieved by a group of individuals who work together contributing equal
efforts towards the assigned work. This often increases the productivity (Körne et al., 2015).
Marks and Spenser promotes a inclusive organizational culture and opinions of team members
are encouraged in this organization. This open minded organizational culture makes the
employees be more creative and innovative. The friendly organizational culture of Marks and
Spenser helps them overcome workplace monotony.
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4. Influences of organization’s politics on individual behavior, team behavior and
performance
Influences of organization’s politics on individual behavior: Organizational politics have
many effects on behavior of the individuals working in the organization. Such can affect the
appraisal of the employees. Politics and political behaviors of the employees in an organization
are for increasing the power or achievement of informal targets of an individual or a group.
Appraisals are given to the employees based on their performance, however this is a long and
delayed process as all tracks are maintained about the employees and their works. In this case,
organizational politics comes into play and influences the appraisals, this can take place by some
employees who maintain good relationships with the higher authorities get good appraisals and
others may not get even if they perform better. This may de-motivate the employees. Mark and
Spencer focuses on this issue and takes care that no bad politics or political behavior taken place
in the organization.
Influences of organization’s politics on team behavior and performance: Organizational
politics from a long time has influenced team behavior and performance of the teams.
Researchers have conducted researches and found out that politics in an organization has
lowered the performances of employees by hampering their satisfaction. In case of teams, each
member should work equally and effectively to achieve the team goals successfully. Political
characters may influence the members of the team and this reduces the efficiency of the team as
a whole, inhibits performance, and has negative impacts, which in turn affects the success of the
organization. Marks and Spencer tries to check on this issue for effective functioning of the
organization.
Influences of organization’s power dynamics on individual behavior, team behavior and
performance.
Influences of organization’s power dynamics on individual behavior: power is the ability to
influence someone or something by another. In an organization the CEO, managers, project
heads and so on exercise power over the employees working under them. Power is something,
which may or may not be exercised. If a person having power always keeps dominating the
people working under them, then it becomes difficult for them to work. Thus, power should be
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exercised correctly and subordinated should not be de-motivated. In Marks and Spencer, the
higher authorities exercise power in the correct manner, in an organized way to check every
employee is satisfied and happy with the job they perform.
Influences of organization’s power dynamics on team behavior and performance:
Proper exercising of power leads to effective performance of the employees and better results are
obtained. An organization with proper power distribution among the members of the
organization ensures better performances. The team works on equal contributions of members in
the team; this shows that there is no exercising of power between the members of the team. This
leads to proper functioning of the team and success in the goal achievement. The team leader can
influence the members by exercising power and dictating the members but this reduces the
efficiency of the team members as they feel being dominated. The views of the team members
should be considered as well. Marks and Spencer uses Co-Design, which is an effective approach
to reduce these problems and face lesser problems in the near future.
The analysis to the chosen organization is applied giving examples
In the above context it is described, how organizational culture, politics and power dynamics
influences individual behavior and team behavior and performance. The organizational culture of
Marks and Spencer is well defined which shapes the behaviors of the employees and they work
hard towards the successful achievement of the goals and in turn Marks and Spencer runs
profitably. Marks and Spencer thus influences nature of the individuals, which in turn influences
their performances in teamwork and improves the efficiencies of performance. They motivate
their employee by proving appraisals based on the performance. They, often provide employees
with flexible timings. The views and interests of the employees are given importance, which
makes them enthusiastic to work more, which in turn benefits the organization. Considering
organizational politics, Marks and Spencer makes the use of Co-Design to drive the process of
behavioral changes. This helps the organization to run successfully and profitably.
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Conclusion:
The detailed study helps readers to understand organizational behavior and its influences on an
organization named Marks and Spencer. The culture plays a very important role for the proper
running of an organization. The politics in an organization should be effectively reduced to allow
smooth functioning. The main aim of any organization is to satisfy its customers by
manufacturing and delivering good quality products and services and run profitably. Mark and
Spencer provide that and are known for satisfying its customers, which leads and in future lead
to the success of the organization.
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Bibliography:
Körner, M., Wirtz, M.A., Bengel, J. and Göritz, A.S., 2015. Relationship of organizational
culture, teamwork and job satisfaction in interprofessional teams. BMC health services
research, 15(1), p.243.
Cacciattolo, K., 2014. Defining organisational politics. European Scientific Journal, ESJ, 10(10).
Alvesson, M. ed., 2016. Organizational culture. Sage.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Helmreich, R.L. and Merritt, A.C., 2017. Culture at work in aviation and medicine: National,
organizational and professional influences. Routledge.
Marks and Spencer. (2018). Home. [online] Available at:
https://corporate.marksandspencer.com/?intid=gft_company [Accessed 20 Jul. 2018].
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