Organisational Behaviour in M&S: Culture, Politics, Power, Motivation

This report provides an analysis of organisational behaviour, focusing on how an organisation's culture, politics, and power influence individual and team behaviour and performance, using Marks and Spencer as a case study. It evaluates content and process theories of motivation and motivational techniques, explaining what constitutes an effective team versus an ineffective one. The report applies concepts and philosophies of organisational behaviour within an organisational context and a given business situation, discussing the Charles Handy model to differentiate organisational cultures, including power culture, task culture, role culture, and person culture. Furthermore, it examines the influence of organisational politics and power dynamics on individual and team behaviour, referencing various types of power such as legitimate power, reward power, and expert power. The report also explores motivation theories like Maslow's Hierarchy of Needs, connecting these concepts to the practical operations and management strategies of Marks and Spencer.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................3
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context...........................................7
P3 Explain what makes an effective team as opposed to an ineffective team............................9
P4 Apply concepts and philosophies of organisational behaviour within an organizational
context and given business situation.........................................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
The organisational behaviour may be described as the academic study of the behavioural
pattern regarding the interaction of human beings among themselves. This talks about the
relationship of an individuals within the said organization as well as how the members of the
group interact. With gradual progression of time, there is diversification in every business
organisation and jobs are being given to many people without discrimination of different caste,
creed, sex, etc. Now, these different group of people are employed which creates a different
cultural space (Balwant, 2018). And so all these people coming from different background give
many different innovative ideas and due to this the understanding of behaviour of an individual
is very important. Since, different people have different behaviour, this creates a multi diverse
environment which also enhances the working of the persons in an enterprise. There is a direct
link between a healthy work environment and also the productivity of such workforce. And now
it is the duty of the employee to make sure that the organisation should have a positive work
environment. And due to this there is maximum work done and that to with motivation and zeal.
Hence, the behaviour of an organisation plays a crucial role in creating a contributing enterprise.
And this report talks about the organisational behaviour regarding the company Marks and
Spencers. It also talks about the impact of political relation, individual and the performance of
the organisation. Later, the philosophies in an organisational behaviour and the motivating
factors are also discussed in a very detailed manner.
MAIN BODY
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
It is very important to analyse any cultural organisation, and one of the many ways to
differentiate model so as to justify any organisational culture is also provided. And, this model to
differentiate is called as the Charles Handy model.
Charles Handy model profoundly talks about the four types of cultures which is very
prevalent in any business enterprise. And, this report also uses the said four models to talk in
respective of Marks and Spencers, whose roots are in London which is a successful retail
business and these commercial business operates in clothing, food, luxurious home decoration,

textile etc. Marks and Spencer is a global brand since there are 1463 stores worldwide situated in
57 different countries.
This report also talks different kinds of culture of Charles Handy model -
 Power Culture - Power culture is also called a spider web culture. It is described like
this because a group of people or members have control to make various decisions
regarding the organisation and also have a powerful position in the organisation. These
individual have particular right in an organisation where they distribute work to all the
subordinate employee. In these different organisation, all junior employees must adhere
to the orders provided by their superiors authorities. They do not have any authority to
express or speak up their suggestions or ideas. Marks and Spencer does not follow this
said power culture since it considers in establishing a harmonious, positive and healthy
work environment culture. It also emphasises on entrusting the employees at various
levels with the power to make decisions so as establish a friendly workplace and
simultaneously increasing the productivity of such organisation.
 Task Culture – The task culture talks about constructing an organisation where different
members of the group or cult of employee are made in teams at different levels so as to
fulfil the obligations effectively and innovatively which are assigned to them separately
or in groups. These work culture helps to create an organisation where the employees
who share joint interests to effectively and efficiently act towards the desired goal or
enhancing the company productivity and objectivity (Buchanan and Huczynski, 2019).
Marks and Spencer follows Task culture in its organisation since it provides the
employees with an option to use their said intelligence, creativity, specific skills so as to
accomplish the objectives of the enterprise harmoniously. The positive factor while
incorporating task culture in a particular business since the employees can truly
understand the opinions and suggestions of other individual which ultimately helps in a
pursuing the goals of the company.
 Role Culture – The Role specific culture of this model, talks about the phenomena
where the employees duly delegate the junior employees with such duties and
responsibilities which is related according to the individual skills they posses, like the
educational qualifications, past work experience, and also their hobbies or interests. The
role culture thus allow the employees to determine the amount of work which is to be

done by one particular individual which leads to growth and development of the
organisation. The employee is held accountable for all such decisions he makes. In such
cases, where the employees are given more duties to perform which also makes them
equally responsible. Marks and Spencer also applies the role culture and thereby helps to
create a workable environment. This culture also helps to have a centralised mechanism
in the organisation chain so as to enhance the output of the individual.
 Person Culture – Person culture can also be called as the exploited work culture since
the superior of such organisation have no fear and consider themselves to be above the
business as well. Mostly these organisations have huge financial loss because of the
employee who does not respond to the wishes of the company. It can be easily observed
that the employee is not working towards the objectives of the organisation rather is
focusing on themselves is very bad for the business. It is because in every flourishing
business, the organisational goals play an important role unlike the person culture where
personal needs and goals are given preference (Dahlgaard, Reyes and Chen, 2018) Marks
and spencer clearly does not have a person culture in fact they work and follow just the
opposite. They believe in their employees and also help their employees to develop
personally but not at the cost of having a person culture surrounding.
Influence of politics and power on Individual, Team behaviour and performance -
Organisational Politics - In cases, where an employee misuses his position or uses dirty
tactics to elevate his position in an organisation for certain gains and opportunities.
Organisational politics is a negative process. And these employees also derange and degrade
other employee so as to have power over other employees.
There are various grounds on which organisational politics may be done. It can be like lack of
desire to work hard, adaptability issues of the employees, envious, lack of clarity, not
trustworthy, conflict for power, position, jealously etc.(Fallatah and Syed, 2018). There are many
types of organisational factors discussed below and also its impact upon various organisation.
 The Weeds – Weed in any organisation is a situation where the politics is happening
without the involvement of any outside person rather a the employee themselves are
responsible for such actions. When there is formation of different groups and members of
team in an organisation which affects the said enterprise either have a good or bad
impact.

 The Rocks – In such kind of tricks and politics, the superiors are held responsible since it
is them who abuse their powers and authorities in the business. And these individual of a
business are called as “The Rocks”.
 The High Ground – The High ground also states about such political environment
includes superior authorities of an administration which are connected with formulation
of rules, structures, regulations of an organisation. In this process, there is decision
making which also ultimately leads to bureaucratic environment.
 The Woods – The woods are also called the implicit norms such as hidden and invisible
norms, believes, day to day affairs not discussed in the work environment.
Power – Power can be termed as the ability to control others by affecting their ideas,
actions, and sensitivity and also influencing the attitude of individual working in a business, this
is done with an intention to make that person achieve the objectives of an organisation (Stewart,
Nodoushani and Stumpf, 2018). Marks and Spencers also follows this and helps to have a
successful organisation.
Types of power at workplaces -
 Legitimate Power – These power is attributed along with the designation when
employed in an organisation. This is a formal power and they are eligible to such powers
until and unless they are assigned and employed in there respective roles.
 Reward Power – The individual with such capacity uses different forms of rewards to
dominate and control others by giving certain increments, promotions, benefits and
commendation. The employees are expected to fulfil all the obligations in lieu of
rewards.
 Expert Power - Such authority is exercised after years of experience which results in
extensive intelligence and specialisation in the said or respective field. Expert power
gives the employee the dominant ability upon the workforce and it also to helps the
company to grow and develop (Hale and et.al., 2019).
The Marks and Spencers exercise all the above mentioned powers in their organisation.
This provides Marks and Spencer's with positive work culture which has ample opportunities and
there is many various individual of different origin so as to carry different work.

P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context.
The company in most of the case, needs such employer and employee who are motivated
and have a optimistic approach towards the goals established by any given organisation. The
word motivation may be explained as the expression, desires, spirit, vigour, long term
commitment, etc. of an employee which is done by them so as to conquer all the goals and
objectives prescribed by an organisation. The motivating factor always play an important role in
order to boast the morale of the employee who are employed in the organisation and also to
make sure that the employee needs and the company desires are to be aligned together. This can
be done by providing many such rewards as incentives, praises, money, etc. to enhance the goal
as well as the mission of the business(Handy, 2020).
In case of this report, there are various theories of motivation which can be used by different
business and organisations. Out of these theories, there is regard and study is done with respect
to Marks and Spencers .
 Theory of Maslow's Hierarchy of Needs – In this report, the Maslow talks about the
primary wants of a human being and they also classified these theories into five different
kinds thereby giving it a shape of an hierarchy model of desires, wants and also needs in
decreasing order. According to the Maslow's theory, there consist of 5 different
necessity that person wants to accomplish in an order which is increasing and decreasing
as one goes up or down the ladder. Hence, such ladder provides adequate contentment for
a person to act so as to perform effectively and also to be more productive (Khan, Khan
and Gul, 2019). To justify the hierarchical model of Maslow's theory, a detailed list of all
the said needs are discussed -
Physiological Needs Providing Shelter,home, Clothes, Food and beverage, etc.
Safety and Security Safety to be provided from various warning, peril and risk
Social Needs There is bonding with other individual, family and friends,
connection with another people.
Esteem Needs Need to be known and respected within different persons, to be
valued and be understood among social group.
Self Actualisation Needs Want to learn new qualities, combating challenges, and self growth,

enhancing skills, etc.
 Herzberg's Two Factors Theory of motivation – The famous Frederick Herzberg also
best-known as the behavioural scientist who coined a motivational theory focusing on
two major factors necessary to create motivation at a workplace. The two types of factors
of Herzberg's theory are as follows -
 Hygiene Factors – With the help of these factors those are utilized to upkeep satisfaction
at a particular enterprise. These factors play major role as they may not help in having
long term effect but still theses factors help in achieving the organisational vision. When
these factors are not present in a workplace they mostly leave the employees dissatisfied.
Such factors are also called as maintenance factors (Khaola and Coldwell, 2018) The
hygiene factors are inclusive of physiological needs that a person wants to accomplish.
These are as follows -
 Physical Working Conditions – It emphasises on providing a fresh, safe and
secure working environment within an organisation and also facilitate maintained
and modified instrument and equipments.
 Job Security – The employees so employed in a particular business should be
given a job protection and security so as they can help the employee also with full
mental attitude because they fear to loose job.
 Company Policies – The establishment should have flexible, equitable, just and
policies such as working timings, leaves , dress codes, breaks, hours etc.
 Pay Scale – Their should be satisfactory and healthy pay to worker considering
their intelligence, positions and education(Luthans, Luthans and Luthans, 2021).
 Motivational Factors – Herzberg also deduced that, the Hygiene factors are
entirely called as the motivators in fact the motivational factors are implicit in the
work culture and also provide a positive and healthy environment to employees.
Such factors are also aid in the better performance of their employees at an
organisation. The motivational factors focuses on the psychological needs of the
employer and the employees that makes a safe, positive and secure work
environment (Nordbäck and Espinosa, 2019). These are explained such as -

 Promotion and Growth – The employees are motivated and satisfied when encouraged
and given with bigger opportunities at their particular organisation or business.
 Meaningful Work – In case, where hard problems, meaningful, and fascinating duties
and jobs are given to other employees it also creates a soothing sense of secure
engagement for employees so as to add efforts and involvement.
 Responsibility at Work – The employees are held responsible and given control
regarding their work, tasks or duty as duly appointed by the employees.
Marks and Spencers is a celebrated multinational company whose aim is to have
application of various mix ways of motivational hypothesis in their workplace. As explained in
Maslow's hierarchy theory, Marks and Spencers focuses mostly emphasises especially to provide
such results which help its customers to have major satisfaction.
P3 Explain what makes an effective team as opposed to an ineffective team.
The work principles, values, practices and culture are changing gradually in an
organisation. This results in huge profit and establish high standard at a workplace enterprise.
The business organisations emphasis on employing members or teams of individual belonging to
various origin so as to bring productivity and effectiveness while attaining the desired targets.
The results or aftermaths of teamwork always regulates whether a team is operational or
ineffectual while accomplishing their duty (Ogbeibu, Senadjki and Peng, 2018). When the team
is effective they are skilled and can easily achieve the objectives in more efficient way on the
contrary the unproductive teams requires more training and growth and many various measures
to develop their overall performance.
There is a clear distinguishing feature between the effective and also the ineffective teams which
are as follows -
Effective Team Ineffective Team

 The effective teams comprises of
participants who shares and aids in the
process of decision making. These
members also incline towards
discussing the points on which
differences occurs and also comes with
mutual inferences to implement an
opinion expect of voting.
 The effective teams always duly
examine the assigned duty and also
attempt to fully recognise the roles,
duties and responsibilities of their said
assigned tasks.
 The members and groups of such teams
must understand each other's opinions
and suggestions establishing a positive
chain of the decision making process.
 The member of each team is separately
given with various different sub-duty so
as to achieve the team objective. Every
person is well aware of their duties.
 The ineffective teams always aids to
agree on the previously discussed
perspectives and neglects any argument
on the fresh and unique ideas. There is
a system of voting with no intention as
to winning it. The reasonable and
definite arguments are seen to be absent
in these groups, members or teams.
 In case of the ineffective teams, they
mostly find it tough to have mutual
agreement regarding understanding the
duties and tasks of their respective
teams causing in failure the
organisational goals.
 There are few individual who the
controls the decisions and the members
are not talking or listening to other
members.
 The duties and tasks of any individual
is not clear and distinguished rather
there is always misunderstanding and
uncertainty in the workplace.
In this report, the below discussed model is mostly the first choice to analyse and also to learn
about team development or cooperation within effective teams with respect to Marks and
Spencers.
Bruce Tuckman a well-known publisher, published his “Tuckman's” model in the year
1965 which comprises of five stages so as to describe about team development and team
behaviour mostly highlighting the overcoming challenges and achievements of task on time. The
said five stages are such as -

 Forming – The stage of forming is defined as the creation of a fresh team at the first
stage where the group mates are listening to their follower. In this particular stage, the
duties and tasks are not properly assigned to teammates and the leader shows the goal,
objectives and vision of the team. There are many specific roles and duties are still not
made clear to any person of the group. At Marks and Spencers, there are number of
groups which are made and the employer is experienced person who guides the fresh
team. The vision and mission of the company are mutual and recommendations, ideas
and suggestions are understood by every employee of Marks and Spencer.
 Storming – This is the stage after forming, in this case the teams are made and also the
team or group members are assigned their duties, tasks, roles, etc. there maybe unclarity
about the roles which is less. In Marks and Spencers, there is proper training and
induction of team and group mates who put their opinions to attain the vision of the
company and absolve uncertainty.
 Norming – In this stage, the teammates understand all their roles and responsibilities.
And these tasks are made understood to every individual. At this stage, the team is
advised to have engagement in amusing and other fun activities which is called the
participation stage. Also, at Marks and Spencers there is fun and frolic environment for
the teams and the members are working with more zeal and taking more active approach
towards every other individual.
 Performing – The strategical awareness of the teams increases in the said fourth stage.
Also, every member of such team is very clear of what is the objective or roles. When
there is any conflict, this can be easily solved by other teammates among themselves.
There is a powerful bond created between the team members who look after each other.
The teams and groups formed at Marks and Spencers are highly driven and motivated
towards every individual and the company similarly brings harmonious environment in
the company.
 Adjourning – Adjourning is the last stage, here the groups aim towards accomplishing
the team vision and goal. They mostly work with the sole purpose to achieve such
mission and objectives of the organisation. Marks and Spencers also focuses on creating
such valued remarks for the members on attaining prescribed goal. The company of

M&S believes that discipline helps in contribution of organisational mission which must
be praised with rewards and motivation (Rhodes, McEwan and Rebar, 2019)
P4 Apply concepts and philosophies of organisational behaviour within an organizational context
and given business situation.
The organisational behaviour which is present in an organisation states about the study
of expression of individuals, teams, person behaviour towards themselves. It emphasises mostly
on deciding the persons feelings, their mental representation, etc.
The important concepts of organisational behaviour present in an organisation are as follows -
 Differences between Individuals – Every individual is somehow different with respect
to certain qualities such as physical attributes, reasoning, mental traits, learning capacity,
anticipation and conclusion, etc. It helps the managers while distributing work.
 Employees Perceptions – This process talks about the role of an individual while
understand and perceive certain things with respect to one point of view.
 Concept of whole person – In this case, an employee overall development and growth is
done with enhancing both personal and private life. Only the professional outlook of skill
is not to be taken care of but also emotions of employee.
 Employees Motivation – In Maslow's theory has clearly stated the importance
ofNordbäckandEspinosa2019 motivation in a business. It enhances both an employee and
the company.
 Employee Dignity – In case to establish a sound and positive environment, the employee
should always be respected. Mutual Interest – The company share mutual interest and should also ensure that the
organisational goal and the individual goal to be similar so as to have profit (Shah and
et.al., 2021).
Above mentioned concepts and philosophies of organisational behaviour in context to Marks and
Spencers.
All the said rules and concepts are to be enforced and used by Marks and Spencers for
making a positive and healthy organisation and also to achieve maximum productivity. The
company to have proper training to their employees so that they are more skilled and talented
(Zhang and et.al., 2021). The company of M&S always succumb to give such appropriate
working environment to the employees. It is the duty of the employer to cater to the desires and