Organisational Behaviour at M&S: Culture, Power, Motivation & Teams

This report provides an analysis of organisational behaviour within Marks and Spencer, focusing on the impact of company politics, power dynamics, and culture on both team and individual performance and behaviour. It evaluates how process and content motivation theories, such as Adam's Equity Theory and Maslow's Hierarchy of Needs, contribute to the attainment of organisational objectives. The report also differentiates between effective and ineffective teams, highlighting the characteristics of each. Furthermore, it applies key concepts and philosophies of organisational behaviour in the context of Marks and Spencer, demonstrating how the company utilizes reward power to motivate employees and fosters a positive working culture through role culture. The analysis underscores the importance of fair treatment, employee recognition, and a supportive environment in enhancing employee motivation and overall organisational success. Desklib provides access to solved assignments and study tools for students.

Organisational
Behaviour

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analysis of how company’s politics, power and culture impact team and individual
performance and behaviour.........................................................................................................3
P2 Evaluation of how process and content motivation theories assist attainment of objectives
in context to organisation.............................................................................................................5
P3 Explain effective teams compared to an ineffective team......................................................8
P4 Apply concepts & philosophies of organisation behaviour in context to organisation..........9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is defined as study of human behaviour within organisational
settings or it is the interface among human behaviour and company. The main objective of
organisational behaviour is to gain insight about how people act and to develop an effective
conceptualization within the organisation. In addition to this, it help an organisation to know
about management activities associated with predicting, understanding as well as influencing
behaviour of individuals prevailing within the organisation (Adams, 2018). For the present
report, Marks and Spencer is taken into consideration. It is a British multinational retailer which
was founded in year 1884 and headquartered in London, UK. The company specialise in selling
home products, clothing, food products and so on. The report will cover the how culture, politics
and power of an organisation influence on individual and team behaviour. Along with this, there
is a discussion about process as well as content theories of motivation and how it assist
companies to attain objectives. Furthermore, concepts & philosophies of organisation behaviour
in reference to respective organisation is elaborated in the report.
TASK 1
P1 Analysis of how company’s politics, power and culture impact team and individual
performance and behaviour
It is analysed that there are various factors which impact directly on the performance and
behaviour of staff members. The major factors are power, politics and culture which is discussed
below in context to Marks & Spencer:
Organisation’s Culture
It is defined as the value, beliefs, opinions and culture of employees prevailing within the
organisation. In addition to this, it is analysed that culture of every organisation is different that
outlines the objectives, attributes and mission of company to the staff members. The higher
authorities of Marks and Spencer adopted Handy’s model of organisational culture that involve
different types of culture and is discussed below:
Power culture: It is referred as the culture wherein power lies within the hands of few
people to take decision. It mainly involve higher authorities who tale decision and then provide
instructions to subordinates (Aktar and Pangil, 2020). This impact negatively on the mind-set of

staff members and subordinates that sometimes has negative influence on the performance and
behaviour of employees.
Role culture: As per this culture, an organisation defined roles as well as responsibilities
to every employees as per their skills, interest and qualification. It is analysed that role culture
has positive influence on the team members and individuals as they know their task and
responsibilities. It also help company to execute activities in a proper manner which leads to
attainment of organisational objectives timely.
Person culture: In this type of culture, staff members of company performs independently
and they have the power of taking decision for their own advantage. It is analysed that
employees things that they are superior and is confident but ineffective guidance impact on the
behaviour and performance of teams as well as individuals.
Marks and Spencer adopted role culture as it help to develop a positive working culture
and also assist to decline conflict among employees and higher authorities (Carvalho and et. al.,
2019). In addition to this, it also assist to develop interest among employees towards working
that has positive affect on the performance and productivity of both employees and respective
organisation as well.
Organisation's Power
It is defined as the ability to take decision and delegate the responsibilities to employees
of an organisation. It is analysed that power impact directly on the overall performance and
behaviour of staff members and therefore it is vital for company such as Marks and Spencer to
ensure positive power prevail at workplace. There are different forms of power and is given
below:  Legitimate Power: It is defined as a formal power as well as authority which is
granted to manager by the organisation’s peers. In addition to this, legitimate power is
clearly assigned through verbal and written contract and outlines the responsibilities
of manager. It is determined that such form of power has negative impact on the
working environment and mind-set of employees as they have no right to share their
ideas and take decision as well.
 Coercive Power: This type of power make employees believe that they be may be
punished and deprived if not follow the instructions and comply with the guidelines.

It develop fear among employees of low performance review, salary cut-down, losing
job and many more.
 Reward Power: This form of power uses perks, rewards, monetary benefits, training
opportunities that impact on the performance and behaviour of people in a positive
manner. In addition to this, it assist company to provide rewards to employees of their
good performance which motivate them and also enhance their performance level.
Hence, Marks and Spencer make use of rewards power as it has direct impact on the
performance and employees and teams in a positive manner (Chadwic and et. al., 2018). In
addition to this, it assist respective organisation to motivate or encourage staff members to put
their full zeal for attaining objectives within set time frame.
Organisation’s politics:
Politics is defined as s a set of activities related with the use of influence strategies to
enhance organisational and personal interests. In addition to this, it is also referred as utilisation
of power by higher authorities to take decisions and make decision in company. The impact of
politics is given below:
Negative influence of politics:
If managers promote favouritism then in this situation staff members become negative
and did not prefer to work with organisation for longer time frame (Daei, 2021). In addition to
this, it affect negatively on the mind-set and efficiency level of employees of company.
Positive influence of politics:
It higher authorities give rewards to staff members and promote friendly working culture
then it will motivate staff members and also enhance their level of satisfaction.
In context to Marks and Spencer, its higher authorities provide rewards to its employees
of their good performance and also focus on fulfilling requirements on staff members. This assist
to decline number of conflicts and impact on the behaviour and performance of employees in a
positive manner.
P2 Evaluation of how process and content motivation theories assist attainment of objectives in
context to organisation
Motivation is defined as the ability to encourage people to work with full potential in order
to achieve organisational objectives. In addition to this, motivation theory is referred as the study
to identify what motivates an individual to perform towards a specific outcome or goal. There are

mainly two types of motivational theories that is content theory and process theory which are
discussed below:
Process theory:
This motivation theory is associated with how motivation arose and what form of
procedure can impact on motivation. The higher authorities of Marks and Spencer adopted
Adam’s equity theory as a process theory and is given below:
Adams’ Equity Theory of Motivation
Adams' Equity theory of motivation was given by the John Stacey Adams, this theory states
that individual make contribution in the business organisation in order to expect some rewards as
the outcome for their work done (Hay, Parke and Luksyte, 2021). Also in order to ensure the
exchange he compares his efforts and the outcomes with the others. As per this theory in order to
motivate a person, he needs to be ensured that the rewards given to him for his performance are
fair and as per his performance and not any kind of discrimination is done in the organisation. In
case of Marks & Spencer the management needs to ensure that rewards are given as per the
performance of the employees without any kind of discrimination. It is analysed that there are
mainly three situation arises when one individual compares their input and outcome with the
other person as mentioned below:
Overpaid Inequity: Under this situation the person analyse that his outcomes received are
more in comparison to input, in context to the other person.
Underpaid Inequity: Under this the person analyse that his outcomes are less in comparison
to the inputs, in context to the other person.
Equity: The last one is the equity, under this the person analysis that the outcome received
by him are equal to the input as to those of other person also.
In context to Marks & Spencer, the management needs to ensure that there is equity as a
type of exchange relationship is followed by them in order to motivate their employees and
enhance their performance. Adam's equity theory allow the company to treat their employees
fairly and equally which will automatically lead to enhancing their motivational level. As being
treated unfairly can lead to demotivating them and influencing overall performance of the
business organisation (Kuo and Tsai, 2019). But offering equal outcomes as per their inputs also
equal to other will allow Marks & Spencer to effectively motivate their employees and enhance
overall profitability and productivity of the business.

Content theory:
This motivation theory emphasis on what factors motivate an individual and how behaviour
is encouraged. In addition to this, content theories undertake motivation as product of internal
factors which compel an individual to move or act. Maslow’s theory is one of the content theory
that is explained below in context to respective company:
Maslow’s theory of motivation: This theory state that the requirement of an individual is
arise when lower level need is fulfilled. In addition to this, it include five basic needs which are
as follows:
Physiological needs: It is undertaken as the basic need that is required for human to
survive such as food, cloth, shelter and so on. In relation to Marks and Spencer, it provide the
level of salary to employees which fulfil their basic requirements in a proper manner.
Safety and security needs: This need arise after the basic requirement of an individual is
attained and involve needs such as job security, financial safety, health safety and so on
(Nwachukwu, Zufan and Chladkova, 2020). With reference to Marks and Spencer, it ensures
security and safety of its staff members which motivate them to work with full potential to attain
objectives.
Social and Belongings needs: This need emerge from the basic urge of people to belong
with others, make companionship, make friendship and so on. In relation to Marks and Spencer,
it conduct informal meetings with all the employees and focus on developing interpersonal
relationships with staff members which motivate and encourage them in an effective manner.
Self-esteem needs: It include needs such as self confidence, self respect, status,
appreciation that satisfy an individual. The managers of Marks and Spencer provide appreciation
to employees in both monetary and non-monetary terms of their good performance that develop a
self confidence in employees and motivate them to work with full potential to attain objectives
within set time frame.
Self- actualisation needs: It is referred as transformation of perception into reality or
realising the own potential to attain objectives. In context to Marks and Spencer, its higher
authorities allow staff members to share their ideas and views at the time of decision making as it
help company to bring out creativity and potential of employees that develop a desire of personal
achievement in employees.

P3 Explain effective teams compared to an ineffective team
Team is defined as group of individuals who perform interdependent activities in order to
achieve a specific or common goal. Effective and ineffective are two forms of team that is dicuss
below:
Effective team: It is defined as a team that contributes towards success of an organisation
as they have the clarity about their roles and responsibilities and is highly committed towards
objectives to be attained on time frame.
Ineffective team: It is referred as teams that is struggling to perform the task because of
non-clarity of roles, lack of confidence and direction as well (Ozmen, 2018).
It is important for Marks and Spencer to focus on developing effective teams and ensure
that each and every members have knowledge about their roles as well as responsibilities as it
help them to increase productivity and profitability of organisation in an appropriate manner.
Basis Effective team Ineffective team
Goals and objectives In effective team, members have
knowledge regarding their roles and
the task they require to perform for
attaining objectives.
There is no clarity of roles among
team members and have no proper
instructions to attain objectives.
Leadership In effective teams, there is use of
democratic leadership style which
state that every team member has the
right to share their ideas and
participate in decision making.
Herein, the instructions are
directly provided through higher
authorities and team members
need to follow it. This develop
negative impact on the mind-set of
team members and productivity
level as well.
Tuckman team development theory:

This model states the manner in which teams deal with a task from initial to the
completion of specific project. This theory involve various stages which are given below in
context to Marks and Spencer:
Forming: It is the first stage and herein team are developed and task are assigned to
them. In addition to this, it involve high dependence on leaders for direction and guidance. In
relation to Marks and Spencer, it is important for leaders to ensure that an effective team was
formed and proper direction is given to them about the task they are required to perform.
Storming: It is analysed that this stage involve high risk as team members are not agree
with others view point. In addition to this, clarity of purpose increases but high chance of
uncertainties persists (Sethibe, 2018). With reference to Marks and Spencer, it is significant for
leaders to ensure that there is coordination among team members and proper communication will
take place as it help in effective execution of activities that has positive impact on performance
of an organisation.
Norming: At this stage, team members are agree to work with each other and roles as
well as responsibilities are accepted. It is significant for team members of Marks and Spencer to
commit with their working and put their full potential to attain objectives.
Performing: Herein, team members is motivate and confident enough to perform their
task that leads attainment of objectives timely. In relation to Marks and Spencer, its leaders
continuously motivate the team members so that they can put full zeal in order to execute
activities associated to task. This also help in developing positive mind-set of team members
towards working and achievement of objectives in set time frame.
Adjourning: In this, the assigned tasks is completed and team members are adjourned or
disbanded. This stage is complex for team members as they developed a good relationship with
each other. It is significant for higher authorities of Marks and Spencer to conduct informal
meetings so that relationship among team members is maintained which further help in essay
formation of teams in future.
P4 Apply concepts & philosophies of organisation behaviour in context to organisation
The organisation behaviour is based on some primarily concepts which revolve around the
nature of people within organisation. As, importance of studying organisational behaviour its
assist to analyse the impact of social as well as environmental factors that can affect on employee
or their team works. However, when the discussion is about the organisational behaviour policy

it describes to how to operate and how they are organized to meet the goals of organisation. Now
in respect of company Marks and Spencer applying the concepts and philosophies of
organisation behaviour will be discussed is as follows;
The path goal theory;
The path goal model is a theory based on explaining a leaders style and behaviour within
organisation. The path goal theory is best be referred as a set of process in which leaders will
choose its specific behaviours that will be good for employee within organisation. Now in
context of organisation Marks and Spencer the discussion is about how the concepts and
philosophies of path goal theory impact the organisation is as follows;
Directive leadership- In this directive leadership theory, the leader of organisation Marks
and Spencer understand the needs of employee should be fulfilled. This leadership philosophy
provide frameworks to employee on how they can go about the activities of company
successfully (Turner, 2019). As for example- the company Marks and Spencer building a
website to employee and delegate every Task in an appropriate manner.
Supportive leadership- In this directive leadership theory, the leader pays an attention to
what the employee needs to functions its job in a well and appropriate manner. This means
company Marks and Spencer respectively addresses his employee and supports them to make
goal achievement easy for them.
Achievement-oriented leadership- In this leadership style, the leader set an ambitious
goals. These types of leaders except the highest forms of achievement from his employees and its
believes in their capability to get him . An example; of this leadership style is when an
organisation set actionable goals for employee of marks and Spencer for imagine and telling
them to enhance sales of company within first four month of a new year.
Participative leadership- in this leadership theory, the leader of organisation thinks it is
very important to do collaborate with their employee and take employee ideas during decision-
making period. The manager of marks and Spencer will adopt this leadership style, especially
when employee are deeply involved and having expertise in their skill set.
From the above assessment, the path goal theory assist the manager of Marks and Spencer to
adjust their style according to the demand of situation. The organisation environment factors
decide the kind of leadership theory that is needed within organisation(Yu and Huo, 2019). So,
the managers of company Marks and Spencer efforts to increase potential of employee.

However, personal abilities of employee can also influences how the leadership style will be in
organisation.
CONCLUSION
From the above discussion, it has been concluded that it is important to study organisational
behaviour as it assist company to gain insight about how employees perform and behave at
workplace. In addition to this, it is analysed that motivation theories help company to encourage
its employees to put full potential in order to attain objectives within stipulated time period. It is
determined that teams are effective as compare to individuals and for this it is vital for
companies to develop effective teams in order to enhance productivity and efficiency level.
Moreover, it is determined that by the assistance of Tuckman team development theory,
companies are able to develop teams in an appropriate manner.

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