Organisational Behaviour Project: Culture, Power and Politics

This project delves into the realm of organisational behaviour, focusing on Marks and Spencer (M&S). It examines the impact of organizational culture, politics, and power dynamics on individual and team performance, exploring how these factors shape employee behaviour. The project analyzes M&S's organizational culture using Handy's model, discussing power, role, task, and person cultures. It also investigates organizational politics, including personal, decisional, structural, and change-related aspects, and how these influence employee performance. Furthermore, the project explores French and Raven's power model, highlighting reward, expert, legitimate, coercive, and referent power. The report also covers motivation theories, such as process theories (Adams' Equity model) and goal-setting theory, along with motivation techniques like reward strategies, communication skills, emotional intelligence, and flexible working hours. It then differentiates between effective and ineffective teams, providing insights into team dynamics. Finally, the project applies concepts and philosophies of organisational behaviour to a business situation, ultimately aiming to provide strategies for enhanced organizational effectiveness at Marks and Spencer.

UnitNumberandTitle Unit 12- Organisational Behaviour
ProjectTitle Organisations, Culture, Power and Politics
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ORGANISATIONAL
BEHAVIOUR
TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3

Impact of organization’s culture, politics and power on individuals and team performance and
behaviours....................................................................................................................................3
LO2..................................................................................................................................................6
Motivation theories and techniques.............................................................................................6
LO3..................................................................................................................................................8
Effective team as opposed to an ineffective team.......................................................................8
LO4................................................................................................................................................12
Concepts and philosophies of organisation behaviour to a given business situation................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
INTRODUCTION
Behaviour helps to identify the personality of a person to achieve the job. It is very
essential for business organisation to analyse different factors which can impact the behaviour of

employees and influence their performance. This report has detailed study on politics, power and
culture of Marks and Spencer which impact the performance of employees. Marks and Spencer
is multinational fashion retailer store which provides quality food products and fashion products
in the market.Reportdescribes different motivation theories which help to increase the
performance of employees in the company. In addition, report explains effectiveness of team in
comparison to ineffective team. Furthermore, report highlights different philosophies and
theories of organisational behaviour which can increase opportunity of Marks and Spencer to
gain higher profit margins and attain core competency.
LO1
Impact of organization’s culture, politics and power on individuals and team performance and
behaviours
Organization culture plays vital role in the business because it provides understanding about
individuals and team needs, preferences and their opinion and maintains work culture within
workplace effectively.it contains psychology, beliefs, values and experience of individuals and
organizations which encourages to keep fairness in decision-making process and improves
productivity of staff within organization (Taştanand Davoudi, 2017). A strong organization
culture supports company to retain skilful staff within business for long time as well as raises
goodwill in the business market. to maintain cultural diversity within workplace follows handy
model of organization’s culture by Marks and Spencer.
Hendy’s model of organizational culture
It is proposed by Charles Handy to defined four different types of culture i.e. power, role,
task and person.
Power culture: There are some companies whereas they empower only few people to take
decision. There are the individuals who gets special privileges at the workplace through other
staff member due to power. Power culture is important for success of business because it helps to
take right decision for the company’s perspective. The person who empowers by organization to
take all decision, they delegate tasks to other staff and supervises their activities so that enables
to meet company’s objective (al Habibi, 2019).The major drawback of the culture is this it does

not allows other staff to share their views on open forum and have to follow all rules which they
have implemented. This type culture some leads partiality between staff member by managers.
Task culture: This culture is effective as compared others because here team are formed
to accomplish goal of the company or resolve issues associated with tasks. The main objective of
task culture is to improve productivity of working and builds good relationship between
employees. Marks and Spencer follow this organization culture and develops team within
workplace so that individual team members give huge contribution equally and meets all tasks in
the innovative and precise manner.
Personal culture: According to the personal culture concept, organization gives such kind
work culture to the staff whereas they feel valuable themselves for the business and encourages
them to give honest performance which automatically improves business performance. Personal
culture emphasizes person within company rather than organization. This culture is not good for
the organization because individuals who perform their roles in the workplace gives priority own
profit instead of organization profit. As resultant organization gets loss within business and
reduce profit ratio. So, it is not effective culture to gain success in the business.
Role culture: As per the concept of role culture, individuals are delegated roles and
responsibilities according to their specialization, education background and their interests to
differentiate themselves from other staff. With this culture employees allows to take decision
what they can do best to achieve expected outcomes and highly proactive to accept challenges.
Organization empowers individuals according tom their responsibility within workplace. Marks
and Spencer follow this culture in the organization which develops strong workforce within
workplace.
Hnady’s organization culture model has discussed above which can be analysed that
organization culture influences team members to work in a team and cooperates each other’s.
while such kind culture of M&S influences individuals as well to work effectively and maintains
their wellbeing within company. M&S has followed role and task culture in it’s organization in
order to achieve goal of the business.
Organizational politics

It is informal ways or activities that uses by organization to improve organization’s
productivity, performance and operation in the business market. It plays vital role in the
organization because it creates self-serving behaviour in individuals which they apply to
influence their performance and possibilities of achieving positive outcomes within company.
There are four types of organizational politics i.e. personal, decisional, structural and
organizational change etc. takes place in the workplace to improve working performance of
individuals. Personal politics generally takes place among staff for the promotion and
recognition perspective. This type politic practices by individuals within workplace to get upper
position from existing one. Such kind politics helps to improve individual’s competency level as
well as improves creative working environment within workplace (Pradhanand Mishra, 2019).
Decisional politic is generally practices by management to generate profitability within
company. Therefore, management invites staff to involve and keeps their viewpoints in decision-
making process so that individuals feel valuable themselves in the organization and it builds
strong relationship between management and staff. this politics helps management to negotiate
staff to accept organizational change and leads success within company. With structural politics
organization empowers it’s staff by delegating responsibility which influences individuals to
give effective performance on their level. Organizational structure politics develops a system
within organization and differentiates individuals’ roles and responsibility effectively.
Organizational change is also classified into politics whereas human resource managers sets goal
of the company and implements decision to achieve goal of the company effectively in the non-
favouritism market environment. Management practices leadership approach to influence their
team members for accepting change and improves productivity in their working by conducting
training and development program. Leadership approach is the part of politics so that they can
retain its staff within organization. The major drawbacks of the politics are that, such kind
politics often reluctant relationship between management and staff and raises conflicts crisis
among them. Marks and Spencer follow all above politics to achieve profitability in the company
which influences individuals to work effectively within organization.
Organizational power
French and Revan’s organization power model that is used to understand about power
and it’stypes which are practices byseniors authorities in the company to coordinate and control

on staff members. It is further classified into five type of powers i.e. legislative, expert, coercive,
reward and referent power. Reward power gives huge contribution in the workplace because it
influences individuals to achieve short term goal so that they become part of reward strategy. this
power is given by CEO of company to the management who offers rewards in term of bonus,
promotion and incentives to those people who puts more efforts to complete number of tasks on
time. Expert power is granted by management to those people based on the knowledge and
expertise. Such type power leads sustainable benefits within organization by introducing
innovative ideas (Baiand Koirala, 2018). Legitimate power is that power whereas individuals
empowers itself on the basis of their position for example CEO who has power own due to his
post. Coercive power is fully different from others powers i.e. reward power. This power is
granted to the leaders through management so that they can supervise individual’s performance
within company effectively. With this power leaders involves staff members in decision-making
process which makes feel valuable to individual in the workplace and accomplishes common
goal on time. Referent power is gained by individuals due to their behaviour and activities. This
power does not grant by senior authority. For example, leader gain this powers own by own due
to employee welfare nature. It requires good managerial skills to implement this model
effectively in the organization which is major drawback of the model. Marks and Spencer follow
this organizational power model that helps company to maintain individual’s wellbeing within
company. Individuals impacted by the organization power positively and try to gain good
position in the organization by giving high performance at the workplace. While team member
enables to improve it’s success ratio by applying own power that are granted by organization as
part of employment policy (Güngörand Alp, 2019).
LO2
Motivation theories and techniques
Motivation is the effective approach that influence individuals to give productive
performance and maintains wellbeing within workplace. there are two type of motivations i.e.
intrinsic and extrinsic.
Process theory

Process theory is designed to provide understanding about staff that how their needs
change according to situation within company. This theory is basically used to motivate team to
improve their working skills in the workplace.
Adams Equity model is one of the motivation model of process theory which is designed by John
Stacey Adams to provide understanding about fair balance between output and input (Taylor,
2019). This model is highly emphasized on balance between input and output whereas inputs
means employees efforts which they give in the workplace to meet organization from it’s
objectives. while output means organization offers facilities and reward to promote staff and
improves their satisfaction from the job. Marks and Spencer follow Adam’s equity theory model
within organization to inspire whole team to work hard. Thus, Marks and Spencer keep fair
balance between input and output and influences team’s behaviour and their performance
effectively(Buchanan and Badham, 2020).
Goal-setting theory
EdwinLocke proposesgoal-setting theory to set goals and interlink with performance.
challenging goals and feedbacks give high contribution to better performance (Locke, and
Kanfer and Chen, 2016). M&S follows this goal setting theory to influence team member to
work in right direction and achieves all defined goal of the company before deadline. This theory
is specially designed to improve performance of team effectively within company.
Motivation techniques
Reward strategy
Human resource of M&S follows this strategy to influence individuals to put more efforts
to lead success in the business. Human resource offers two type rewards such as incentive and
recognition to achieve different goals (Veliu and et.al., 2017). For example, incentive as reward
offers by company to the individual to achieve short term goal while recognition as reward use to
retail skilful staff in organization for the long time so that they help to achieve long-term goals.
Soft and Hard Communication skills

It is another motivation technique that supports individuals to become effective
influencer and improves their personality. Leaders of the M&S uses this skill to negotiate it’s
staff member to give high performance within organization as resultant achieves goal of the
company.
Emotional Intelligence
It is another motivation technique that M&S can use to influence it’semployees to manage level
of stress within workplace (Cohen, 2016). With this technique’s individual enables to keep them
clam in all situation weather it is favourable or non-favourable.
Flexible working hours
Company gives flexible working hour facility to the staff members as resultant
individuals gets time to spend with the family and they give high quality in their working while
working work to home. Thus, company gets number of tasks before deadline on time and
maintains wellbeing of individuals for the job. It is another motivational factor that used by
M&Sto influence team performance within workplace.
Content Theory
This theory of motivation focuses on the needs and wants of employees to increase their
satisfaction. To increase the performance of employee it is very essential for Marks and Spencer
to analyse the needs to satisfy them by developing effective motivation strategies. Content theory
helps to identify the factors which motivates employees and improve their efficiency toachieve
objectives of company effectively (Taylor, 2019). increase in demand in retail industry also
increases the competition of Marks and Spencer to survive in the market. it is very essential for
company to evaluate all the motivation factors which can improve the healthy working
environment and increase productivity of their products and services to enhance customer
satisfaction and brand value effectively. Marks and Spencer are using equality theory and two
factor theory of motivation. Equality theory helps to provide equal opportunity to all the
employees to perform and receive rewards and recognition in the organisation. Two factor
theories focus on hygiene factors like job security, health benefits of employees. Motivation
factors include achievement, recognition, delegation of authority and promotion. This also

increases the job satisfaction of employees of Marks and Spencer and provides better opportunity
to grow and compete in the market to generate higher profit margins and enhance customer
service experience effectively.
Maslow’s Hierarchical basic needs
This model is proposed by Abrahams Maslow to understand basic needs of human being
which improves their satisfaction within company (Njuguna and MUNJURI, 2016). Management
of M&S has implemented this theory within organization to meet all objectives of the individuals
who expects from the company. For example, company offers reward in term of bonus,
incentives and profit sharing to the staff member which is considered physiological needs of
individuals and it motivates Individuals puts more efforts in the workplace to get success on
number project. Organization maintains good working environment so that individuals can work
comfortably within workplace which is another need of individuals which they expect that
whereas they offer their service must be hygienic and clean. It also influences employees to give
additional hours except working hours to complete project on time. M&S offers safety and
compensation policy to the staff member which are included in safety needs. these are basic but
highly motivated need of individual because it leads satisfaction in individuals and their family
for the job. Organization supports teamworking which encourages individuals to work
effectively within workplace and maintain their wellbeing. Thus, company fulfil all needs of
individuals effectively within company.
LO3
Effective team as opposed to an ineffective team
Teams are defined as bunch of people working to achieve the common targets.
Differences between an effective team and an ineffective team can be summarises in the
following points.
Point of difference Effective team Ineffective team
Meaning Effective team are defined as
such team who has achieved the
significance behind formation
Ineffective team is defined as
all such team who are not able
to cope up with objectives

of such teams.
On the basis of the productivity
a team is defined as an effective
team.
behind formation of the team.
All such teams who are not
productive are call as
ineffective team.
Team meetings Team leaders in effective team
conduct regular team meetings.
Regular team meetings allow
team leaders to review the
strategies use by team members
to conduct functions of team
(Kesby, 2018).
Team leaders also conduct team
meetings in an ineffective team
but on an irregular basis.
Due to irregularity in team
meetings team leaders do not
get to discuss about the
strategies used to conduct
team’s operation.
Communication Communication is among the
key strength behind the
effective teams.
Team leaders in effective team
give huge emphasis to
channelize effective
communication between the
team members.
Effective communication allows
team leaders to discuss all
aspects of the team activity.
Team leaders in ineffective
team do not give much
emphasis to channelize an
effective communication
between team members and
team leaders to monitor and
control, the team activity.
Lack of proper communication
is also among one of the major
reason behind inefficiency of
the team.
Strategy formation Team leaders in effective team
give huge priorities to form an
effective strategy to conduct
different functional activities of
team.
Team leaders in effective team
put collaborative efforts of all
team members in order to frame
proper strategies for conducting
all team operations.
Team members are also allowed
Team leaders in ineffective
team form most of the team’s
strategies.
Lack of collaboration of team
members in forming operational
strategies becomes one of the
major reasons behind the
inefficiency of the team (Braun
and et.al., 2020).
As the team leaders not take
suggestions from team members

to give recommendations to
improve the strategy formation
of the effective team.
who also restrict the team
leaders to make necessary
changes in the strategies to
achieve the best efficiencies and
productivity possible.
Flexibility Flexibility is among the key
strength of effective team.
Due to flexibility in team
members of effective team get
to perform better operations and
also it allows team leaders to
manage all team work properly.
Ineffective team are not flexible
at that extent as compare to
effective team.
Due to lack of flexibility team
members can perform only
limited operations of team.
Clarity of individual role Team leaders in effective team
make clarify all individual roles
of all team members in the
team.
Clarification of role at the initial
stage of team formation allows
team members to give focus to
conduct the functional activity
of team effectively.
In ineffective team leaders also
clarify roles at the initial stage
of the team formation.
Due to improper control over
team operations such teams do
not get to perform as per the
expectations of the organisation.
The above points can be summarising as the key differences behind an effective team and
an ineffective team.
Tuck man team development theory
Management of the Marks and Spencer Company can form teams with the support of
Tuck man team development model. This model is a well diversified approach that supports
building an effective team. It involves different stages behind team formation that involves
forming, storming, norming and performing. With the support of all stages company can form an
effective team that can meet up all objectives behind team formation.

Forming: Forming is the initial stage involves in Tuck man team development model. This is the
initial stage of team formation where all members in team meet each others. In this stage team
leaders share all objectives behind forming a team. Team leaders also try to clarify all individual
roles and responsibilities of all team members’ part of the team (Jacobsson and Wilmar, 2019).
This is also a complex stage involve in team building as it also generate plenty of confusions
between team members and team leaders also needs to deal with all such confusions. Team
leaders need to solve all confusions of team members about the formation of the team and all
roles or responsibilities team needs to cope up with. Team leader’s try to clarify all doubts arises
in the mind of team members about the team formation. Leaders at this stage also segregate
individual roles to all team members. Generally on the basis of the needs and requirements
associated with the operations that are undertaken by team all individual roles and
responsibilities of all team members are segregated to them.
Storming: Storming is the second stage involve in team formation. All members of team try to
establish an individual influence in the team with the support of knowledge and experience. This
stage of team formation also causes to plenty of issued and arguments between team members
(Widjaja and Tarigan, 2017). Team leaders try to solve all issued between team members at this
stage. Team bonding play an important role for the team to achieve all objectives of team. Team
leaders also try to establish bonding between team members by solving all issues part of the
team. Teams are defined as bunch of peoples working to achieve the mutual objectives. Storming
is the stage where team leaders try to unite all team members so that all functions of the team can
initiate in order to achieve all objectives behind the formation process of team.
Norming: Norming is the third stage involve in team building process. This is the stage where
all team members become part of the team at mental level. Team members also start to
appreciate each other skills and capabilities at this stage. At this level of team formation stage all
team members’ starts to understand the other member’s part of the team. Issues also get resolve
at this stage between all team members (Sehgal, 2020). Team member’s starts to interact with
each other at this stage. Team members also get to know about each other’s strengths and
weaknesses at this level. Team members also start to support other team members at this stage.
Constructive feedbacks also take by team leaders to improve the team efficiency.

Performing: Performing is among the most significant stage involves in team development
model specified by Tuck Man. On the basis of the strategies form by team leaders all members
start to act to achieve the objectives of the team.
The above stages indicate about the different stages involved in Tuck man team
development model. This model is a diversified approach of team development.
Bel-bin team theory
Bel-bin team theory supports the following roles in an effective team.
Resource investigator: Resource investigator is the person in team who investigate all the
resources available for the team to meet its objectives. This person control the resources of
company.
Teamwork: This role drives that the operations in team are conducted on the basis of team
work.
Coordinator: This is the person in team who coordinate all functional activity in team.
Plant: Plant is the person in team who deals with all issues in team.
Monitor evaluator: He is the person in team who monitor all operations of team. Generally
team leaders play this role in team.
Specialist: ON the basis of knowledge and experiences this person take all decisions in team.
Shaper: Shaper is the person in team who give shape to all functions of team.
Implementer: All team members are implementer in team. ON the basis of the strategies form
by team leader's members in team implement such strategies.
Completer finisher: He is the person who complete all tasks.

LO4
Concepts and philosophies of organisation behaviour to a given business situation
Organisation behaviour is projected as the approaches of the human resources associated
with the organisation towards achieving overall objectives of business.
Motivation practices in company: Marks and Spencer Company is among the big brand in
associated with the retail sector. Concepts and philosophies of organisation behaviour allows
team leaders to motivate all employees part of the team (Bennett and Gadlin, 2019). Company
also follow the model of Maslow need hierarchy to improve the employee motivation by meeting
all needs of employees. In recent times Marks and Spencer Company faced the issue related to
unclear responsibility of employees. This practice of organisation behaviour allows company to
deal with such situation by clarifying individual roles. Leadership styles like progressive
leadership will guide company to deal with the unclear responsibility at organisation issue.
Employee development: Concepts and philosophies of organisation behaviour have supported
Marks and Spencer Company in providing effective growth and development opportunities to
employee’s part of the organisation. Employee growth plays an important role for the company
achieving all its objectives. Employee development allowed company to deal with the issue of
unclear responsibility of employees. Under leadership styles of Company like system leadership
style implemented employee development campaigns by launching different skill development
activities. This allowed employees of company to understand the roles in more professional
manner.
Collaboration practices: Concepts and philosophies of organisation behaviour drive company
to channelize collaborative practices in organisation. CEO of Marks and Spencer Company have
guided management towards collaborative working approaches to improve the operation
efficiencies in company. Progressive leadership of company has supported collaborative working
approaches that has improved the work culture of company and also improved the trust between
employees part of the organisation. This practice also supported company in facing the situation
of unclear job roles. Collaborative practices allowed company to improve the work culture and
also guided empoloyees to be clear towards the roles and responsibilities.

Team development activity: Concepts and philosophies of organization behaviour have also
guided Marks and Spencer Company about the team development model. To conducts some
specific operation function management frame teams (Zakaria and Yusof, 2020). Management of
the Marks and Spencer Company has segregated most of its functional roles in different team to
improve the efficiencies of such functions as a part of system leadership. The model has guided
company to improve its operation efficiencies by improving the team culture in company. With
the support of team development company could able to deal with the issues of unclear join role
in company.
The above mentioned points are the key areas of development that the concepts and
philosophies of organisation behaviour have made in Marks and Spencer Company. Company
has transformed all its operations by installing latest technologies to improve the service quality
of company as a part of the organisation behaviour.
CONCLUSION
This report has summarised different concepts and philosophies associated with
organisation behaviour. Different influences culture, politics and power put over organisation has
also summarised in this report. Organisation behaviour drives effective culture in company.
Different cultures such as power culture and other forms of culture have concluded in this report.
Power related to organisation behaviour has also summarised. Different powers are associated
with the company which make the organisation operations effective. Politics in company
influence all part of the company. This report has also projected about the content and process
theories associated with employee motivation. By meeting the expectations of employees along
with the employment opportunity company can improve the motivation of its employees.
Motivated work force plays an important role for achieving all objectives of company. This
report has also projected the key differences between effective team and ineffective team.
Various differences between the team on the ground of communication, productivity, team
meeting and other key differences have concluded in this report. Tuck man team formation
model has also guided in this report. Team development activity comprises into different stages.
Different impacts organisation behaviour put over organisation has also summarised in this
report.

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