Impact of Organisational Behaviour on Primark's Performance

This report delves into the intricacies of organizational behaviour, focusing on its application within the context of Primark, a fast-fashion retailer. The analysis begins by defining organizational behaviour and highlighting its significance in understanding employee conduct, performance, and the factors influencing them. The main body explores the impact of organizational culture, politics, and power on individual and team dynamics, examining how these elements shape behaviour and performance. The report further evaluates content and process theories of motivation, such as Maslow's Hierarchy of Needs, and assesses their role in goal achievement within an organizational setting. The report also critically analyzes ways to influence the behaviour of others through motivational theories and concepts, including team development theories. The report provides recommendations on how Primark can leverage organizational behaviour principles to enhance employee engagement, improve team effectiveness, and achieve its strategic objectives. The report concludes by summarizing key findings and emphasizing the importance of a positive organizational culture and effective leadership in driving organizational success.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Ways in which organisation’s culture, politics and power influence individual and team
behaviour and performance..........................................................................................................1
Critically Analyse ways in which culture, politics and power of an organisation can influence
individual and team behaviour and performance.........................................................................3
Evaluate ways in which content and process theories of motivation and motivational
techniques enable effective achievement of goals in an organisational context..........................3
Critically evaluate way to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models........................................................5
Effectiveness of an effective team as opposed to an ineffective team ........................................6
Team group development theories for supporting development of cooperation within teams...7
Tuckman theory: .........................................................................................................................7
Apply concepts and philosophies of organisational behaviour within an organisational context
......................................................................................................................................................8
Evaluate ways in which concepts and philosophies of OB inform and influence behaviour
within a given business situation.................................................................................................9
CONCLUSION AND RECOMMENDATIONS............................................................................9
Recommendations........................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Organizational behaviour can be defined as a kind of study that can help in understanding
behaviour of people within an organization so that study of overall performance of employees
can be done and ways in which organizational activities can impact employee motivation,
performance, job structure, leadership, communication and many more can be analysed
(Buchanan and Huczynski, 2019). It is extremely important for company’s to have brief
knowledge of organizational behaviour as it can help in analysis of behaviour and performance
of employees, factors that can directly impact performance and motivational level of employees
and ways in which overall relationship of employees and firm can be strengthened. This
assignment will lay emphasis upon provision of advice on organisational behaviour as a concept
and practice to Primark organization.
Primark is an Irish fast fashion retailer that was established in 1969 who’s main
headquarter is in Dublin, Ireland. It is also a subsidiary of a British food processing retail
company known as ABF (Associated British Foods Plc). This assignment will focus upon e
influence of culture, politics and power on the behaviour of others in an organisation, ways to
motivate individuals and teams, ways to cooperate effectively with others, and concepts and
philosophies of organisational behaviour.
MAIN BODY
Ways in which organisation’s culture, politics and power influence individual and team
behaviour and performance
Influence of Organizational culture
Organizational culture is a kind of a system which is collection of expectations, values,
and practises that helps in informing and guiding actions of all team members and other
employees of an organization (Buchanan and Badham, 2020). It can also be defied as collection
of traits that provides support to company so that it can achieve their defied organizational
objectives. It further helps in fulfilling customers expectations, and develop more accurate level
of interconnection with outside world. There are three main types of organizational culture that
are:
 Power culture: In this type of culture power is handled by only few people who are at top of
hierarchy. Such kind of individuals can influence productivity level of organization in both
positive and negative manner (Davis, Hennes and Raymond, 2018). This type of culture
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directly influence individuals working within an organization as in such type of culture lower
position people do not have any kind of power and has to accept this difference in power.
 Task culture: It is a kind of culture in which different kinds of teams are developed in order
to resolve different kinds of problems (Lund,Cohen and Scarles, 2018). It is one of the most
common type of culture that can directly influence team behaviour because in order to
resolve problems effectively it is important for teams to perform properly and behave in an
effective manner.
 Person Culture: In such type of culture people see themselves as unique personality and more
superior than firm. This type of culture influences overall performance of organization
because people of this type of culture feel that they are superior then firm due to which their
performance can impact their as well as organization performance
It is important for organizations like Primark to have positive and appropriate
organizational culture as it will help them in developing strong relationship with employees,
develop strong bond between teams as well as will further help them in enhancing their
employees and organization overall performance.
Influence of Organizational politics
Organizational politics can be defied as an irrational behaviour of individuals within an
organization that can directly impact or influence teams, individuals, as well as their overall
performance in both positive and negative manner (Nayak, Armitage and Andrachuk, 2016).
Behaviour of teams and individual can be influenced due to organizational politics as people can
criticise each other for their own profit or can participate in negative activities of pulling leg of
others.
Positive and negative influence of organizational politics: Positive organizational politics can
help in gaining competitive advantage if people have positive political skills. Political skills can
help in motivating employees and help in enhancing their overall performance. Whereas negative
organizational politics can create conflicts among people because of which overall performance
of individuals as well as team performance as well as behaviour can be influenced (Zhu, Gardner
and Chen, 2018). Organizational politics within Primark can either help in achieving their main
organizational goals and objectives and strengthen relationship of employees with employer or
can create conflict within organization because of which overall behaviour of teams can be
impacted.
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Influence of Organizational Power
Organizational power can be defined as a kind of ability of firm’s structure that utilises
mandatory resources for organizational development. There are many different kinds of powers
that can influence teams, individuals as well as their performance in both positive and negative
manner (Rico and et. al., 2017). Mostly within firms’ power is present with top management or
high designation authorities of organizations. Power present with top management can influence
individuals, team members as well as their performance. If power is used in positive manner then
it can motivate team members of individuals to innovate develop strong relationship with
employees. Many times, if power is misused then organizational information of important or
sensitive information is misused negatively that can impact overall performance. Many times, if
power is misused then rewards, recognition, promotion etc. can be changed that can influence
satisfaction and motivation level of individuals and team members negatively.
Culture, politics and power of an organisation influence individual and team behaviour
and performance. There are four types of culture in an organisation which is role, task, power
and person.
Culture : Every employee want they get good, safe and healthy environment at the
workplace. They want that culture of the Primark company is good and suitable so they can
perform their work efficiently and can achieve goals and objectives of the organisation. Culture
of company helps in motivating employees, helps in promoting individual learning, affects
communication and improves values of the company, help in decision-making and solve
conflicts. If culture of the Primark company is not good then employees will not able to focus on
their work and this is not beneficial for company. It affects individual performance as some
workers did not like the working culture and they will not work properly. Culture also affects
team behaviour as if any member in group is creating issues or making environment bad, so it is
difficult for other employees to work.
Politics and power of an organisation affects behaviour of individual and team. It also
affects performance of employees as well as company. Individual use their power to satisfy their
needs and work accordingly. Team or groups uses politics and power to manage all the activities
and control members and employees for achieving goals and objectives of the organisation. It
also affects performance as sometimes conflicts may arise between members and it lead to delay
in work.
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Culture, politics and power has both negative impact as well as positive impact. It helps
company in maintaining discipline and all employees are focusing on accomplishing goals.
Working in a team or group reduces burden of individual person and politics helps in gaining
competitive advantage. Its negative impact is that if good working environment is not provided
to employees then they may leave company. Politics and power sometimes lead to conflicts.
Critically Analyse ways in which culture, politics and power of an organisation can influence
individual and team behaviour and performance
Organization’s power, culture and politics influence team and individual behaviour and
performance in both positive and negative manner (Li, Mitchell and Boyle, 2016). Positive
organizational culture awareness can help in reducing differences between team members, and
between individual employees. Some of the theories like Hofstede’s dimensions of culture theory
can help in understanding difference between culture of different organizations that operate at
different location. This theory further helps in explaining that society plays a vital role in
impacting organization culture because of which individual and team behaviour and performance
is influenced. Not only this, society can also influence thinking and mentality of people because
of which influence of politics and power on individuals or teams can also get influence in both
positive and negative manner.
Evaluate ways in which content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context
Motivation is a kind of a desire to do something willingly. It plays a vital role in enabling
effective achievement of goals in an organisational by employees. Motivating employees can
directly help organization in motivating employees, increasing their satisfaction level enhance
their overall performance, reduce employee turnover rate and also help in making employees
work on enhancing their current skills and knowledge though people training and development
(Chumg and et. al., 2016). It is an internal process of encouraging employees so that they can
enhance their performance and help organization to achieve their targeted goals and objectives.
There are various kinds of motivational theories but these theories are divided into two main type
of theories that are content and process theories of motivation.
Content theories of motivation
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These type of theories focuses upon exploring factors that can help in motivating people
by seeking their needs and requirements. Most of the organizations uses these types of theories in
fulfilling needs and requirements of their staff members. Some of the most commonly used
content theories of motivation are: Maslow’s Hierarchy of Needs, and Herzberg Theory of
motivation. Out of both of these theories mostly commonly Maslow’s Hierarchy of Needs theory
is preferred most.
Maslow’s Hierarchy of Needs
It is one of the most commonly used motivational theory. As per this theory there are five
main hierarchical levels in which a person can be motivated. These levels help in understanding
different kinds of needs and requirement of people that can help organisation in motivating their
employees (Griffin and et. al., 2020). This content theory can help Primark in motivating their
employees by fulfilling their needs in a proper and appropriate manner and will further help in
enhancing overall satisfaction level of employees. As per this theory hierarchical level of needs
are:
Psychological needs: this need focuses upon fulfilling basic needs of employees such as food,
water and shelter by providing them with basic salary.
Safety needs: this need focuses upon fulfilment of needs such as safety and security needs by
providing employees with job security.
Social needs: this focuses upon need of development of belongingness within an organization.
This can be done by accepting employees as apart of organization including them indecision
making and by providing them a chance to participate and aching results (Kim, Kimand Reid,
2017).
Self-esteem needs: this focuses upon development of self- esteem and earning respect within
organization. This can be done by assigning important tsk to employees, appreciating their work
or achievement of difficult results.
Self-Actualization: In order to fulfil this, need long tern goals should be provided to employees,
so that they can focus upon creativity, innovation etc.
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Fulfilment of these needs in a hierarchical manner can help organizations in motivating
their employees and effectively achieving their main goals and objectives (Kim, Kimand Reid,
2017). Primark can use this theory to motivate their employees, enhance their satisfaction level
and can also help Primark in effective achievement of goals.
Process theories of motivation
These type of motivational theories focuses upon explaining idea of understanding ways
in which changes within organization can bring changes with behaviour, and performance of
employees and can further help in effective achievement of goals. Some of the most commonly
used process theories are as follows:
Vroom Expectancy theory
This theory focuses upon enhancing overall behaviour of employees by focusing upon
priority products. This they can help leaders and management to enhance satisfaction level of
employees and minimize dissatisfaction level of employees by enhancing overall performance of
employees by increasing their knowledge, personality, skills, ability and experience. Effective
use of this process theory can help Primark in increasing chances of effective achievement of
goals.
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Adam equity theory
This theory says that employee satisfaction level can come about and opposed to causes
of motivation. As per this theory employees put input so that they can get equal output (Kim,
Kimand Reid, 2017). This theory says that employees put input within their work in order to get
equal output in terns of rewards, recognition as it further helps in motivating them, enhancing
their satisfaction level and further helps in increasing their contribution within business activities
for effective achievement of goals. This can be done by Primark by being fair to all of their
employees and rewarding them as per their input given by them for achievement of desired
results.
Critically evaluate way to influence the behaviour of others through the effective application of
behavioural motivational theories, concepts and models
In order to influence behaviour of employees working in Primark in positive manner
proper and appropriate they can use Adam’s equity theory where they can focus upon rewarding
employees as per their performance and input given by them for achievement of desired results
without any kind of partiality (Kim, Kimand Reid, 2017). They can also focus upon using
Maslow’s Hierarchy of Needs theory in order to understand needs and requirement of employees
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so that they can be rewarded accordingly which not only motivate them, enhance their
satisfaction level but will also help in influencing their behaviour positively.
In every company it is important to motivate employees for better performance and goals
can be achieved. There are many motivational theories that can be used by organisations to
influence or motivate workers. Maslow's need hierarchy helps Primark company in motivating
employees by fulfilling their needs and wants that are essential. In maslow structure there are
five needs which helps in satisfying workers need to retain them. The theories help in achieving
goals, boost confidence of workers, measure SMART goals. It is essential to motivate worker to
improve their performance, helps in accomplishing targets of company.
Effectiveness of an effective team as opposed to an ineffective team
Team: In regard to team it can be said that it refers a group of people who perform several
interdependent tasks for accomplishing team or common goal. One of the main reasons of
developing team is to boost employees’ performance, improving relations and increasing
productivity (Demir and et.al., 2019).
Effectiveness of an effective team can be discussed by comparing it with an ineffective team.
The reasons of comparing effective and ineffective team is to help Primark in developing team
and increasing productivity of employees.
Effective team Ineffective team
Goals in an effective team are well understood as well as accepted by all team members. It
becomes difficult to understand by tem members about the group tasks and their objectives.
Team members participate in open communication and discussion for completing tasks
successful. Few team members try to dominate discussion.
Members understand views of each other’s and listen to each other’s for taking better decision.
Ideas are not being developed and ignored as team members do not listen to each other’s.
With the help of theories of team development Primark can build an effective team and can also
improve its overall productivity.
Tuckman: It is one of the effective team development theory by which Primark can makes its
team able in handling tasks and completing projects in an effective manner. There are 4 main
steps that needs to be followed such as:
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Forming
Storming
Norming
Performing
Belbin team role theory
Team group development theories for supporting development of cooperation within teams
Tuckman theory:
Tuckman theory was developed in 1965 which is known for its teamwork theory. The theory
states that groups will not form with a fully development criteria whereas the groups will start
from the initial stage which includes cohesive task, focused and individual persons. Clearly
defined stages is the onset of the formation of any particular team in the organisation. The
Tuckman theory emphasizes upon taking an example of a team of social psychologists upon
working with them on behalf of the US Navy. The different stages of Tuckman theory are as
follows:
Forming:
Forming defines the initial stage of any group where there is no particular togetherness involved
in the team. at this particular stage there is no particular place that is allotted to the members of
the team where they are categorised based on the sizing. The discussion of informing a team with
the team building techniques and teamwork tips are discussed in this stage.
Storming:
In this particular stage people start defining themselves as a part of the team. This stage consists
of many challenges and the team leader and things that are required about the responsibilities of
the entire team and the things that should be allotted to every member of the team are being
discussed in this particular stage. As the states suggest there is a confrontation and a conflict and
there is a scope for differences to arrive.
Norming:
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In this particular phase there will be an onset of team members performing their duties of
developing processes establishing ground rules clarifying and working. Here a perfect sense of
togetherness is achieved.
Performing:
This is the final stage of the theory where there will be a complete dedication and focus on both
the task and team relationship with a combined provision of synergy.
The teams evolving is being noticed in the Tuckman theory and it helps to consider and
encounter the issues and problems that are related in working with the team as a member.
Apply concepts and philosophies of organisational behaviour within an organisational context
There are many different kinds of concepts and philosophies of organizational behaviour
that can be focused upon by Primark for bringing positive changes within their overall
organization.
EFFECTIVE COOPERATION AMONG TEAM
Effectiveness of an effective team as opposed to an ineffective team
Team: In regard to team it can be said that it refers a group of people who perform
several interdependent tasks for accomplishing team or common goal. One of the main reasons
of developing team is to boost employees’ performance, improving relations and increasing
productivity (Demir and et.al., 2019). Effectiveness of an effective team can be discussed by
comparing it with an ineffective team. The reasons of comparing effective and ineffective team
is to help Primark in developing team and increasing productivity of employees.
Effective team and Ineffective team: Goals in an effective team are well understood as
well as accepted by all team members. It becomes difficult to understand by team members about
the group tasks and their objectives. Team members participate in open communication and
discussion for completing tasks successful. Few team members try to dominate discussion.
Members understand views of each other’s and listen to each other’s for taking better decision.
Ideas are not being developed and ignored as team members do not listen to each other’s.
With the help of theories of team development Primark can build an effective team and
can also improve its overall productivity. In an ineffective team there will not be any prior
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implementation of ideas since the members of the group are more habituated to the norms that
are mostly incorporated as one.
Tuckman Group Development Theory:
It is one of the effective team development theory by which Primark can makes its team able in
handling tasks and completing projects in an effective manner. There are 4 main steps that needs
to be followed such as:
Tuckman theory was developed in 1965 which is known for its teamwork theory. The theory
states that groups will not form with a fully development criteria whereas the groups will start
from the initial stage which includes cohesive task, focused and individual persons. Clearly
defined stages is the onset of the formation of any particular team in the organisation. The
Tuckman theory emphasizes upon taking an example of a team of social psychologists upon
working with them on behalf of the US Navy. The different stages of Tuckman theory are as
follows:
Forming:
Forming defines the initial stage of any group where there is no particular togetherness involved
in the team. At this particular stage there is no particular place that is allotted to the members of
the team where they are categorised based on the sizing. The discussion of informing a team with
the team building techniques and teamwork tips are discussed in this stage. Team building is the
advantage in this where the group discussion part is implemented and seen. The Primark
company to reach the possibility of its aim, its mandatory to incorporate the discussion.
Storming:
In this particular stage people start defining themselves as a part of the team. This stage consists
of many challenges and the team leader and things that are required about the responsibilities of
the entire team and the things that should be allotted to every member of the team are being
discussed in this particular stage. As the states suggest there is a confrontation and a conflict and
there is a scope for differences to arrive. The advantage of this session is to get the immense stuff
that is required for the ideas to be penned. The disadvantage lies in the motivation for the team
since the ideas that were rejected will leave the ones that have incorporated with the sense of
depression.
Norming:
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In this particular phase there will be an onset of team members performing their duties of
developing processes establishing ground rules clarifying and working. Here a perfect sense of
togetherness is achieved. The retailing ideas that were employed in this will therefore be seen
applying the formulas that are required for it to start implementing. This will have an enormous
impact since the gathered information is kept ready for its onset variation.
Performing:
This is the final stage of the theory where there will be a complete dedication and focus on both
the task and team relationship with a combined provision of synergy. The company will
therefore be applying the formalities that are discussed earlier to the onset of development that is
being carried. Therefore in this stage the company Primark will get to implement the details of
the discussion.
The teams evolving is being noticed in the Tuckman theory and it helps to consider and
encounter the issues and problems that are related in working with the team as a member.
Path goal theory
This theory helps in understanding behaviour and styles of leaders so that leaders can
work suitably in workplace for achievement of their pre- defied goals and objectives (Kim,
Kimand Reid, 2017). With the help of this theory leaders of Primark can enhance their
employee’s overall productivity, and can motivate them so that they can work more dedicatedly.
This theory further helps leaders to understand ways in which they can use rewards and
recognition system for motivating employees in order to bring improvement within their overall
performance and for achievement of short- and long- term objectives. Not only this, this thirty
can also help leaders of Primark so that they can bring changes within their workplace in such a
manner that overall performance and motivational level of employees is not hampered and they
can work effectively to achieve their main goals and objectives. In fact, using path goal theory
overall skills and abilities of employees can be enhanced.
Social capital theory
It is a kind of organizational behaviour theory that can help organizations in developing
strong and effective relationship of employer or leaders with employees that employees can be
motivated and their performance can be enhanced for achievement of both short- and long- terms
goals (Kim, Kimand Reid, 2017). Using this social capital theory leaders of Primark can develop
12

strong bond among employees by identifying and fulfilling their needs and requirements so that
all the employees can work together and achieve that target in an appropriate manner. It further
helps leaders in identifying employees who need or require proper training and development as
per changing workplace environment. Primark can use this theory for development of effective
and proper communication channel so that relationship between leaders and employees can be
strengthened.
Employee empowerment
Employee empowerment is one of the most important concepts of organizational behaviour
that can be used by leaders so that their employees can indulge themselves in decision making
and be accountable for their own actions and can understand ways in which they can enhance
their overall performance (Kim, Kimand Reid, 2017). Employee empowerment can help
employees in bringing improvement within their skills and knowledge so that can easily adopt
themselves in changing workplace environment and work with new changing technology. This
concept can help employees of Primark to indulge themselves within work, develop sense of
belongingness and adopt themselves in changing workplace environment.
Evaluate ways in which concepts and philosophies of OB inform and influence behaviour within
a given business situation
Concepts and philosophies of organizational behaviour can influence behaviour of employees
within Primark in many ways. These concepts and philosophies help leaders in understanding
type of behaviour or leadership style thy should adopt as per the current working condition and
that employees can be influenced positively and desired goals and objectives can be achieved in
an appropriate manner. these concepts and philosophies further help leaders to develop strong
relationship with employees can also help in developing strong bond among employees.
Business situations
Suppose company has to expand its business by developing new product in the market. In this
firstly planning is done like which product company want to manufacture, market analysis,
competitor analysis. Then groups will be divided according to specialisation or field.
Motivational theories helps in motivating employees can be used in this situation as task is
divided in teams and all have to give their best in achieving goals of the company. All employees
are free to give suggestions and take decision when required.
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Dividing work and responsibilities help in completing the given task on time. In this
situation basic needs and wants of employees will be fulfilled and if company earns profit then it
will be distributed among workers. Motivational theory helps in influencing individual persona
as well as team. Leaders are appointed for every team which help in convincing members of
team. So, it is important to apply theories for betterment of the organisation.
CONCLUSION AND RECOMMENDATIONS
Recommendations
From the assessment, following recommendations can be given to Primark. Primark can
adopt both process and content motivational theory for motivating their employees, enhancing
their employee’s satisfaction and motivational level. Not only this, it can further help them in
developing strong relationship with their employees.
CONCLUSION
The entire report emphasizes upon the organisational behaviour and conclude with different
aspects explanation. The different ways in which organisational culture politics and power
influence individual and team behaviour and the performance criteria is listed in the document
with a perfect explanation followed by the cultural and political aspects. The content and process
theories of motivation and motivational techniques enable effective achievement of goals in an
organisational context is put forth in the report. The way to influence the behaviour of others
through the effective application of behavioural motivational theories concepts and models is
explained and concluded with the examples. The concepts and philosophies of organisational
behaviour within an organisational context full explain how far are the philosophies can be
applied in maintaining an effective behaviour and an effective management. The report also
explains the philosophies of organisational behaviour within a given business situation that can
be tackled in the way it has to be. Following by the conclusion the organisational behaviour is a
set of principles and the cultural aspects that are to be incorporated in the employees have to
maintain an effective workforce that will in return contribute to the growth of the company is
being depicted with the report.
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