Organisational Behaviour Report: M&S, Culture, Motivation, Teams

This report delves into the realm of organisational behaviour, using Mark and Spencer as a case study to illustrate key concepts. It begins by examining the impact of organisational culture, power dynamics, and political landscapes on individual and team performance. The report then explores the application of content and process theories of motivation within the organisation, analysing how these theories influence employee behaviour and productivity. Furthermore, it differentiates between effective and ineffective teams, highlighting the characteristics that contribute to each. Finally, the report discusses the implications of various organisational behaviour concepts and philosophies, providing a comprehensive understanding of how these factors shape the overall success of a business. The report covers Handy's culture model, French and Raven's forms of power, and workplace politics. The report includes an introduction, conclusion, and references.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Impact of organisational culture, power and politics on individual and team ......................1
TASK 2............................................................................................................................................5
P2 Application of content and process theories of motivation ..................................................5
TASK 3............................................................................................................................................7
P3 Difference between effective and ineffective team ...............................................................7
TASK 4..........................................................................................................................................10
P4 Implication of concepts and philosophies ...........................................................................10
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour is the field of study which majorly focusses over behaviour,
attitude and perception of an individual towards an accomplishment of business goals or
objective. The primal goal of OB is to explain, identify, analyse and anticipate personnel
attributes or interest in order to bring increased level of satisfaction and motivation among
organisational working culture (Bakotić, 2016). It is considered as multidisciplinary field,
because it is impacted by various sort of disciplines like sociology, psychology, economics and
also the experience of practitioners. Moreover, it enable an establishment to manage workforce
diversity as well as help them to provide enormous platforms for enhance the capability of
individual, team in an efficacious and expeditious way. This report is based upon Mark and
Spencer, which is one the reputed retailer in UK and it is commenced in the year of 1884. It
offers wide range of products like clothing, home goods, food items and serve at an international
level. In this study, it involves effect of establishment culture, power and politics over personnel,
team attitude and implication of motivational theories. Finally, how effective team are different
from ineffective group as well as usage of various OB concepts and philosophies are also
explained here.
TASK 1
P1 Impact of organisational culture, power and politics on individual and team
OB is the study which encompasses the influence of individuals group and structure
within an establishment. Due to intense level of global competition, it is becoming necessary for
every establishment to build their manpower flexible as well as train them to cope up with all
current or emerging trend of industry in an impressive and productive way. Organisation is a
place where group of individuals come together with an aim of accomplishing common goal or
vision in an effectual and expeditious manner within desired time period (Balwant, 2018). Along
with this, behaviour of every personnel is unpredictable which require proper guidance and
governance so that they can feel motivated to put their best contribution for an attainment of high
level of productivity in a better way. In regard of Mark and Spencer, it is one of the branded and
well – known company among UK retail industry which faces several challenges from internal
and external factors of business environment that directly influence on firm's decision making.
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However, Mark and Spencer undergoes with a huge effect of organisational culture, power and
politics which is explained below:
Culture
Every organisational contains its own environment or procedure which is directly
connected with an attitude or perception of every personnel to carry out the goal or objective of
concern within prescribed period of time in an improved way. However, organisational culture is
a set of values, behaviours and shared vision that contribute to the environment of an
organisation in order to add value to company's brand image. An efficacious working condition
brings various benefits like high employee encouragement, increased satisfaction, team spirit and
many more that lead an enterprise to obtain profit maximisation with an optimal utilisation of
resources in a better way (Bester, Stander and Van Zyl, 2015). On the contrary, if organisation
fails to accomplish the same then it will rise to huge conflicts or disputes among personnel that
will directly impact over firm's productivity in negative way. Thus, Handy's culture model is
regarded as an efficacious concept because it help company to maintain better working
environment for obtaining high level of satisfaction (Handy Model of organizational culture.
2019). In context of Mark and Spencer, it implies the same within their functional areas which
are as follows:
Power: This aspect encompasses those sort of organisation in which authority and control
are limited to only some group of individuals which results in miscommunication and conflicts
among team members. Due to such working culture, it put pressure over each personnel to
pursue the instruction and regulations of their manager for accomplishing the firm's task in a
better way.
Role:Under this, it is concern with those establishment which is highly job oriented for
an attainment of productivity. However, in this every personnel are delegated with various roles
and responsibilities based on their capabilities and potentiality. This is the reason, it empower
employees to put their best contribution towards an achieving of business goal or objective
without any hindrances and it reflects in growth of enterprise proficiency (Burrell and Morgan,
2017).
Task:In this, an organisation develop various team and each of them are assigned with
particular job which they have to perform with full team spirit. Hence, it help them to build
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positivity and can easily tackle over communication gap in order to attain sustainable
profitability ratio.
Person:Under this, each employees are more concern about self rather than organisation
which generate a possibility of arising disputes and misunderstanding within business premises
that directly influence over concern decision making ability in a negative way. Moreover, control
mechanism and even management hierarchies are impossible in these cultures except by mutual
consent. Thus, Mark and Spencer makes an attempt to analyse subordinates expert skills which
motivate them to put their best contribution for an accomplishment of organisational goal
(Marques and et.al., 2018).
Henceforth, role culture is regraded as an appropriate for Mark and Spencer as it help its
manager to determine the ability of each personnel and empower them to place in proper
position. With the help of this, it bring high level of motivation among manpower and they put
their best effort for an accomplishment of Mark and Spencer's pre determined goal (Chang and
et. al., 2016).
Power
It refer to the capacity and ability of an individual to influence subordinates in order to
obtain maximisation of profit with an optimal utilisation of resources in an effectual and prompt
manner. In regard of Mark and Spencer, it is meant not only in acquiring certain results achieved
but also focuses over negative determination or action of non decisions which aid firm to
improve their overall performance in an impressive and productive way (Greenspan, Walk and
Handy, 2018). Hence, Mark and Spencer applies French and Raven's forms of power that
encompasses various kinds of authority and each of them comes under the classification of
personal or formal which is explained below:
Legitimate: This sort of power belongs to those authority which only get utilised to make
demands, complaints in a formal or organised manner. Along with this, it is viewed as
unpredictable and unstable nature because once position get lose then there will be no usage of
having dominance within an organisation (Cherry, 2017). In relation to Mark and Spencer, its
manger forms a team and assign each member with different activities. Thus, in that case,
superior were always keep their eyes over their performance and based on that take corrective
course of action i.e. in the form of reward or punishment.
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Reward: Under this, it comprises with an ability of personnel to recognise the effort of
manpower in order to provide fair and effective benefits in terms of promotion, praise for
enhancing firm's profitability in a better way. However, if it is not properly maintained and
examined then it may give rise to huge conflicts within business function which effect
organisation productivity in a negative way (Mir, Bhasin and Rasool, 2016). For example, Mark
and Spencer's leader makes an attempt to evaluate its personnel contribution and recognise their
effort towards organisational goal by rendering certificate, vote of appreciation, monetary or
non- monetary reward etc. By this, Mark and Spencer can be enable to bring high level of
motivation among manpower and it directly reflect over enhancement in company's proficiency.
Expert: This involves those manpower who contain detailed or in depth information as
well as skilled in specific field or department which enable them to cope up with all current and
emerging trend of marketplace. Additionally, it help an superior to gain high level of trust and
respect from employees that benefits them in attaining impressive rate of productivity (Walls and
Berrone, 2017). In relation to M&S, they identifies the ability of each personnel as well as
examine in which field they are expert so that they can place them in right position within firm.
With the help of this, Mark and Spencer can create better working culture and also can be aware
about all modification which occurs within business environment in order to attain sustainable
profitability.
Referent: It is relates with evasive ability of an individuals which is entirely focuses over
interpersonal attraction. This kind of authority does not mean that a person has positional power
instead it means that manager is well- regarded, respected and admired by followers for
accomplishing their goal in an amended way ( E. Nir and Hameiri, 2014). For example, If M&S
leader provide equal growth platforms and empower each personnel to take participate into
business activities which help manager to acquire trust and respect from employees. Due to this,
it benefit them by enriching their profit margin ratio in a better way.
Coercive: This type of authority is opposite to reward power as it is fully based on a
potentiality of a person who cause an unpleasant experience for its subordinates i.e. punishments,
suspension, dismissal. However, in some cases of an organisations, employer are forced to
acquire this dominance over manpower so that they can maintain the establishment code of
conduct in a better manner (Coccia, 2015).
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However, expert power is regarded as suitable for Mark and Spencer's manager because it assist
them to examine the industry situation in an trenchant manner as well as they can be able to
make best strategic decision which lead them to gain competitive advantage in an innovative and
creative way.
Politics
Workplace politics is wholly based upon two foremost concepts i.e. relationship and
policies which help an individual to govern or monitor the entire business operation or function
in an improved way. However, the perception of organisation politics as a moderator of
relationship between conscientiousness and job performance which impact positively and
negatively over working culture. Hence, for generating better working culture an establishment
require effective management and coordination within business premises. There are various
reason which arises conflicts or disputes among team members such as communication gap,
partiality, resist to change and many more. In context of this, if Mark and Spencer's manager
fails to render accurate and relevant information to its manpower then it generate confusion or
ambiguity among employees and it effect negatively over firm's capability in attaining
productivity. Likewise, not providing sufficient amount of growth platforms to employees or
showing partiality in assigning the task then it create intense level of dissatisfaction within
subordinates which restricts them to put their best effort for an accomplishment of establishment
goal within desired time frame in an amended way (Coxen, Van der Vaart and Stander,2016).
Therefore, in relation to Mark and Spencer, for building better relationship with staff and
acquiring trust, satisfaction from them its superior needs to be sensitive towards personnel
interest or capabilities. With the help of this, company's employer can overcome over
communication gap and also can empower each manpower for giving their foremost attempt for
obtaining profit maximisation in an impressive and productive style. Additionally, providing
equal opportunity as well as participating employees in every business activities that assist Mark
and Spencer's superior to strengthen its workforce morale in a better way in order to obtain
sustainable proficiency ratio.
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TASK 2
P2 Application of content and process theories of motivation
For surviving within competing marketplace for longer period of time, employee
motivation and encouragement plays a significant role as it help an organisation to obtain
maximisation of profit in an effectual and economical way. Additionally, motivated manpower
lead a firm to achieve increased productivity as well as it allow an establishment to acquire
higher level of output. There are several theories or models related to motivation which is
classified into two divisions i.e. content and process. However, Mark and Spencer implies both
content and process theories into their business operation so that they can examine personnel
need or demand efficaciously and can take corrective course of action to gain increased level of
satisfaction. (Erasmus, Grobler and Van Niekerk, 2015).
Content
This concepts focal point is to identify the internal factors of manpower and taking
corrective course of action to gain increased level of satisfaction which strengthen each
personnel behaviour for accomplishing pre determined task in an effective way (Content Theory
and Process Theory of Motivation. 2019). It includes Maslow hierarchy, Alderfer's ERG theory,
Herzberg motivation hygiene and many more which assist employer to attain high proficiency
ratio.
Maslow Hierarchy Need Theory
Physiological needs: This phase is concerned with basic essentials like food, shelter,
clothing which is require for every human being to survive in a better way. However, this need is
considered as most dominant over other because satisfaction of physiological requirements
enable each personnel to gain increased level of motivation and empower them to contribute
towards an attainment of goal. Therefore, in context of Mark and Spencer, its manager make
assure that they must provide fair and impressive reward so that manpower can easily fulfil their
needs in a better way. Moreover, they can gain positive perception for organisation that benefit
firm to gain competitive advantage (Geppert, 2017).
Safety and security needs:It includes work safety, health insurance, job security, stability
and many more that directly effect company's decision making processes. In regard of Mark and
Spencer, employer generate a feeling within manpower that their job profile is stable and long
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lasting by providing any written agreement. Due to this, each individual feels secure and help
them to work in full enthusiasm which aid Mark and Spencer to overcome over labour turnover.
Social needs: Once physiological and safety gets fulfilled then the next stage which arises
among personnel is social connection or interaction which is gain from friends, family, relatives
etc. within business premises. However, in case of Mark and Spencer, employer makes an
initiative to form various team or group which enable every individual to improve coordination
as well as help them to cope up with issues like loneliness. Furthermore, it improve overall
performance of Mark and Spencer and can maintain better working condition in an improved
way.
Self esteem needs: Under this, employee seek for getting recognised or admired by
employer which boost their morale in an improved way. Some of the examples are dignity,
achievement, mastery, independence and etc. Therefore, Mark and Spencer's manager makes an
attempt to analyse the performance of each individual and based on that provide them impressive
incentive, bonus, promotion, benefits. With the help of this, Mark and Spencer manpower feels
highly motivated and satisfied that directly reflects in the growth of company's productivity and
profit margin ratio (Goh, Ritchie and Wang, 2017).
Self actualisation needs: This phase is viewed as last factor in Maslow's theory as it is
concern with those individual who seeks for growth or development to their fullest potential.
Along with this, workforce desire to make use of all available opportunity which lead them to
enhance their capability by acquiring all possible training or development activity (Brinia and
Papantoniou, 2016).
Process
This theory of motivation is mainly centring over determining the ways to motivate
human behaviour or attitude towards an accomplishment of business objective within desired
time period. Under this, it includes Vroom Expectancy theory, Adam's equity theory, Skinner's
reinforcement and so on that help an organisation to achieve their pre determined task in given
time frame (Hall, Malinen, Vosslamber and Wordsworth, eds., 2016).
Vroom Expectancy
It explains that motivation is a procedure or activity which monitors or supervises choices
among alternatives forms of voluntary behaviour. There are three factors which are as follows:
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Expectancy: Under this phase, each personnel beliefs that putting more effort or
contribution enable them to bring out a successful outcome that add value to their performance
within organisational culture. In regard of Mark and Spencer, manager takes an initiative to
arrange sectoral business activity or training program so that manpower can improve their hidden
talents or capabilities in order to acquire sustainable profitability (McGregor, 2014).
Instrumentality: In this, every personnel agrees that there is a link between activity and
goal as they thinks that better performance aid them to gain impressive reward. However, in
context of Mark and Spencer, manager must adhere to the promises which they give during
hiring a candidate. Hence, it will help them to stay within organisation for longer period of time
that enrich Mark and Spencer's brand value among industry in terms of labour turnover (Katou,
2015).
Valance: This degree is relates with evaluation of employee performance. Hence, in
relation to Mark and Spencer, they takes an attempt to examine each personnel presentation
towards business goals and according to that rendering fair reward or benefits like incentive,
bonus, promotion in order to enhance the relationship between employer and employee.
Therefore, it has been evaluated from the above theories that content theory is more
effective than process and also viewed as a best fit for Mark and Spencer. This is because,
content theory is more emphasising over individual need which is very essential for organisation
in order to acquire high level of satisfaction without any hindrances. Moreover, it help Mark and
Spencer's employer to identify personnel interest and requirement and according to that they can
take corrective course of action which enable them to build better relationship as well as
improves their morale in an amended way.
TASK 3
P3 Difference between effective and ineffective team
In current scenario of marketplace, which is highly competitive and challenging to
survive as well as to obtain sustainable profitability in an improved manner. In every aspect of
business, the diverse skills and capabilities of teams are needed as it lead them to reach success
in an innovative or creative manner (Khaola and Sebotsa, 2015). Moreover, it enable Mark and
Spencer to acquire enormous opportunity which help them to enlarge their market share or size
in an impressive way. However, there are two types of teamwork that is effective and ineffective.
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Hence, effective group are those who make use of available resources in an optimum manner and
tries to strengthen their ability for an attainment of increased level of proficiency ratio. ON the
other hand, ineffective team are always resist themselves in adapting any kind of changes or
modification for an enhancing market share in a better way. Some of the difference between
effective and ineffective team are as given below:
Effective Ineffective
Under this, personnel are highly goal oriented
which empower them to put their best
contribution for an achievement of
organisational goal in an effective and efficient
manner without nay hindrances. Moreover,
they takes an initiative to listen to others as
well as work with full team spirit for obtaining
better outcome in order to survive within
competing marketplace (Meirovich and Gu,
2015).
They are concern with those group of people,
who are not ready to acquire any sort of
changes or modification as well as take less
participation in business activity which impact
company's proficiency rate in a negative way
as well as reduces the brand value of firm
among industry (Turkelson and et.al., 2017).
Belbin theory:
Belbin theory is the one which states that each individual within the business posses a
different pattern of behaviour which differentiate one person' behaviour to the another in
facilitating the progress within a group of people. In general he stated this theory as a tendency to
behave , contribute and interrelate with one another in a particular way (Brock and et.al., 2017).
To improve the overall efficiency of the team Belbin has consider Nine team role such as :
Shaper : In context of the business like Mark and Spenser they must assure that the
manager which they have hired are capable enough to shape the business and also to guide their
subordinates in such a manner so that the improvement in the working of individual as well as
the team can be done in the effective manner (Belbin Team Role Model. 2019.).
Implementer: The business of Mark and Spenser must ensure that all the plan and
strategies which are manager have formulated to improve the performance of the team are
applied in a practical manner within the business in order to enhance the productivity and
profitability of the association. Because implementer within the business are the one who are
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responsible for getting the things done by right person at right time (Maitland, Hills and Rhind,
2015).
Complete finisher : The manager of the Mark and Spenser is required to check whether
the execution of the plan is done in a complete manner or not what hurdles are arising and how
those conflicts can be resolved.
Coordinators : In this stage of the team role the manager of the Mark and Spenser will
focus on the factor of coordinating the work among the members of the team and also focus on
guiding the team member to work with proper guidance so that the goal of the business can be
attained within a short duration of time (Liubchenko and Sulimova, 2017).
Team member : Here the business should focus on the maintaining of the relationship
between the members of the team so that the member within the team can perform their task in
collective nature without causing harm to one another towards the accomplishment of the
common goal (Olatunde, Ogunsemi and Oke, 2017). For instance, M&S encourage its team
members to provide equal opportunity to each other in terms of sharing their views or opinion
which help them to acquire novel ideas and can achieve their task within prescribed time period.
Resource investigator : The business of Mark and Spenser should focus on hiring of the
person who have the proper skill and knowledge about the research activity so that the activity of
research for the business can be performed in the systematic manner and identification about the
requirement of the resources can be analysed and the member of the team can perform the task in
the most effective manner (Mesu, Sanders and Riemsdijk, 2015).
Plant : Here the business must assure that the person whom they have hired is good in
exploring the new ways of doing the business with the help of the team member. Plant are the
person in the business who always tries to create new ideas and approaches for the business so
that the profitability of the business can be enhanced (Pons and Haefele, 2016). In context of
M&S, they acquire highly skilled workforce who is able to adapt any kind of changes or
modification of business environment in order to gain competitive advantage in an innovative
and creative style.
Monitor Evaluator : These are the person who will empower the business of Mark and
Spenser with all the pros and cons of operating the business with the new ideas and plans by
which the evaluation of the programmes by the business can be done in the best way. Which
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