Organisational Behaviour Report: Culture, Politics, and Power

This report delves into the realm of organisational behaviour, using Waitrose as a case study to explore the intricate interplay of culture, politics, and power dynamics. It meticulously examines how these factors influence individual and team behaviour, performance, and the overall organisational environment. The report investigates various aspects, including the impact of organisational culture, different power structures, and the effects of workplace politics on employee motivation and productivity. Furthermore, it explores content and process theories of motivation, offering insights into effective goal achievement strategies. The report also analyses the characteristics of effective and ineffective teams, providing valuable perspectives on team building and management. By applying the concepts and philosophies of organisational behaviour to a real-world business situation, this report offers a comprehensive understanding of the subject, making it a valuable resource for students and professionals alike.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Look at control of organisational culture, politics and power on individual and team
behaviour and performance.........................................................................................................3
P2 Content and process theories of motivation and motivational technique, enable effective
achievement of goals...................................................................................................................8
P3. What makes an effective team as opposed to an ineffective team......................................11
P4 Utilise concept and philosophies of organisational behaviour within given business
situation......................................................................................................................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Organisational behaviour is defined as a process that scrutinizes complete impact of
individual’s behaviour within organisation. It also identifies internal and external factors as they
also create a strong influence on productivity of entire business (Ashenden and Sasse, 2013).
This assists them to assign roles and responsibilities to workforces. Basically, it denotes the way
in which individuals tends to act within a group. Objective of this technique is to amplify
efficiency as well as effectiveness of business. This report is based on Waitrose which was
founded in 1904 and is a chain of British Supermarket. It was established by David Taylor,
Wallace Waite and Arthur Rose. This report will deal with influence of power, politics and
culture of organisation on an individual, team and entire organisation. It will also cover content
and process theory and the manner which goals can be attained by their assistance. Apart from
this, techniques will be described which are used for formulation of team in effective manner and
along with this, philosophies of organisational behaviour are also discussed.
TASK 1
P1 Look at control of organisational culture, politics and power on individual and team
behaviour and performance
Organisational behaviour is a constant assessment of behaviour with respect to
performance and attitude of workforce within organisation. Objective of organisational
behaviour is making use of formative approach which assists them to improvise overall
performance level of employees. It comprises of diverse factors which are responsible for
creating either direct or indirect impact on overall working of organisation. Waitrose is making
use of Handy culture in their working structure for elimination of influence of factors like
culture, power and politics. They are shown below:
Organisational culture: It includes assumptions, values and beliefs which support them
to identify behaviour of an individual. Each organisation has their own norms, vision, working
style and system which they follow to carry out their operations. Waitrose is utilising Handy
culture to identify impact of certain factors (Carlos Pinho, Paula Rodrigues and Dibb, 2014).
They are defined below:

Power Culture: Power exists with few individuals of the organisation and generally they
are CEO (Chief executive officer), BOD (Board of Directors) and top executives. They acts as
crucial assets within organisation. Power is with superiors within Waitrose and they are
responsible for creation of set of rules and policies for their employees through which they can
accomplish their responsibilities in an effectual manner. Performance can be assessed in context
of the way in which organisational activities are being carried out. Culture of Waitrose has an
affirmative impact on individuals. Employees are provided with motivation which is in the form
of appreciation and rewards depending upon their work.
Task culture: Focus is on culture for completion of peculiar target within given duration
of time. It is horizontal within nature that makes it flexible. Management of Waitrose has
executed this culture in their working structure through which they can achieve organisational
objectives and goals within given time duration (Coccia and Cadario, 2014). Teams are
formulated with respect to requirements of project by which they can have success in an
effective manner. This aids management of Waitrose to have efficacious communication in their
working structure through which employees can be inspired to work in coordination with each
other.
Person Culture: Within this culture, power lies with individual who are proficient within
their relevant field. Suppose in HR department of Waitrose each member is expertise within their
specific domain. Each person thought they as advanced in their field.
Role Culture: Emphasise on attainment of goals as well as objectives by usage of certain
rules and procedures. Power depends on position of individuals. It involves hierarchy
bureaucracy in which authorities are given to employees in well defined way.
Impact of culture: There are different kinds of culture which prevails within
organisation, they includes rewards, values and behaviour. They are responsible for creation of
either direct or indirect impact on organisation’s working as well as on employee’s performance.
Thereby, it is mandatory for management of Waitrose to formulate strategies which will lead to
formulation of secured and healthy working environment. This will amplify performance of
employees and they will have a sense of equal treatment. It creates positive working environment
which will intensify profitability as well as productivity of organisation.
Positive Impact: When affirmative culture exists within organisation then it intensify or
enhances the performance of employees as they feel valued and secured. Management of

Waitrose inspires their employees by making use of such type of culture as this aids them to
attain their goals within stipulated time duration. Thereby leads to have high productivity and
profitability.
Negative Impact: If weak culture is present in working structure then it will create
pessimistic vibes among employees which lead to decline in their performance. In addition to
this, if any kind of discrimination takes place within working premises then job insecurities will
be created again this will affect performance of employees in worst manner. Thereby, it is
mandatory for management of Waitrose to have the culture which will create affirmative impact
on organisation rather than cynical (Coccia, 2014) (De Vasconcelos, Gouveia and Kimble,
2016).
From above, it has been recommended, management of Waitrose can opt for task culture
within their working environment as it will aid them to acquire goals in stipulated duration of
time and in required manner. Along with this executives will assign roles depending upon skills
which are being possessed by individuals.
Impact of Politics: Politics is not healthy within an organisation except if person himself
is involved in this. It creates glum influence on rest of employees thereby leads to creation of
unhealthy as well as unethical environment within working premises. It is depraved way which
leads to attainment of goals or anything which an individual needs. An example can be taken to
exemplify this concept like an idea is furnished by an individual suppose ’x’ within group
discussion on certain topic. When leader comes and asks about how they will be doing this
project then any third person like ‘y’ interact the idea with leader and if leader likes that opinion
then y takes the credit for same but initially that opinion was of x. This will create a negative
influence on person as credit was taken by someone else. At this moment of time, the reaction of
x will be like let y do the task if idea was theirs. This will lead to decline in performance of x as
it has struck into their ego. In such case leader of Waitrose can communicate with the person
and identify the reason behind the same so that performance of overall team do not get affected
by this. Along with this, management of Waitrose needs to make sure that activities of
employees are monitored so that unhealthy environment can be prevented. As this will also lead
to decline in productivity and growth of organisation. Management of Waitrose needs to
formulate strong policies for the same (Harper, Randall and Rouncefield, 2012). Their impact is
illustrated below:

Positive impact: Individuals can acquire competitive edge by involving within politics
like in above example person y got appreciation for the idea. By this an individual can attain
their tasks within given time frame. This will also lead them to have competitive edge over other
employees and they may project them as it is their contribution which made project successful.
Negative impact: Unhealthy and bad working environment can be build up among team.
Like in above example person x got affected as their credit has been taken by third person. This
has caused significant decrease in performance which might also affect success of project as they
are not willing to their part.
Power in organisation: This denotes authority which is acquired by an authorised person
within an organisation and leads to creation of stronger impact on minds of employee as it is
necessary for achieving organisational objectives and goals in an appropriate manner.
Reward power: Management of Waitrose possess power to appreciate as well as gives
rewards to employees when they are able to attain goals by following specified criteria and
within time. These rewards vary from project to project but basically comprises of increments,
promotions, bonus and various others. They are dependent on ways in which responsibilities are
carried off by employees within Waitrose.
Coercive power: management of Waitrose also possess power to punish their employees
if they do not complete their tasks by following certain set of rules and regulations as well as
when they are not able to attain it in given time duration (Hashim and Wok, 2014). This leads
decline in profitability of Waitrose.
Positive impact: By giving those rewards and appreciation there will be certain incline in
their (employee’s) performance as they will be motivated to work till their entire potential. This
will have affirmative impact on overall performance of organisation in form of productivity and
profitability.
Negative impact: When employees are not able to accomplish their duties on time then
instead of giving them punishment the reason behind that must be evaluated. As this, creates
negative and unhealthy environment which will lead to decline in morale of individuals.
It is recommended that management of Waitrose must identify that employees are doing
what and in what kind of activities they are involved in when they are not doing their work. This
will enable them to identify what is going inside them and make them stay away from unhealthy
practices so that performance of others do not get affected.

Critically analyse how the culture, politics and power of an organisation can influence individual
and team behaviour and performance
In order to explain cross cultural communication, Hofstede's Model is explained which
consists of six dimensions such as:
Power Distance Index- The employees working in Waitrose carry high and less power
as per their skills and knowledge. If individuals possess high power then distribution is equal
among all and in case of less power distribution is less.
Individualism vs. Collectivism- The employees of respective organisation should work
collectively in order to achieve goal and objectives of business in effective and efficient manner.
If they perform individually then better results cannot be achieved.
Uncertainty Avoidance- There are many uncertainty which arise in organisation that
leads problem to business for running it successfully at marketplace. It is very important for
respective organisation to prepare themselves for bearing uncertainty arise in business.
Masculinity vs. Femininity- Masculinity means preference of society for heroism,
material reward, assertiveness and achievement whereas femininity means preference for quality
of life, modesty, caring and cooperation. Both should be provided equal treatment in order to
perform work at Waitrose.
Long Term Orientation vs. Short Term Orientation- The employees working in
Waitrose should focus on both long as well as short term goal and objectives. With help of short
term orientation, long term objectives are attained in effective and efficient manner.
Indulgence vs Restraint- In this culture dimension societies focus on controlling over
their desires and impulses. The employees should focus on achievement of goal and objectives in
in effective and efficient manner.
This model is used when when people from different parts of world come together for
working in an organisation to achieve goal and objectives. It impact both on background as well
as potential of employees how they behave in work place.
The culture, politics and power of organisation help individual, team behaviour and
improve their performance. This helps in guiding them to work for betterment of business in an
effective and efficient manner. Therefore, with following of power, culture and politics work are
carried out in systematic manner.

P2 Content and process theories of motivation and motivational technique, enable effective
achievement of goals.
Motivation is a formative process in which an organisation takes advantage of different
types of motivational tools as to inspire their employees in order to effectively contribute
towards organisational goals and objectives. Motivation is an essential element with the help of
which organisation can actually able to retain their employees for long terms and use their
expertise and experience to increase overall profit. Thus, it is essential for an organisation to take
advantage of best effective form of motivation that lead towards creating employees behaviour
towards better outcomes. Negligence of this may lead towards decrease in performance of
employees. Mentioned below there are some certain motivational theories that can be considered
by Waitrose in define and descriptive manner:
Content theory:
It includes internal factors within an organisation. This theory states that it is essential for
an organisation to effectively satisfy basic needs of their employees as to make them comfortable
in organisation working environment (Hyde, Harris and Boaden, 2013). Mentioned below
Herzberg two factor theories and Maslow hierarchy theories are defined in context with
Waitrose:
Psychological needs it includes needs which is related to sleep, food, water, shelter,
clothing and more. Thus, it is essential for Waitrose to effectively consider basic requirements of
their workforce and take effective measures to accomplish them in well defined manner as to
lead them towards accomplishment of roles in define manner.
Figure 1 Maslow’s hierarchy
(Source: Abraham Maslow and the pyramid that beguiled business, 2019)

Safety needs every individual is concerned towards safety and security and want to work
in an environment within which they do not feel any physical harm. Thus, it is essential for
Waitrose to considered safety and security needs of their workforce and offers secure working
environment in order to safeguard their physical and emotional well being. For this company can
take measures in context with job security, prevention from any kind of harassment, medical
insurance and financial resource.
Social needs after the accomplishment of safety needs individual tend towards working
in an environment where they feel feeling of acceptance, friendship, belongingness and intimacy.
Thus, Waitrose holds major responsibilities to create a working environment in which all
individual work in a collaborative manner as to effectively need which is related to social
(Kazemipour and Mohd Amin, 2012).
Esteem needs once the accomplishment of social needs are considered Esteem needs are
measured which is related to reputation, social status, recognition, attention achievements and
more. It is essential for Waitrose to effectively satisfy their staff member needs and boost their
moral as to increase their achievement ratios.
Self actualization needs it is the last stage in which individual desire for trust, justice in
order to accomplish organisation goals in well effective way. For this Waitrose can allow their
employees to take more challenges from which they can develop trust of organisation towards
their achievements.
Accomplishment of the these measures can benefit Waitrose to effectively motivate their
employees and lead them towards more than the mental and physical growth prospectus that
directly and indirectly affect employees in organisation productivity and profitability.
Herzber's Two-factor Theory of Motivation: This theory was coined by Frederick
Herzberg which is also known as motivation-hygiene theory. As per according to this, there are
different types of factor with the help of which organisation can offer job satisfaction and
dissatisfaction on a simultaneous manner. Mentioned below description of these factors are
define:
Hygiene Factor:
Hygiene factor includes factors which are related to fringe benefits, working condition,
job security, pay scales another form of interpersonal benefits (Muchiri, Cooksey and
Walumbwa, 2012). It is essential for Waitrose to effectively considered hygiene factors of the

workforce in order to effectively satisfied their need and motivate them towards accomplishment
of organisational process in best effective way.
Motivational Factor:
Motivational factors it is also known as Satisfiers going. According to this theory
Organisation in order to increase motivational level in their employees is required to effectively
ensure that they satisfy psychological requirements of their workforce for this Waitrose is
required to offer elements such as extra reimbursement along with this by offering promotional
benefits. With the help of this company can effectively increased productivity of both employees
and Organisation in effective manner.
Process Theory:
This theory is a process of behavioural and psychological procedure with the help of
which employees can be encouraged in more directional way. It is evaluated that individual
efforts, motivation and performance are interconnected with each other. Thus, Waitrose by
increasing their employees with the help of different motivational techniques can lead them
towards increasing their performance and productivity. Mentioned below there are some of the
theories that can be considered by Waitrose.
Expectancy: This theory is linked with expectation of employees of their work done for
this it is essential for Waitrose to effectively use different type of motivational measures in order
to measure their efforts and promotion. By identifying employees capabilities and skills Waitrose
can further offer different types of training and development measures as to increase confidence
levels in their work force to let them towards more organisational success.
Instrumentality: This sector is linked with employee state of mind in which performance
can be effectively increased with the help of motivational factors. For this it is essential for
Waitrose to offer motivations to the workforce as to lead them towards meeting actual standards
of organisation. For this company can offer promotional benefits along with measures to increase
their loyalty and performance to with organisation.
Valence: This, factors in linked with employers have desirability to increase their
performance with the help of different type of appraisals measures. Thus, for this Waitrose can
take advantage of holiday packages, bonus, extra pay, a day off and many other form of phrases
in order to effectively identify their hard work with the help of this company can lead towards
most successful growth and confirm the create high market value in a market place.

Lockes Theory of Motivation:
This is also known as goal setting theory with the help of this theory Waitrose can
effectively able to evaluate factors that are related to motivation with the help of which
employees can lead towards accomplishment of organisational goals along with overcoming
challenges in well defined way (Muchiri, Cooksey and Walumbwa, 2012)
. For this is organisation is required to satisfy needs and demands of their employees with
the help of which they can offer motivational measures to them. thus, in order to take advantage
of lockes theory of motivation Waitrose is required to frame different types of strategies with the
help of which they can encourage contribution of the employees.
It has been recommended to management to take advantage of any form of motivational
theories that are mentioned above as with the help of this they can increase potential of their
employees and encourage them towards more developmental path. In context with Waitrose
company can take advantage of Maslow Hierarchy motivational series in order to accomplish
organisational objectives in well defined manner.
Critically evaluate how to influence the behaviour of others through the effective application of
behavioural motivational theories, concepts and models
The application of behavioural motivational theories and concept guide organisation and
employee to work for achievement of goal and objectives. These theories are mainly used to
fulfil need and requirement of working staff and create motivation and encouragement towards
attainment of business goal. With the application of such theories, behaviour of others are
influence through fulfilment of their needs. In context of Waitrose, they have to motivate and
encourage staff and employees to build their confidence for better work performance.
P3. What makes an effective team as opposed to an ineffective team.
Each and every organisation must possess effective team so that work can be carried out in
effectual manner rather than creation of disputes and conflicts. Team is defined as group of
individuals who work together in identical process and aims at success of project so that overall
goal of organisation can be achieved. Generally, there exists effective and ineffective teams, they
are explicated below:
Effective team: They are the group of persons who work as a single unit for
accomplishment of given job in an affirmative manner. They formulate decision in collaboration
with each other.

Ineffective team: they represent group of people who are in one team but do not work as
identical unit. Neither their decisions are made on the basis of mutual understanding due to this
they just aims at accomplishment of task rather than accuracy and quality.
Differences among effective and ineffective team
Basis Effective Team Ineffective Team
Interdependence
They utilises effectual
interdependence by which
comprehensibility in their work can
be attained by each person in an
affirmative manner.
They are not enthusiastic to work in
collaboration and coordination with
one other. As in this case, the trust has
not been established which leads to
pessimistic results for Waitrose.
Goals
They have clear as well as specified
objectives and goals through which
access is provided to each
individual which leads them to
focus on identical goal. This makes
them to attain their goal in given
time duration.
Goals are not well defined which leads
to unclear objectives to team. This
creates sense of de-motivation with
respect to attainment of goals in
required manner as well as in
stipulated time frame.
Communication
Effective team within Waitrose
utilises two way communications
within working environment. This
aids them to have affirmative
atmosphere within working
premises.
With reference to ineffective team,
leader is responsible for taking
decision and the information is given
to team. This means that
communication does not occur and
neither the feedback nor reviews are
taken from subordinates.
Belbin's Theory of Team Roles
This theory is proposed by Dr. Meredith Belbin who states that organisation allot roles
with respect to educational background and competence of individuals. The nine roles of Belbin
are given below: