Organisational Behaviour Report: Dr. Martin Relocation Challenges

This report examines the organizational behavior of Dr. Martin, a footwear manufacturing company, in the context of its relocation from Northampton to London. The report explores the influence of culture, politics, and power on employee behavior, utilizing Handy's typology and French and Raven's power types to analyze these dynamics. It delves into motivational theories, including Maslow's hierarchy of needs and self-efficacy theory, to understand how to enhance employee productivity and adaptability. Furthermore, the report contrasts effective and ineffective team characteristics and discusses Chanlat's political behavior categories. The analysis provides insights into creating a favorable work environment and achieving organizational goals through effective leadership and employee motivation.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ..........................................................................................................................................3
P1. Influence of culture, politics and power on the behaviour of employees.............................3
TASK 2............................................................................................................................................5
P2. Motivational theories for achieving organisational goals.....................................................5
TASK 3............................................................................................................................................7
P3 State what makes a team more effective as opposed to an ineffective team.........................7
TASK 4...........................................................................................................................................2
P4. Philosophies and theories of organisational behaviour.........................................................2
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Organisational behaviour refers to the study of a way in which people interact and behave
with one another at workplace. It involves assessment of how the behaviour and performance of
an employee get affected when working within a team (Chiboiwa, Chipunza and Samuel, 2011).
Dr Martin is an footwear manufacturing company which is headquartered in UK. Current report
is about the decision taken by Dr Martin to relocate its office from Northampton to London and
challenges faced by them while executing this action. This report elaborates about the influence
of culture, politics and power on employees behaviour along with various motivational theories
that can be used to enhance productivity of employees. It also describe about characteristics that
make an effective over ineffective team and path goal theory to improve employees behaviour.
TASK 1
P1. Influence of culture, politics and power on the behaviour of employees
Every organisation has a different culture and norm which may or may not as per the
expectation of employees. Culture plays an essential role in the performance of an employees as
favourable cultural environment motivate them to work as per the required standard. If
employees needs are fulfilled by the organisation they will be happy and perform better. This
will be beneficial for the company which contribute toward its growth and success. Culture
refers to rituals, values, beliefs, norms and symbols which are different in each company. It put
both negative and positive impact on workers. Their performance, morale, sales, profits and
many other things get affected as culture of a company is powerful. In case of Dr Martin it is
very essential for its manager to develop a favourable and friendly culture that support
employees in performing their job effectively (Dartey-Baah and Amoako, 2011). Further it also
support company in keeping their employees satisfied and attaining their objectives behind
relocation. Role of culture can be better understood using Handy's topology model that is
explained below:
Handy's typology:
Power culture:- A company with a power culture gave power to a few persons whose
impact is positive and favourable in an organisation (Models of Organisational Culture - Handy,
2015). Employees who are working within organisation are judged by their performance and

how they are doing things. It help Dr. Martin in creating an environment of disciple and
coordination as employees will work over the instruction from single authority.
Role culture:- In role culture company is based on rules. In this employees are given
position and responsibilities according to their qualification and interests. By developing such
culture Dr Martin will be able to manage their workers to do their best and perform challenging
tasks.
Task culture:- In Task culture groups are formed to attain the goals and to solve the
problems. In this workers with same qualification and interests are formed into team. Under such
culture Dr Martin will be able to form teams as per their skills and ability that support
accomplishing goals effectively and on time (Farndale, Hope-Hailey and Kelliher, 2011). This
help in enhancing the productivity of employees as they work as per their capabilities.
Person culture:-Person culture refers to the culture where the employees feels that they
are important and holds value for the organisation. By developing such culture Dr Martin will be
able to keep its employees motivated and satisfied with their job which put more effort to support
company in achieving their goals.
Organisation Power:-
Power refers to the sources or ways through which employees are controlled in the
organisation. In a company a manager should take appropriate use of power and should perform
action according to the position. Administrator's decisions must be in the favour of the
organisation. Positive use of power will support managers of Dr Martin in achieving their targets
by motivating its employees. The effective use of power within organisation can be better
understood using following French and Raven's power type model:
Coercive power:- In this power employees are forced to do work against their wishes.
This type of power frustrate the employees and leads to problems. This method of using power is
not appropriate for Dr Martin as it leads to create dissatisfaction and demotivation among
employees. As a result of which it affects their performance and also minimizes their
productivity which affects the position of company at marketplace.
Reward power:- Reward power refers to the appreciation,bonuses and incentives that
encourages people in effective manner. Using this power will help Dr Martin in motivating and
encouraging their employees to put more effort toward their performance in order to achieve
appreciation (Francis, O’Connor and Curran, 2012).

Expert power: It refers to the power which is given to a particular individual due to
certain skills and ability they have. Managers of Dr Martin can exercise this power by delegating
some authorities to its employees who have capability to deal with contingencies and able to
make proper judgement to bring out positive result from work performed by them. This support
in motivating employees and also help in executing task effectively by taking quick decision at
the time of contingencies.
Legitimate power: Legitimate power is said to be title power. This type of power is
granted according to the title or position of the person like CEO, Executive,Owner,etc.
Legitimate power help the higher authority such as CEO of Dr Martin to control and manage
their employees within organisation.
Referent power: Persons who have referent power are appreciated by others and have a
big influence. They have qualities like good looks, charm and are liked by their attitude. In this
power there is heavy responsibility (Gold and et. al., 2013). Existence of this power helps the
manager of Dr Martin in developing confidence among employees while performing work and
achieve loyalty toward company.
Chanlat's characteristic related to organisation's politics:-
Politics and power plays a vital role in organisation. Its impact will be both negative and
positive in the organisation .In positive manner it encourage the employees, negatively it can
create unfavourable environment and also leads to demotivation of employees. Chanlat describe
political behaviour in three categories they are decisional, structural and personal. Decisional
characteristics are applied by managers during hiring process where they consider only the skills
and quality that a person have as it support them in achieving desire result in near future.
Personal characteristics is used by an manager when they influence employees personal to
perform certain actions by using their power and strategies. Third characteristic is structural
which state that managers of Dr Martin should perform an action in a planned orc structural
manner.
TASK 2
P2. Motivational theories for achieving organisational goals
Motivation is an inner process which encourages an individual to achieve organisational
goals and objectives. A person's unsatisfied needs stimulates to work more to achieve desired

goals or to satisfy their needs (Kasemsap, 2016) In current scenario of Dr Martin it is very
essential for the managers of Dr Martin to keep their employees motivated for making them
more productive and adoptable to changes that are made in culture and other business processes.
Content theory:-
It refers to the theory which describe about various ffactors that are responsible for
changes in need and want of human over certain period of time. It support managers of Dr
Martin to evaluate factors that may affect the working behaviour of employees. Maslow's
hierarchy of needs theory is covered under content theory which is described here.
Maslow'theory:-According to Maslow theory an individual does not think to fulfil
higher needs until the basic needs are not satisfied (Kaur, 2013). Under this theory Maslow
describes and arrange the needs of human being as per their priority. Following are the needs
describe under this model:
Physiological needs:- These are basic needs which includes shelter, food and cloth. Dr
Martin should provide proper compensation to employees so they can fulfil their basic needs.
This help in keeping them satisfied with their job and being motivated toward their work (The
Hierarchy of Human Needs: Maslow’s Model of Motivation, 2018.).
Safety needs:- Safety needs includes job security,threats,freedom and safe working
environment. In context to Dr Martin the manager must make efforts to feel employees secure at
the workplace by providing training to use particular tools or machinery that can harm them.
Social needs:- This is the third level of Maslow's needs which includes affection, trust,
friendship, acceptance, giving and receiving love. Manager of Dr Martin must kept in mind that
there should be peaceful, cooperative and supportive environment in the organisation to make
employees feel better to work at this place.
Esteem needs:-Esteem needs are of two types- self esteem and esteem from others.
Under this need it is very essential for manager of Dr Martin to appreciate the work of its
employees and provide required reward in order to keep them motivated.
Self-actualization needs:- Self actualisation refers to the desire to grow and to realize
individual's full potential. Manager of Dr Martin must try to assess the expectation of employees
toward their job and try to provide them opportunity to accomplish those in order to keep them
motivated (LA, 2013).
Process theory:-

This theory focuses on evaluating the individual need that may affect the performance of
employees at workplace. Self- Efficacy theory is covered under process theory which is
described under:
Self- Efficacy theory:- According to this theory individuals believe that they are capable
and have ability to perform a task. In context to Dr Martin the manager must see that there
should be effective utilisation of employee's ability.
Ways to motivate individuals:- Employees can be motivated through several ways . The
environment should be friendly where employees are working. The employees must given
rewards and appreciation for their good performance (Laforet, 2011). Proper communication is
also one of the major point in motivation of employees. Employee's creativity should be
encouraged at work place. In Dr Martin the manager should consider all these factors to
motivate employees so their performance can be improved.
TASK 3
P3 State what makes a team more effective as opposed to an ineffective team
A Team is a formation of individuals or group members to achieve their desired goal.
Evaluation of strength and weakness is analysed through their skills. Power of co-ordination
helps the members to maximize their ability. In context of Dr Marten's effective team is a team
which has clear objectives of goals ,good communication and interaction among
members,leadership qualities,team orientation and mutual understanding. Every team in the
organisation has an objective to set standards for their subordinate to motivate through their
personal strength (Michailova and Sidorova, 2011). Mutual co-operation between the authority
and the members is must to attain their objectives in a period of time.
Basis Effective Team Ineffective Team
Working Environment There is a good and friendly
environment in the team which
helps them to utilise the
resources.
No proper environment is there
which cause members to
enhance their skills.
Leadership qualities In order to make a good team No leader takes responsibility

good leader is there to guide
his fellow members to achieve
their objectives
to guide his team in the intense
situation
Point of views Every member in the team can
give their opinion,perspective
No co-ordination between
among the members.
Good listener In this team all members listen
each other view.
No listening qualities is there
between the employees
Decision making Every team leader gives right
to each members for quick
decision making (Owoyemi
and Ekwoaba, 2014).
No decision making ability is
there between the employees
Conflicts There is no conflicts between
leaders and the members.
Whereas, their is conflict
resolution between them which
makes atmosphere intense.

Dr marten's wants to make a effective team which has the following characteristics. Communication skill: In order to make effective team there should be good e effective
communication between the company and the members so that working environment can
be formed (Suma and Lesha, 2013). In context to Dr marten's company is relocating
business in London so good communication is required to maintain their standard with
the authority.
 Leadership qualities: Leader has to be there for the members working in the company to
evaluate their set of performance. There should be a good leader in Dr. marten's who step
up and motivate their members to perform well and set standardized goal for the team.
Tuckman Model
Dr Bruce tuckman established the Forming-Storming-Norming-Performing-Adjourning
model in 1965. According to this theory it is explained that maturity and decision making ability
has to be there among the team. Style of leadership have to be change in order to produce good
result in the company. Dr Marten's uses tuckman model for the effective framework of the team.
There are four stages in this model:
 Forming: It means Organising of new team and develop the new ideas between the
members. Dr marten's should assign the role and responsibilities to each member ,to set a
particular goal and knows their expectations regarding the future.
 Storming: According to this theory when team forms disputes between the managers and
the team members is clearly displayed. Dr marten's should build understanding among
the members,opportunities should be given to the members to focus on their goals.
 Norming: Team discuss their process and develops ideas for the members. Small teams
are created within groups which engage in fun and social activities (Wong, Ormiston and
Tetlock, 2011). In context of Dr marten's there should be given equal opportunities to the
members to make their contribution towards the works.
 Performing:In this theory all the members have the opportunity to perform their task,
roles and responsibility given to them by the authority. Team requires projects and tasks
from the leader to achieve their goal. Every members in the Dr marten's should know
how to perform their task in an efficient manner to show their skill.

 Adjourning:It means split of the group after performing the task. Every members move
on to their another field. Team of Dr marten's should know how to manage the members
in the particular situation and how to bring out the best from the employees.
TASK 4
P4. Philosophies and theories of organisational behaviour
As Dr. Martin is relocating its central office from Northampton to London by opening
two-storey flagship store. So for shifting and performing operations effectively it is very
essential for the manager of DR. Martin to adopt an appropriate leadership style that best suited
to environment. As adopting an effective leadership style will help manager in keeping their
employees dedicated toward work and be able to adjust within new environment (Wood and et.
al., 2016). Path goal theory given by House Mitchell in 1974 which focuses toward specifying
the leader's style or behaviour that best suit to the employees and environment in which they
work. This help in providing them a path through which organisational goals can be achieve.
This theory can be used by the managers of Dr. Martin as it focuses toward motivating,
empowering and satisfying the employees so that they can support company in enhance its
productivity and will be able to relocate business effectively.
Path goal theory is based on Vroom's expectancy theory which state that an individual
perform some action as per their expectation to the outcome of that activity. This theory is
consists of process in which leaders select certain behaviours that will be appropriate for
employees' need and working environment. This help leaders to better guide and motivate their
employees for day to day operations by keeping fulfilment of need as the factor of motivation to
their workers. This will further support in the growth and success of company.
Classification of path goal theory:-
Employee characteristic:- This step state that a leader must identify and understand the
skills, ability and characteristics of their employees. Because it will help them in identifying the
best way to motivate their employees. In current scenario Dr Martin is relocating its office and
want to ensure that its employees feel comfortable as well as being adoptable to new
environment. So in order keep its employees motivated it is very essential for managers of Dr
Martin must understand the need of its subordinates (Suma and Lesha, 2013). This help them in
formulating strategy to motivate its employees by fulfilling their expectation.
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Task and environmental characteristics:- Next step define in this theory is evaluation of
characteristic that a environment have. This stage suggest that managers must analyses the
working environment of employees in order to determine the issues faced by workers at
workplace. Managers of Dr. martin are required to analyse the internal environment of company
in which employees work for determining the issues that they are facing and which may affect
their performance. As this will help them in formulating the motivational strategies as well as
training programs that support employees in performing their task effectively. Further it also help
management in developing an environment that foster employees to work harder. Apart from this
it is also essential for leaders of Dr Martin must identify the nature of task and assign to the
individual who have the ability to perform that task properly. Following are some characteristic
of task that must be consider by managers before assigning task:
 Design of task:- In order to achieve the desire result it is essential for managers of Dr.
Martin that they must describe the roles & responsibilities perform by each person. This
help in minimizing the confusion and chance of error as well as also ensure that
employees perform task in required direction.
 Formal authority system:- It is very essential for the managers of Dr Martin that they
must assign task along with certain authority to its employees so that they must be able to
take action at the time of some uncertainty. This will also support in building up trust
among employees which motivate them to move further. Work group:- Team work and coordination is a key to success therefore leaders of Dr.
Martin should try to motivate its employees to work as a unit. As this support in
accomplishment of task in more effective and on timely manner.
Leadership style:- Leaders are the person who have the ability to influence its follower to
perform operations in a particular direction. Under this stage path goal theory suggest that there
are various type of leadership style that a manager can follow in order to motivate their
employees and achieve desire result (Suma and Lesha, 2013). Following are the types of
leadership:
 Directive:- Under this style leaders guide their follower about what they have to do and
in which manner to accomplish the desire result. This style will be effective at the time
when employees find it harder to perform a task.
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 Supportive:- In this leadership style, a leader always support its follower in every action
perform by them and focuses on maintaining a healthy relation with them. Supportive
leadership style will be more appropriate in situation where task and relationship is
psychologically challenging.
 Participative:- Under this leadership style leaders always involve its followers and
encourage to participate in decision making process by inviting their view over specific
situation before taking any action.
 Achievement:- Leaders under this style focuses on setting up challenging goals over
their follower and expect them to achieve them which help in enhancing their skills and
ability.
These all are stages of path goal theory which support mangers of Dr. Martin to keep
their employees motivated and aligned with organisational goals (Wong, Ormiston and Tetlock,
2011). As in current scenario, for making its employees more productive Dr Martin has
conducted six workshops for them. This help company in introducing their employees with
required knowledge, capabilities and skills. Apart from this in order to improve the
organisational work culture it is very essential for managers of Dr Martin to adopt an appropriate
leadership style that encourage employees to work harder.
CONCLUSION
From the above report it can be concluded that organisational behaviour plays a crucial
role within the growth and development of company as it support company to enhance the skills
of their employees. Therefore it is very essential for a company to maintain an effective culture
at workplace that can be adopted or acceptable by its employees as it support in making them
more productive. This will further support company to achieve success and competitive
advantage at marketplace
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